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HR software development for how your team actually works.

Most HR systems assume one kind of company: hire, contract, payroll. When people work shifts, sites or projects, HR often runs the real process in spreadsheets beside the system. HR software development is worth considering when those spreadsheets are what everyone trusts.

Book a consultationWhen an off-the-shelf HR system is enough

When a standard HR system stops fitting.

  1. 01Time off is arranged over email
  2. 02Hours are added up by hand
  3. 03Documents are spread across folders
  4. 04The license grows with the headcount
Build or buy

For most companies, an off-the-shelf HR system is right.

Building your own is not always the answer. In the first conversation we tell you plainly which option suits you.

When off-the-shelf is enoughWhen building your own pays off
Everyone works standard hours in one place.People work shifts, sites or projects, and hours have to be assigned to each.
You need employee records and time off, with no connection to day-to-day operations.Certifications and training decide who is allowed to do which job.
The team is small enough that the spreadsheet still works.HR data has to reach scheduling, payroll or the systems that run the work.
Payroll already handles most of what you would ask a system to do.An off-the-shelf system was tried and HR went back to the spreadsheet.
What it covers

The parts an HR system usually needs.

We build only the parts you need, and connect the tools you keep, such as payroll, rather than replacing them.

  • Employee records

    Roles, contracts, pay details and history on one record. Each manager sees only their own team.

  • Time off and absence

    Requests, approvals and balances in one place, so who is away next week is visible without asking.

  • Hours and shifts

    Time logged against shifts, sites or projects, with overtime calculated using the same rules every month.

  • Training and certifications

    See what each person is qualified to do, with notice before a certification expires.

  • Onboarding and offboarding

    The steps a new hire goes through as a checklist the system tracks, including equipment and access.

  • Integrations

    Payroll, scheduling and accounting connected, so hours are not entered a second time.

How the work runs

From spreadsheets to an HR system people trust.

  1. 01

    We look at what HR does now

  2. 02

    We agree the rules

  3. 03

    We build and show it every week

  4. 04

    We move the data and launch

Other solutions

Other systems we build.

FAQ

The things people ask first.

When is an off-the-shelf HR system enough?
When everyone works standard hours in one place and you need employee records and time off. Products like BambooHR or Gusto cover that well. Building only makes sense once the exceptions are the normal case.
When does HR software development pay off?
When people work shifts, sites or projects and hours have to be attributed to them, when certifications decide who may do which job, or when HR data has to reach scheduling and payroll without being retyped.
Will it work with our payroll?
Yes. Hours, absences and adjustments are passed to payroll in the format it expects, so the same numbers are not entered a second time. We ask which system you use early because it shapes the first version.
Can managers see only their own team?
Yes. Who can see what is set per role, so a manager sees their own people, HR sees everyone, and pay details are visible only to those who need them.
Can HR be part of a larger system?
Yes. When hours have to reach job costing and staffing has to reach production planning, HR is built as a module of a custom ERP system rather than as a separate product.

What would you like to build?

Let's discuss your idea and explore how we can turn it into a great product. We typically respond within one business day.

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