HR Software software
HR software is mostly the small stuff, and the small stuff is where the day goes.
Leave balances calculated by hand. Attendance in a biometric export that has to be corrected before payroll. Onboarding as a checklist someone keeps in their drafts. None of it is complicated, all of it is exact, and together it is most of an HR team's week.
What it replaces
- Leave requested over chat and tracked in a spreadsheet, with balances nobody quite trusts at year end.
- Attendance exported from a device, corrected manually, then re-keyed into payroll.
- Onboarding that depends on one person remembering the fourteen things a new starter needs.
- Employee documents in a shared folder, with no view of whose contract or visa expires next month.
What we build
The parts that make it a system.
Scoped to what you run. A module you do not need is not a discount we withhold — it is work nobody does.
Employee record and documents
One record per person with role, reporting line and history, documents held with expiry alerting for contracts, visas and certifications, and access controlled so managers see their team and not the salary column.
Attendance, shifts and leave
Attendance from biometric, mobile or geofenced check-in; shift rosters; leave policies with accrual, carry-forward and encashment computed correctly, including the awkward rules yours has.
Onboarding and exit
Task flows across HR, IT and finance with owners and due dates, document collection before day one, and an exit process that reliably revokes access and settles dues.
Performance and self-service
Review cycles with goals and manager and peer input, plus employee self-service for payslips, requests and details — which removes the majority of inbound HR queries.
Where AI actually helps
And where it does not.
Careful territory. Resume parsing and shortlisting assistance saves real time in high-volume hiring, but automated candidate scoring carries discrimination risk we are not willing to hand you unaudited — where we build it, humans decide and the reasons are recorded. A policy assistant answering employee questions from your own handbook is safe and genuinely useful. Attrition prediction we generally advise against: the model is rarely good enough to justify the management behaviour it produces.
Integrations
What it has to talk to.
A system that does not reach the ones you already run creates a second place to type things, which is the problem you started with.
- Payroll — your existing provider, integrated rather than replaced
- Biometric and access control devices for attendance
- Google Workspace or Microsoft 365 for accounts, provisioned and deprovisioned
- Accounting for cost centre and reimbursement posting
The limits
What we do not do here.
Including, on several of these pages, telling you not to buy a build at all. That advice has cost us work. It has also stopped projects that would have failed in month three, which is cheaper for everyone.
- We do not build payroll calculation. Statutory rules change constantly across jurisdictions and getting them wrong is a legal problem, not a bug — we integrate a payroll system that maintains them.
- We do not provide HR or employment law advice. We build to the policy your HR and counsel define.
- We will not build covert monitoring — keystroke logging, screenshot capture, undisclosed location tracking. Attendance and access records are fine; surveillance dressed as productivity measurement is not something we will ship.
In practice
Where this shows up.
Multi-location services businesses
Shift rosters and attendance across sites, where the payroll input is only as good as the exception handling on the roster.
Growing technology teams
Onboarding volume and review cycles dominate, and the requirement is self-service that keeps HR out of the middle of routine requests.
How it runs
Fixed scope, fixed price, working software each sprint.
01
Discovery
A call, then a written read of the problem — what it costs today, what would have to be true for software to fix it, and whether we're the right people.
02
Proposal
Fixed scope, timeline and price. No open-ended discovery phase billed by the hour.
03
Build
Agile sprints with something running at the end of each one. You see progress in the product, not in a status deck.
04
Ship & support
Cloud deployment, production monitoring and a maintenance arrangement that starts before launch, not after the first incident.
Related
Systems that usually come up in the same conversation.
Most of these share data with each other. Where two are in scope we would rather build one system than two that sync.
Expense Management
Claims, approvals, policy checks and reimbursement — with the receipt read for you and the policy applied before approval, not after.
Learning Management
Courses, cohorts, assessment and completion records — for training that has to be proven, not just delivered.
Document Management
A document system that knows what a document is about — versioned, permissioned, retained and actually searchable.
Tell us what your HR Software system would have to handle.
Pick a time that suits you. Tell us the problem, and we'll tell you honestly whether we're the right people to solve it.