We build recruitment, onboarding, payroll, learning and workforce planning tools for HR teams and HR tech companies. AI handles the repetitive screening and admin, recruiters and managers make the decisions, and every recommendation shows its reasons.
What we build
Each area is backed by work we've shipped. Start with the one you need now and add others as you grow.
Each application is compared with the role's requirements and every match is explained, so recruiters see the strongest candidates first, even at 10,000+ applications a month.
Set-up that starts the moment an offer is signed, software access assigned by role, and a multilingual assistant that answers employees' HR policy questions.
One payroll platform across regions, with local tax rules kept separate and every run auditable.
Skill gaps spotted from real work data, then short, role-specific learning paths in place of long, static courses.
A skills graph that recommends internal moves with a logged reason, and early burnout warnings from de-identified work data and anonymous surveys.
Growth scenarios modelled from ERP and HR data, so you can plan hiring and its cost years ahead.
Our approach
The usual way
Screening tools rank candidates without saying why, which invites bias claims and compliance questions.
How we do it
Each match lists the role requirements it met, scoring patterns are checked for unusual variation, and a recruiter reviews every shortlist before anyone is turned down.
The usual way
Payroll runs through a patchwork of local vendors and spreadsheets, one per country.
How we do it
One auditable platform keeps each region's tax rules separate, so a change in one country can't break another. For one SaaS provider it unified 40+ regions.
The usual way
Employee and candidate details end up inside AI prompts and logs.
How we do it
Personal data is masked or removed before it reaches a model or a log, and retention and burnout analytics use de-identified data only.
Results
9 published case studies. Every figure on this page comes from one of them.
We built an AI-assisted recruitment platform that reviews applications against role requirements and explains why each candidate is a strong match. Recruiters spend their time on the people worth speaking to.
We replaced a SaaS provider's patchwork of local payroll vendors and spreadsheets with one auditable platform that keeps each region's tax rules separate. It brought 40+ regions together and removed 92% of the manual work.
We built a multilingual AI assistant that answers employees' HR policy questions, checks global policies against local law and keeps personal data out of the logs. It resolves 85% of queries and has saved 12k hours.
We built an AI-assisted platform for recruiting teams that compares interview feedback with shared competency criteria, spots unusual scoring patterns and keeps clearer hiring records.
We built an AI skills platform that maps employees' real skills from their work and recommends internal career moves, with a logged reason for each. Attrition fell 22%, and 45% of roles were filled internally.
We replaced long, static training courses with an AI tool that spots skill gaps from live work data and builds short learning paths for each role. Course completion rose 40%, and people built skills 25% faster.
We automated onboarding for a fast-growing B2B SaaS company. Set-up starts the moment an offer is signed, and AI assigns the right software access. 90% of the process is now automated, and 14k hours have been recovered.
We built a privacy-first platform that spots burnout risk across engineering teams from de-identified work data and anonymous surveys, then briefs managers so they can act early. Staff turnover fell 24%.
We built a workforce planning platform for a supply chain operator that models growth scenarios from ERP and HR data to plan hiring years ahead. Hiring costs fell 22%, and forecasts are 94% accurate.
Services
The services behind our HR Tech work. One squad can combine several, so you don't manage separate vendors.
Trust and control
Every match, score or suggestion shows the reasons behind it, so a decision about a candidate or employee can be reviewed and challenged.
AI shortlists and drafts. Recruiters and managers approve before anything affects a candidate or employee.
Masking, de-identification and role-based access keep employee and candidate data out of prompts and logs.
Interviewers score against shared competency criteria, and unusual scoring patterns are flagged for review.
We build around the systems you already run. Standards are ones we design for; certification stays between you and your auditor.
Partnership models
Pick the support that fits your team today, whether you need ongoing capacity or one clearly defined project.
A ready team of developers, a project manager and QA specialists who work alongside you and keep new features shipping.
Explore managed teamsSenior technical guidance, a clear roadmap and help with the big product and platform decisions.
Explore fractional CTOA clearly scoped product or platform, delivered through agreed milestones with regular updates and written approval criteria.
Scope a projectWe report risks as quickly as wins. You can talk to the engineers directly and see the project tools and progress at any time.
We own the work, explain problems plainly and stay involved until the agreed result is delivered.
We release the smallest useful version, learn from how people use it and improve it without lowering the quality bar.
AI screening can be fair and explainable when it is built for both. Every candidate is compared with the same role requirements, each match lists its reasons, unusual scoring patterns are flagged, and a recruiter reviews every shortlist. In our interview scoring work, scoring variation between interviewers fell by 45%.
The AI reviews, ranks and explains, and people make every decision. Recruiters and hiring managers approve each shortlist before anyone is turned down. On a platform that handles 10,000+ applications a month, this cut screening work by 90% while recruiters kept control of who moves forward.
We collect only the data a feature needs, mask personal details before they reach a model, keep them out of logs and control access by role. Retention and burnout analytics use de-identified data and anonymous surveys. We design for GDPR, the EU AI Act and local privacy laws.
We connect to the applicant tracking, HR, payroll and identity systems you already use. In one onboarding project, a signed offer in Greenhouse started set-up straight away, and Workday and Okta profiles stayed in step. That automated 90% of the onboarding process and recovered 14k hours.
One platform can run payroll across many countries if each region's tax rules are kept separate. We built this for a SaaS provider that had relied on local vendors and spreadsheets. It unified 40+ regions, removed 92% of the manual load and keeps an audit trail for every payroll run.
We build internal tools for HR teams and product features for HR tech companies, such as screening, onboarding, payroll or learning modules. Your engineers can work alongside a managed squad from Coretus on a flat monthly fee, and you own 100% of the code, designs and IP we create.
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