Rorix Technologies is an HR software development company built for HR product founders, and HR and operations leaders at companies with 50 to 500 employees who need an HRMS of their own. We build applicant tracking systems, custom HRMS platforms, staffing automation, and workforce analytics for clients in the US, UK, Canada, Australia, and New Zealand. We run our own HRMS in production at app.rorixtech.com and offer it as a white-label foundation, and we built the Hirestaff scraper-to-outreach pipeline that moved a staffing business off Google Sheets. You own every line of code.
✓ HR domain expertise · ✓ Production-tested foundations · ✓ Full code ownership · See the HRMS we built →
Rorix Technologies is an HR software development company that builds applicant tracking systems, custom HRMS platforms, staffing automation, and workforce analytics for HR product founders and for HR teams at companies with 50 to 500 employees. We run our own 12-module HRMS in production and offer it as a white-label foundation. Clients own 100% of the source code.
Last reviewed . Every figure on this page checked against our delivered-project records.
Same engineers, same codebase to start from. A different first conversation.
You are building HR software to sell to other companies. You need multi-tenant architecture, role-based access, and payroll and compliance logic that still holds at your hundredth customer, built by a custom HRMS development company that has shipped each of those before. We have, on our own HRMS and on the Hirestaff staffing platform.
You need an HRMS of your own: attendance, leave, documents, approvals, and payroll inputs that match your policies instead of a package’s defaults, connected to the payroll and accounting systems you already run. We can start from our production codebase rather than a blank repository, and you own the result outright.
HR software is one of the most domain-specific categories in enterprise software. Generic engineering shops don’t know what they don’t know until it’s in production.
Most developers don't know FLSA, FMLA, or why attendance correction workflows need an audit trail. Building HR software with a team that doesn't live in the domain means discovering compliance edge cases in production.
Payroll calculations, leave accrual rules, overtime logic, and tax compliance differ by state, country, and company policy. These rules change. Your system needs to be designed to absorb those changes without a rewrite.
A platform built five years ago for 50 employees now serves 500, and every new feature requires workarounds on top of workarounds. At some point, the cost of working around the architecture exceeds the cost of replacing it.
Offer letter generation, onboarding checklists, payroll sync, job board scraping, candidate outreach, all still running on spreadsheets and manual steps. Automation in HR tech is not a feature, it's a differentiator.
ATS systems that don't sync with HRIS. Payroll tools that don't know what onboarding has completed. Interview scheduling that lives in a separate calendar tool. Disconnected systems that make recruiters context-switch constantly.
GDPR, CCPA, and SOC 2 aren't optional for HR platforms. Candidate data, employee records, payroll history: all need role-based access, audit logs, and data retention policies. These need to be designed in from day one.
One is our own product. One is a client’s automation platform. Both are live and processing real workloads.
We built a full HRMS from the ground up and run it ourselves. 12+ live modules: hiring pipeline, attendance with biometric and GPS clock-in, leave management, asset tracking, payroll, automated offer and appointment letter generation, a sales leads CRM, and role-based dashboards for Admin, HR, Employee, and Sales. The same codebase we offer as a white-label foundation.
A New Zealand staffing business needed to scale outreach without scaling headcount. We built a fully automated three-part platform: a multi-source job board scraper (Trade Me, Seek NZ, Seek AU) running as a single memory-efficient instance, a multi-layer contact discovery system (Skrapp, Prospeo, and direct website crawling), and an outreach engine with NeverBounce validation and round-robin sending across multiple profiles.
From candidate-sourcing automation to payroll compliance, built with the same team that ships and runs it themselves.
Bands derive from our published build bands. A scoping call turns them into a written estimate for your product or your team.
| Scope | What is included | Team | Timeline | Budget band |
|---|---|---|---|---|
| Scoping call and written estimate | 30-minute call, requirements review, written estimate against the bands below, implementation roadmap | Technical lead | Within 1 week | Free, no commitment |
| Core HRMS or ATS module set | Employee records, leave and attendance, document management, approvals, role-based access, one payroll or accounting integration | 3–5 developers | 3–5 months | $25,000 to $75,000 |
| Full HR platform | Everything in the core set plus recruiting and ATS, performance reviews, multi-entity payroll inputs, analytics, and multi-tenant architecture for products sold to other companies | 5–10 developers | 6–12+ months | $75,000 to $250,000 |
Bands derive from the published build bands on our pricing page and are reviewed with every pricing change. HRMS builds can start from our own production codebase, which shortens the timeline inside each band. A scoping call produces a written estimate.
Most HR software failures aren’t engineering failures. They’re domain failures. We’ve made the mistakes already, on our own product.
We document your compliance requirements, user roles, data ownership model, and the edge cases in your workflows before the first sprint. HR software breaks at edge cases: the recruiter who needs to backdate an attendance correction, the payroll run that spans two tax years.
For HRMS work, we can start from our own production codebase (live at app.rorixtech.com) rather than a blank repository. Attendance, leave, hiring, payroll, and asset management are pre-built and test-hardened. You customize what you need.
Every workflow we build, we ask: what should the system do automatically? Offer letter generation, onboarding task assignment, leave balance recalculation, payroll sync: manual steps that your platform should eliminate, not facilitate.
HR software evolves with labor law changes, product pivots, and customer feedback. The same engineers who built your core stay on as your product grows. No handoff. No context loss. No starting over.
Straight answers on ATS, HRMS, and staffing platform builds, cost, compliance, integrations, and code ownership.
Everything on this topic that lives elsewhere on the site.
The workforce system we builtProject management at Rorix is top-notch. They deliver on time, stay responsive, and adapt to our needs. They don’t just stop when daily tasks are done, they keep refining lower-priority items and actively suggest improvements to better the system.
Bring your concept, your existing platform, or your automation requirement. We’ll walk you through how we’d approach it, including whether you should start from our own HRMS foundation or build from scratch, and give you a written estimate with a real timeline.
Free 30-minute call. Domain review and architecture recommendation included. No commitment required. Want the proof first? Read the HRMS case study.