We didn’t just build HR tools for clients. We built a full HRMS from scratch, run it internally, and offer it as a white-label foundation. We’ve also built automated staffing tools for Hirestaff — a scraper-to-outreach pipeline that moved their entire operation off Google Sheets. If you’re building HR tech, we know the domain and we know the edge cases.
✓ HR domain expertise · ✓ Production-tested foundations · ✓ Full code ownership
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 that 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.
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 labour 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, and code ownership.
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 fixed-price quote with a real timeline.
Free 30-minute call. Domain review and architecture recommendation included. No commitment required.