Automate HR Tasks

A focused MVP covering employee records, onboarding workflows, time-off management, and basic reporting typically takes 4–6 months with a team of 3–4 engineers. Budget for that scope runs $120,000–$220,000 depending on integration complexity. Adding payroll processing — with tax calculations, direct deposit, and year-end filings — extends the timeline by 3–4 months and adds $80,000–$150,000 to the engagement. These ranges assume you have product requirements defined; if you need discovery and architecture first, add 4–6 weeks.

Yes. We have active integration experience with Gusto Embedded Payroll, ADP Workforce Now, Rippling's API, and Paychex Flex. The approach depends on the provider: some offer bidirectional REST APIs with webhook support (Gusto, Rippling), while others expose more limited file-based or SFTP interfaces (some ADP configurations). We conduct a technical integration assessment in the first two weeks to determine data-flow architecture, sync frequency, and error-handling strategy before a line of application code is written.

We design against the compliance posture your business requires. For U.S.-headquartered HR platforms handling employee PII, we apply SOC 2 Type II-aligned controls: role-based access, field-level encryption for SSNs and bank routing numbers, immutable audit logs, and automated access reviews. If your platform stores health benefit elections or FSA/HSA data that intersects with HIPAA, we extend the architecture with a Business Associate Agreement framework and BAA-compliant data segregation. For European employee data, we layer on GDPR data-subject-rights workflows — export, deletion, and processing-basis records.

We build HR systems to absorb regulatory changes through configuration rather than code deployments. Tax tables are stored in a versioned reference data layer; ACA measurement periods, affordability thresholds, and reporting forms are parameterized. When the IRS releases updated tax tables or USCIS revises the I-9 form, your team (or ours, under a retainer) updates configuration and validates with an automated test suite — not an emergency release cycle. We also set up monitoring alerts that flag when hard-coded thresholds — like Social Security wage bases — are approaching their annual reset.

Both. Employee self-service features — time-off requests, pay stub access, onboarding document completion, and schedule viewing — are high-demand on mobile. We build React Native apps that share business logic with a web platform, avoiding two separate codebases. Push notifications for approval workflows, geofenced clock-in/clock-out via device GPS, and offline-capable shift schedules are all patterns we have shipped in production HR mobile apps. If your priority is web-first, we scope mobile as a phase two that reuses your API layer rather than starting from scratch.