AI-powered engineering for HR software

Frequently askedquestions

• What kinds of HR-tech products have you built?

  Applicant tracking system features and integrations, performance management platforms, employee self-service portals, analytics dashboards, and skills/competency management. We have shipped continuously into Join.com (modern recruiting platform, 7+ years embedded with 10 team members) and AG5 (workforce skills management), and we run DutyDuke — our own open-source platform for managing company operations including employees, equipment, documents and absences.
• How do you handle GDPR and regional employment compliance?

  HR data is one of the most sensitive categories under GDPR, so we treat it that way by default: data minimisation at the model layer, audit logs on read paths (not just writes), region-pinned hosting when residency rules apply, deletion-by-default lifecycles, and explicit DPA addenda for any subprocessors. For multi-country deployments we handle the local-law deltas — works councils in Germany, the right-to-disconnect provisions in France, the additional payroll-data requirements across the EU — by isolating them at the configuration layer rather than forking the codebase.
• Can you integrate with our HRIS or ATS stack?

  Yes — and integrations are usually a large part of HR-tech work. We have shipped against Workday, BambooHR, Personio, SAP SuccessFactors, Greenhouse and Lever on the HRIS/ATS side, and against most of the major payroll providers on the downstream side. When a target system has no API or has a hostile one (some still ship CSV-over-SFTP in 2026), we build a reliable ingestion layer with replay and dead-letter handling rather than pretending real-time exists.
• Do you work with established HR brands or only startups?

  Both. The Join.com partnership has run over seven years and includes leadership-level positions inside their organisation; AG5 is a mid-stage platform; DutyDuke is our own product. We have shipped for early-stage HR tech startups validating their first ATS module and for established platforms scaling to multi-tenant enterprise. The engagement shape changes — early-stage needs more product judgement, mature platforms need more architectural rigour — but the engineers are the same seniority either way.
• How do you handle accessibility (WCAG) requirements?

  HR platforms increasingly need to meet WCAG 2.1 AA — both because of EU directives (the European Accessibility Act came into force in 2025) and because enterprise buyers ask for VPATs in procurement. We design and build to WCAG 2.1 AA from the start: semantic markup, focus management, keyboard parity, colour-contrast tokens in the design system, screen-reader testing during QA, and automated axe checks in CI. Retrofitting accessibility late is an order of magnitude more expensive than designing for it from day one.
• Are you familiar with HR tech-specific patterns like skills taxonomies and matching?

  Yes. We have built skills-taxonomy work for AG5 specifically, and matching/ranking systems for ATS use cases on Join.com. The non-obvious parts — handling synonyms across languages, modelling skill adjacency rather than just hierarchy, keeping a taxonomy maintainable across hundreds of clients, blending deterministic rules with LLM-assisted matching — are domain we have already worked through and can shortcut rather than rediscover.