Digital products for large HR organisations
You own the digital experience thousands of employees rely on, across many platforms and locations. We help those systems work together, reliably and at scale.
Technology that makes work easier for people.
Sound familiar?
Nothing is broken, exactly. But leave, payroll and employee records sit in different platforms, and each location does things slightly differently. Data is duplicated, nobody fully trusts the reports, and employees repeat information they’ve already given. Meanwhile the pressure to do something with AI keeps growing.
Platforms that don’t talk to each other
Your HR, payroll and local systems each hold part of the picture. Data is re-keyed between them, errors creep in, and every reorganisation makes it harder.
Data nobody fully trusts
Headcount differs depending on which system you ask. Reporting means weeks of reconciliation, and governance depends on the few people who know where the problems are.
Pressure to do something with AI
Every vendor promises AI, and leadership wants a plan. You need to know which uses are genuinely worth it, and who will support them in two years’ time.
What we build
What we build for HR teams
Technology that fits your wider environment and scales with the organisation. We connect and improve what you already have before suggesting anything new.
01
Integrations between HR and payroll platforms
Reliable data flows between your HR, payroll and other people systems, so information is entered once and stays consistent. We build in validation, monitoring and clear ownership of each piece of data.
API integrations
Data validation
Monitoring and alerts
02
Employee-facing digital services
Clear digital services across the employee lifecycle, from joining to changing role to leaving. They sit over your existing platforms, so employees get one coherent experience wherever they work.
Onboarding
Employee self-service
Role changes and leavers
03
Automating high-volume HR processes
We automate the repeatable steps in processes that run at volume, such as data changes, document checks and approvals. People keep the decisions that need judgement.
Workflow automation
Document checks
Approvals and audit trails
04
Practical AI within existing processes
AI applied where the process and the data support it, such as answering routine questions from your own policies. Anything sensitive passes to a person, and everything is built to be supported over time.
Policy search
Question routing
Governance and oversight
HR and people products we’ve built
Vault, now part of Diligent
Giving people a safe way to speak up at work
Product development
Infrastructure + security
AI + data
ExecSecure
Getting people where they need to be, safely, in 112 cities
Product development
The Home Help Company
Helping the elderly maintain their independence and stay at home longer
Infrastructure + security
Product development
- The problem
A growing care provider where scheduling, payroll and client communication were all manual. The admin grew faster than the business, and it was coming out of the time meant for care.
- What we built
We digitised scheduling, moved internal communication off WhatsApp, and added email and text alerts for outstanding audits. Billing and PAYE are automated, so invoices run with a single click.
- What changed
Thirty hours a month handed back to the CEO, and enough headroom to take on 20 new staff and 200 more clients.
How it works
How a project runs
Four stages, each ending with something you can see before you commit to the next.
01
Discover
Typically a few weeks
We look across your systems, data and processes, and follow them from the employee’s side. You get specific recommendations, a clear scope and a price before anything is built.
02
Design
Typically a few weeks
We design the new service or data flow and test a prototype with the people who’ll use it. That’s where we learn what will be adopted across locations.
03
Build
Agreed per phase
We build the product and the integrations with your existing platforms, releasing in stages. You see working versions throughout, not just at the end.
04
Launch
Then ongoing
We launch with training and documentation so your team can run it. Support after launch is agreed with you before the build starts.
What you should expect from us
HR technology is ultimately about people.
We understand the technical and organisational complexity of HR at scale.
We can integrate your existing platforms and improve how data moves between them.
We build digital services that work for every employee, in every location.
We find sensible uses for AI and automation within your existing processes.
We explain trade-offs clearly, and work alongside you from discovery to delivery and beyond.
Many platforms, one employee experience
Your estate spans HR platforms, payroll systems and local processes across several locations. When they don’t connect, data is duplicated and processes get harder. Employees blame HR, not the technology. We look across the whole picture and recommend where integration or bespoke development would genuinely help.
Making work simpler
Remove a step, don’t add a layer.
A digital service should take friction out of the employee lifecycle, not add another place to log in. That means working with the systems, policies and processes behind it, not around them. We measure success by what people stop having to do.
Taking the repetitive work away
Start with the process, not the tool.
High-volume processes across large teams are where automation gives the most time back. We start with the process, the data and the systems it depends on. Then we automate the steps that are genuinely repeatable, and leave the judgement with people.
Joining things up
A connected system, not a collection of tools.
Most HR estates are several platforms that were never designed to talk to each other, which is why the same data gets entered twice. We build reliable connections that fit your wider architecture. Data is entered once, governed properly and trusted everywhere.
Finding the right role for AI
Beyond the pressure to “do something with AI”.
You don’t need another tool without a clear reason. We look at the process, the data available, the integration it needs and how it will be managed over time. Then we name the places AI genuinely helps, and the places it doesn’t.
Making work simpler
Remove a step, don’t add a layer.
Taking the repetitive work away
Start with the process, not the tool.
Joining things up
A connected system, not a collection of tools.
Finding the right role for AI
Beyond the pressure to “do something with AI”.
Questions people ask
Will it work with our HR and payroll platforms?
Usually, yes. Most HR and payroll platforms offer an API, a structured way for other software to read and write their data. We connect to those rather than replacing what already works. Where a platform has no API, we’ll tell you early and suggest the most reliable alternative, with the trade-offs explained.
Can you work across several locations and platforms?
Yes. That complexity is usually the reason a project is needed. We map which platforms each location uses, how data moves between them and where it breaks. Then we design integrations and services that fit your wider architecture, so a change in one place doesn’t cause problems somewhere else.
How do you handle data quality and governance?
We treat it as part of the build, not a clean-up afterwards. We agree which system owns each piece of data, validate it as it moves, and flag errors before they spread. Access is limited by role and sensitive actions are logged. You get documentation your data and security teams can review.
How do you handle GDPR for employee data?
Employee data is personal data, and some of it, such as health or ethnicity, is special category data under UK GDPR. We limit who can see what, keep audit trails and store only what you need. Data is encrypted in transit and at rest. As a Secureframe partner, we can help you prepare for ISO 27001 and SOC 2 Type II. This is general information, not legal advice.
Should we be using AI?
Possibly, in specific places rather than everywhere. We look at the process, the data available, the integration it needs and how it will be managed over time. Routine questions and document checks are often good candidates. Sometimes a better integration fixes the problem more cheaply, and we’ll tell you honestly when that’s the case.
How do we get people to actually use it?
We test prototypes with employees in different roles and locations before building, so the service fits how they already work. Then we launch with training and documentation for your team. If something isn’t being used, we look at why and fix the design rather than blaming the users.
Got HR systems that should work together?
Tell us what your estate looks like. We’ll tell you honestly where integration, automation or AI would help, and where it wouldn’t.
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