HR Software Development Company
Automate HR Tasks
People platforms that absorb onboarding, benefits, performance, and compliance work so your HR team can focus on talent development instead of ticket triage.
HR Software We Build
Applicant Tracking
ATS integrations and custom recruiting tools that unify pipeline visibility, interviewer tooling, and candidate experience.
Onboarding Automation
Pre-boarding, day-one, and first-90 automations that wire HRIS, IT, and security provisioning into a single experience.
Performance Management
Goal, review, and continuous-feedback tooling built on top of your HRIS — modern patterns, not the legacy performance cycle.
Benefits Administration
Benefits enrollment, life-event workflows, and carrier integrations built to reduce vendor churn and operational error rates.
Compliance & Reporting
EEO, I-9, SOX, and global labor compliance reporting with audit trails — no scrambling when a regulator or customer asks.
Workforce Analytics
People dashboards and predictive attrition models that give HR leaders operator-grade insight into their organization.
Hr
HR technology sits at the intersection of people operations and complex data — payroll engines, compliance workflows, benefits administration, applicant tracking, and employee self-service portals each carry their own business logic, regulatory surface area, and integration demands. Most HR software projects fail not because the requirements are unclear but because the engineering team underestimates the depth: multi-state payroll rules, I-9/E-Verify flows, ADA-compliant UI, and real-time sync with ATS, HRIS, and benefits carriers simultaneously.
ABM Tech has built production HR platforms since 2016, including Eddy — a full-suite HRIS and payroll platform for small and mid-market businesses — and Team Builder, a workforce planning tool used by distributed teams. That means our engineers have already navigated the edge cases: retroactive payroll adjustments, benefits open-enrollment concurrency, role-based access matrices for HR admins and managers, and data-residency requirements across U.S. states.
What distinguishes our HR work is that we staff it with engineers who have shipped multiple HR products, not engineers learning HR compliance as they go. We pair that domain knowledge with aligned to your team hours so your HR stakeholders can collaborate directly with the team, which cuts the iteration cycle on business-logic decisions from days to hours.
The challenge
HR software carries a deceptive complexity: on the surface it looks like forms and tables, but underneath it's payroll tax logic that changes by jurisdiction every quarter, benefits eligibility rules that vary by tenure and hours worked, and audit trails that must satisfy both internal compliance and external regulators. Most development teams hit this depth only after the project is already in flight, causing costly rework or hard-coded workarounds that become technical debt the moment a regulation changes.
Our approach
ABM Tech assigns engineers who have shipped HRIS and payroll products before — people who know to ask about retroactive pay runs in week one, not month six. We build compliance-aware data models from the start, integrate directly with payroll providers and benefits carriers using their production APIs, and design role-based permission systems that mirror how HR departments actually operate. Every sprint includes an HR stakeholder review so business rules are validated against reality, not documentation.
The outcome
Clients leave with a production HR platform that handles real payroll runs, benefits enrollment cycles, and compliance reporting without manual intervention. Systems are built to absorb regulatory changes — new state tax tables, updated I-9 forms, ACA reporting thresholds — through configuration rather than emergency code deploys. Your internal HR team can own day-to-day operations while your engineering resources focus on the next product capability.
Tell us your payroll and compliance requirements — we'll respond within one business day with a technical approach and rough estimate.
Case Studies
Built, launched, and still running.
Selected engagements
Browse all cases→
Healthcare · Sweden
Consent Management System Integration
Digital patient consent platform for Sweden's healthcare sector — BankID-integrated, cutting consent processing time by 86%.
Online Consultation Platform Integration
Healthcare · Telehealth
HIPAA-compliant telehealth platform pairing people with qualified therapists — booking, secure video sessions and progress tracking.
Shopping Platform Creation
E-commerce
Deal and coupon aggregation platform with algorithmic coupon stacking across leading U.S. retailers.
Sentiment Analysis & Trend Prediction
AI & Data Science
Multilingual NLP pipeline reading sentiment, sarcasm and emerging trends across global social channels.
Integrating APIs with the ServiceNow Platform
Enterprise Integration
REST API integration into ServiceNow that replaced error-prone manual workflows with automated ones.
The metrics that follow from shipping with senior engineers
4.9 / 5
Average client rating across platforms
93%
Net Promoter Score
Long-run
Client retention rate
Secure
Type II certified
Pick the engagement that fits
Four ways to work with us — from surgical staff augmentation to fully managed delivery. All models share the same senior-first talent bench.
Dedicated Teams
Full-time engineers embedded in your team for long-running engagements.
Explore Dedicated Teams↗Staff Augmentation
Add senior specialists to an existing team — vetted, onboarded, and up to speed in weeks.
Explore Staff Augmentation↗Project Delivery
Managed fixed-scope projects with a committed timeline and deliverables.
Explore Project Delivery↗Why ABM Tech
What keeps clients past the first delivery.
What clients tell us made the difference, usually somewhere around the second sprint.
Multi-Jurisdiction Compliance
Engineers pre-versed in U.S. federal, state, and local payroll tax rules build compliance logic as a first-class concern, not an afterthought. We handle SUI, SDI, local taxes, and year-end W-2/1099 flows from day one.
Deep HRIS & ATS Integrations
We integrate with BambooHR, Gusto, Rippling, Greenhouse, Workday, and major benefits carriers via their production APIs — bidirectional syncs, webhook-driven event flows, and reconciliation logic included.
Role-Based Access That Reflects Real HR Structures
HR platforms are used by employees, managers, HR BPs, payroll admins, and executives — each with a different data footprint. We model permissions to match your org chart, not a generic role template.
U.S.-Aligned Hours for Business-Logic Iterations
HR rules come from HR leaders, not engineering tickets. Our Singapore team overlaps fully with your business hours so your HR and product teams can get same-day answers on payroll edge cases and benefits eligibility logic.
Workforce Analytics & Reporting
Beyond transactional features, we build headcount dashboards, turnover analytics, compensation benchmarking, and EEO-1 / OSHA reporting pipelines that give HR leadership actionable data rather than raw exports.
security-first-Ready Data Architecture
Employee data is among the most sensitive a company holds. We architect HR systems with encryption at rest and in transit, audit logging on every data mutation, and infrastructure patterns that simplify security-first Type II attestation.
Why Teams Choose Us
Security built in, not bolted on
Encryption, access control and compliance designed into the architecture from the first sprint — the way our Swedish healthcare consent platform was built.
Working hours that overlap
Singapore-based engineers who keep to your business day, so standups, reviews and decisions happen live rather than overnight.
Top Rated
Near-perfect satisfaction scores across Clutch, DesignRush, and Manifest.
How we work
Scoping call to production release.
Every engagement is staffed with named people whose only assignment is your build. No shared allocation, no roster of contractors matched to a brief.
Week zero
We start by arguing with the brief.
A working session on the problem, not a requirements hand-off.
The first conversation is technical. We go through the system you have, the constraints you are stuck with, and what would count as this having worked — and we push back where the brief and the goal disagree. The people in the room are the ones who would build it, because nobody else can tell you the architecture will not hold.
A walk through your existing stack, data and integration constraints
Run by the engineers who would staff the build, not an account manager
You leave with a scope, a team shape and the risks named out loud
FAQ
The questions that come up before you start.
Engagement models, pricing, security, and how we staff a project — answered straight, with the detail you would ask for on a first call anyway.
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.
Keep exploring