Your HR SaaS is judged on the first five minutes. Don't lose the demo to a broken onboarding flow.
We build production-ready HR SaaS platforms — multi-tenant architecture, role-based permissions, SSO, audit logs, and the admin and employee UX that wins enterprise deals. Fixed scope, fixed price.
You're an HR expert who saw a gap in the market. The MVP your offshore team shipped technically works, but enterprise buyers keep asking for SSO, SOC 2 readiness, role permissions, and audit trails you don't have. Deals stall.
You know HR. You ran people ops at two fast-growing companies, saw the same seven things break every time, and decided to build the tool the market didn't have. An offshore team put something together. It demos okay in a one-person tenant. And then the first real buyer — a 400-person company with an IT team — asks three questions that kill the deal: "Do you support SSO through Okta?" "Can we scope permissions per legal entity?" "Can we export an audit log of every comp change in the last 12 months?"
The answer to all three is technically yes, eventually, on the roadmap. The deal goes to BambooHR or Rippling. Your next five calls go the same way. Meanwhile your admin UI looks like a generic CRUD dashboard, employees get confused on self-service, and your support load is 40% "how do I…" tickets that a better empty state and a clearer information architecture would have prevented.
The product isn't bad. It's unfinished in the specific places that matter to HR buyers: permissions, auditability, data export, bulk operations, SSO, and an admin experience that doesn't make an ops lead's job harder than Excel already does. Those aren't features you bolt on. They're foundations. And they're the difference between a $500/month SMB tool and a real HR platform.
A SaaS platform that clears procurement, handles multi-tenant data cleanly, and looks and behaves like a product worth paying $20+ per employee per month for.
Multi-tenant architecture with proper data isolation
Per-tenant databases or row-level security done correctly the first time, with migration paths as customers grow into multi-entity, multi-country structures.
Role-based permissions that pass procurement review
Granular scopes — who can view comp, edit PTO balances, approve terminations, access audit logs — with sane defaults and a custom-role builder.
SSO, SCIM, and session management
Okta, Entra (Azure AD), Google Workspace, and SAML for the long tail, with SCIM user provisioning so IT teams don't have to manually sync people.
Audit logs and data export
Every write logged with actor, timestamp, and before/after payload. One-click CSV export for any report, plus a real API.
Admin UIs that respect the HR ops lead
Bulk edits, inline imports, saved views, keyboard navigation — because nobody in HR ops has time for 40 individual clicks to run payroll adjustments.
Employee self-service that actually reduces tickets
Clean flows for PTO requests, doc signing, org chart, comp letters, and benefits enrollment. Built on Next.js, Convex or Postgres for the data layer, Clerk or WorkOS for auth and SSO, Stripe for billing, and the standards auditors expect: encryption at rest and in transit, logged admin access, and a runway to SOC 2.
One honest number to start.
Fixed-scope, fixed-price. The number below is the starting point — final scope is built from your brief.
A SaaS platform that clears procurement, handles multi-tenant data cleanly, and looks and behaves like a product worth paying $20+ per employee per month for.
Three steps, every time.
The same repeatable engagement on every project. No surprises, no mystery, no billable ambiguity.
Brief & discovery.
We send you questions, then get on a call. Output: a written scope with every step, feature, and integration listed.
Build & ship.
Fixed schedule, weekly reviews. No scope creep unless you change the scope — and if you do, we reprice it transparently.
Warranty & retainer.
30-day warranty on every launch. Most clients stay on a monthly retainer for ongoing features and maintenance.
Why Fixed-Price Matters Here
HR SaaS founders are usually operators, not engineers. You can tell us what the workflow needs to be — you can't always tell whether the quote a dev shop gave you covers a real multi-tenant rebuild or a coat of paint. Fixed scope, fixed price means we write down what "done" looks like — SSO, role model, audit log, tenant isolation, bulk imports, the full list — before you sign. If we missed something, that's on us, not a change order.
Enterprise deals have long sales cycles. You don't want the tech side to be the reason the next one slips.
Related engagements.
Questions, answered.
Depends on how it was built. In most cases we can keep the data model and rebuild the product layer around it — auth, permissions, admin UI, audit infrastructure — without torching the database. We do a 1-week technical audit first so you get a real answer, not a pitch to rewrite everything.
We build with SOC 2 controls in mind from day one — access logging, least-privilege roles, environment separation, encrypted backups, and a documented incident path. The certification itself is an audit process with Vanta, Drata, or Secureframe, which we've worked alongside on previous engagements.
Yes. Gusto, Rippling, ADP, Deel, Remote, and Finch (for aggregated payroll data) are all common integrations on HR builds. We wire them into the same data model so your product is the source of truth, not a read-only mirror.
Most enterprise-readiness rebuilds land in 12 to 16 weeks. Tenant isolation, SSO, role model, audit logging, and a cleaned-up admin and employee UI is a $40k–$80k engagement at the $25k+ tier. Greenfield HR SaaS builds are longer.
You do, fully, from commit one. Full repo access, full infrastructure access, no proprietary wrapper. If you outgrow us, you hire an in-house team and hand them a clean codebase.
Tell Ryel about your project.
Describe what you’re building and what outcome you need. You’ll have a written, fixed-price scope within the week.