HR Tech engineering: ATS / HRIS integration (Workday, SAP SuccessFactors, BambooHR), recruitment, onboarding, payroll automation, workforce analytics, and compliance reporting, unified into platforms people actually use.
The average mid-size company runs 8–12 separate HR tools that don't talk to each other. Onboarding is a 20-step checklist managed in spreadsheets. Payroll integration is a monthly fire drill. And the analytics that could make HR strategic, attrition prediction, performance correlation, hiring funnel analysis, are trapped in systems that can't export in a useful format.
HR Tech is uniquely hard to get right: it touches every employee in the organisation, integrates with more systems than almost anything else in the stack, and the consequences of getting it wrong, a missed payroll run, a failed compliance filing, are immediately visible to the whole company. 7Code builds HRIS, ATS, payroll, and workforce-analytics platforms with multi-jurisdiction labour-law and GDPR controls baked in.
ATS integrations, structured interview tooling, offer management, and onboarding workflows that get new hires to productive in days, not weeks.
Attrition prediction, performance correlation, headcount planning, and hiring funnel analysis, surfaced in dashboards HR business partners can actually use.
Native connectors for Workday, SAP SuccessFactors, BambooHR, and custom HRIS. We handle the sync, the conflict resolution, and the audit trail.
Multi-jurisdiction payroll calculation, statutory filing automation, and integration with payroll processors, with a reconciliation layer that catches errors before they reach employees.
Goal tracking, review cycle tooling, 360 feedback, and learning pathway management, designed to be used by managers, not just HR.
EEO, ADA, GDPR, and local labour law compliance tooling, with automated regulatory reporting and audit-ready data exports.
Every engagement follows this sequence, adapted to your constraints, not the other way around.
We spend the first week mapping every system that touches an employee record. HR platforms live or die on their integrations, we understand them before we design anything.
We interview both the HR team and the employees and managers who will use the system. HR software fails when it's designed for the administrator and ignored by everyone else.
Any change to payroll infrastructure runs in parallel for at least two pay cycles before cutover. We don't take risks with people's pay.
Native connectors for Workday, SAP SuccessFactors, BambooHR, Personio, and custom HRIS via REST / SOAP / file-drop. We handle the bi-directional sync, conflict resolution, audit trail, and the surprise edge cases, every system has them, and HR data is uniquely intolerant of silent corruption.
Yes, multi-jurisdiction payroll calculation, statutory filing automation, integration with payroll processors (ADP, Sage, local providers), and the reconciliation layer that catches errors before they reach employees. Any change to payroll infrastructure is parallel-run for at least two pay cycles before cutover. We do not take risks with people's pay.
Attrition prediction, performance correlation, hiring funnel analysis, and headcount planning, surfaced in dashboards HR business partners can actually use, with the data export hooks finance and leadership need. We also build the data lake / warehouse pipelines underneath if your existing stack can't support these queries.
Yes. Multi-jurisdiction labour-law compliance tooling, EEO and DEI reporting, GDPR data-subject-access controls, and audit-ready data exports. We design for the regulator your team will actually face, not a generic global standard.
12 weeks for a focused HR module, recruitment, onboarding, or analytics. Full HRIS replacements run 16–32 weeks depending on the integration count and parallel-run period required for payroll.
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