A Webflow redesign with a CMS – a website the team runs on its own
Client: HR Hints
Industry: HR / HRTech
HR / HRTech
For recruitment agencies, HRTech startups and HR departments, we design software that supports recruitment, onboarding and employee services. We bring processes scattered across systems, spreadsheets and email together into one solution that fits the way your team works.
Our clients in HR
HR tools that keep up with how recruitment really works
As a company grows, standard HR tools don't always keep up with its processes. Extra spreadsheets, manual tasks, separate forms and information stored in several places start to pile up.
We design custom HR systems and develop and integrate existing ones. They can cover recruitment, onboarding, document workflows, employee requests, training or communication with candidates. You don't always need to build an entire system from scratch. Sometimes the best solution is an additional module or an integration that complements the tools the team already uses.Why an off-the-shelf ATS stops being enough
Off-the-shelf tools assume one universal recruitment process. But an agency works differently from an HR department in a manufacturing company, and recruiting IT specialists works differently from high-volume hiring. When a company starts running the process alongside the tool — in spreadsheets and emails — that's a sign the tool has lost. So we start building a custom system by mapping the process as it really is, exceptions included — and only then do we design the interface.
An HR company's external visibility is a separate thread: a consultancy's or agency's website has to be updatable without a developer, because the offer and content change week to week. That's how we rebuilt the website of an HR consultancy — on tools the team runs on its own. The second stream is documents: contracts, annexes, consents, medical checks, health and safety training. Paper-based workflows end in binders and the question "did that definitely come back signed?" A digital workflow with e-signatures and automatic reminders takes the most mechanical part of the work off the HR team — and gives employees one place where they can see everything that concerns them.
What to watch out for with internal tools
An internal tool has no marketing to make people use it — either it's more convenient than a spreadsheet, or it dies. The interface isn't cosmetic here: what counts is the number of clicks in tasks repeated every day, sensible defaults and a system that suggests the next step. We handle this part of the work as part of UX/UI design, testing with the people who will actually use the tool.
Case studies in HR
„Automating schedules and budget management has genuinely made our marketing more efficient — the system made that possible. The team knows the technologies they work with inside out and gives good advice.”
Michał Słotwiński — Head of Customer Success, Semcore
Review from ClutchThe basics
What's worth automating in HR, and what's better left to people
HRTech covers recruitment, onboarding, time tracking, leave requests, performance reviews and training. Automation pays off quickly here, because much of the work is about document workflows and keeping track of deadlines. The most time is usually saved in three areas: leave requests with an automatic approval workflow, onboarding new hires with a checklist instead of relying on a manager's memory, and one place with up-to-date employee data.
Technology should take administrative work off the team's plate, but not replace decisions that require human judgment — such as development conversations or choosing a candidate.
How we work
How do we implement HR systems?
First, we map the process together with the people who actually use it. We look at where data is retyped by hand, where delays happen and which tasks take up most of the team's time. Then we define the scope of the first rollout. Instead of digitizing all of HR at once, it's often better to start with one high-impact process — such as recruitment, onboarding or request workflows.
On your side are the rules (who approves and in what order), employee data and decisions about who can see what. On our side are implementation, payroll and HR system integrations, and training.
The timeline depends above all on the number of exceptions. A company with a single approval pattern can roll out quickly; a company where every department has its own rules first has to decide which of them stay.
Decisions
Decisions worth making before implementation
How many exceptions you carry over. Every exception in the approval workflow is a separate path to build and maintain. Rolling out a system is often the best opportunity to ask whether they're all still needed.
Who can see employee data. The manager, HR and the employee themselves — three different scopes. Excessive visibility in HR has consequences that other systems don't.
Whether data flows to payroll and HR records automatically. If not, someone will be retyping it — and then some of the benefit disappears. It's an integration worth settling at the start, because it depends on what the HR system exposes.
What not to do. Don't automate performance reviews in the hope that they'll replace a conversation. Don't collect data "for the future". And don't implement an approval workflow nobody follows in practice — this is a chance to simplify it, not set it in stone.
Scope
Technology for companies whose business is people
For HR Hints, we designed and launched a new Webflow website with a CMS, which lets the team publish and update content on its own without involving a developer.
In HR and HRTech projects, we work both on solutions for candidates and employees and on internal tools that make HR teams' everyday work easier.What we build
Recruitment systems, onboarding and internal tools
We design and develop:
- custom ATS systems for managing recruitment,
- employee portals and HR platforms,
- onboarding tools,
- document and request workflow systems,
- admin panels,
- career pages and application forms,
- integrations between HR systems and other applications,
- AI solutions for data analysis, automating repetitive tasks and supporting recruiters.
In recruitment, a simple application path is especially important. Candidates should be able to find the right job quickly, submit the required information and know what will happen at the next stages of the process.
Candidate data
Candidate and employee data
HR systems process data that requires special care, so we build security and access rules in from the design stage. Depending on the process, the solution can support different permission levels, an audit history, data retention rules, a consent register and automatic actions based on the organization's policy, among other things.
FAQ
Questions we hear from HR
- When off-the-shelf software forces the team to work outside the system, the process involves many unusual rules, or the company needs integrations that standard solutions don't provide. This doesn't always mean building an entire platform from scratch — sometimes a custom module or extension of the existing system is enough.
- Yes. We can design a recruitment ATS system or selected parts of the process — candidate database, application forms, recruitment stage management, communications or reporting, for example. We tailor the scope to the actual recruitment process.
- In many cases yes. Integration possibilities depend on the system and how it exposes data — via API, exchange files or other integration mechanisms, for example. We check this at the start of the project to reduce manual re-entry of information later.
- The most commonly automated processes are onboarding, request and document workflows, reminders, status updates, communications and data exchange between systems. The greatest benefit comes from repetitive processes that currently require a lot of manual steps.
- We match the scope of security measures to the type of data processed and how the system operates. We design user roles and permissions, access control, audit trails and mechanisms for data storage and deletion. Security and compliance requirements are established at the start of the project.
- Off-the-shelf, if your process fits the standard and the volume of hiring is predictable — it's faster and cheaper to start. Custom, when the process is a competitive advantage (mass recruitment, multiple clients, unusual stages), when subscriptions for several dozen accounts start to exceed the cost of maintaining your own tool, or when you need integrations the vendor never planned for. In the first conversation we also say when building doesn't make sense — that's cheaper for both sides than a project that won't pay off.
- Yes, but electronic form isn't just scans in a folder. Documents must be signed with a qualified signature or seal, arranged in the required file structure and secured so it can be proved they haven't been altered. When switching from paper, employees must also be notified and given the opportunity to collect their previous records. It's achievable, but requires planning — this is not purely a technical change.
- It can sort, summarise and search — and that's typically how we use it. Automatically rejecting candidates without human involvement is a high-risk system under the AI Act, with requirements for supervision, candidate notification and decision explainability. So we build AI as a recruiter support tool, not as a filter that closes the process. There's also a practical argument: a model trained on your historical hiring data will also repeat the mistakes that were in it.
Let's build digital products for your company together
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