Services · Mobile app development · AI recruitment tools
Codeeo delivers AI recruitment software development Dammam contractors, manufacturers and energy suppliers use to hire technicians, engineers and site crews with their certificates already checked. The platform reads trade and engineering CVs in Arabic and English, matches people to competencies rather than job titles, tracks safety certificate expiry, and plans mobilisation for shutdowns and new projects across Dammam, Khobar, Dhahran and Jubail. In the Eastern Province a missing ticket or an unplanned rotation can delay a whole job, so hiring software has to understand competence, not just keywords.
The AI proposes matches and flags gaps. Your recruiters, HSE advisers and site managers approve every hire, and the record shows who checked what.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
Hiring for a turnaround at a plant in Jubail or a maintenance contract near Ras Tanura is not like filling an office vacancy. A welder needs the right procedure qualification, a rigger needs a current lifting card, an instrument technician needs evidence of specific systems, and almost everyone on site needs valid safety training. Clients also ask contractors to prove Saudi participation, which feeds into programmes such as Aramco's IKTVA for its suppliers.
The features below are built around those realities. We usually start with competency matching and certificate tracking, because those two decide whether a candidate can actually be mobilised, then add rotation planning and analytics.
Your engineering and HSE leads define the competencies each role needs, from pipe fitting grades to control system experience. The AI reads CVs, trade test results and certificates, maps evidence to that matrix and shows which competencies are proven, claimed or missing for every candidate.
Shortlists based on what people can do on site.
Candidates photograph cards and certificates in the app. The system reads issuer, holder and expiry, links each document to the matching competency and warns recruiters when a ticket will lapse before the end of the planned assignment.
No one reaches the gate with an expired card.
For a planned turnaround, the operations team enters the crew plan by trade and shift. The platform fills it from the talent pool and new applicants, shows gaps day by day, and tracks each person through medicals, inductions, site passes and transport arrangements.
Crew readiness visible long before the first shift.
Many Eastern Province workers move between contracts on fixed rotations. Candidates record when their current assignment ends and when they can start, so recruiters can line up the right people for a project rather than discovering clashes during mobilisation.
Fewer last minute replacements.
Each crew plan shows Saudi participation by trade, using your own figures, so managers can see where national hiring is needed to meet contract commitments. The talent pool highlights Saudi technicians and graduates of programmes in the Eastern Province who match open roles.
Localisation commitments planned into every crew.
Practical trade tests and technical interviews are booked at your workshop or an assessment centre in Dammam, with results recorded against the competency matrix. Assessors score from a tablet, and failed areas become retraining notes rather than silent rejections.
Assessment results feed straight into matching.
Graduates from King Fahd University of Petroleum and Minerals in Dhahran and Imam Abdulrahman Bin Faisal University in Dammam are a steady source of junior engineers. Campus campaigns capture project work and internships, and the AI summarises each graduate's technical focus for hiring managers.
Junior engineers screened on their actual technical work.
Contractors in the region often draw on several manpower suppliers. A supplier portal lets each one submit candidates against your crew plan, with duplicate detection so the same technician sent by two agencies is spotted, and a clear record of who submitted first.
Supplier submissions arrive clean and comparable.
Site and project managers approve crew members from a phone between site walks. They see competencies, certificates and rotation dates on one screen, can request a call or trade test, and sign off in Arabic or English.
Approvals no longer wait for someone to return to the office.
Operations directors see fill rates per crew plan, time from request to mobilisation, supplier reliability, certificate rejection reasons and Saudi participation by project. Reports compare one turnaround with the last, so contracts bid later in the year can be priced and staffed on evidence rather than memory.
Every project leaves data the next one can use.
Who this is for
Dammam sits at the centre of an industrial region that stretches from Jubail in the north to Dhahran and Khobar, with energy, petrochemicals, ports and manufacturing all hiring from a shared pool of skilled people. Many of the employers who need better hiring software here are not famous names but the contractors and suppliers behind them. These are the four types of Dammam employer we most often design for.
Firms that supply crews for plant maintenance, turnarounds and construction need to mobilise dozens or hundreds of qualified people to a fixed date. We build crew planning, certificate tracking and supplier portals together, so the operations manager and the recruiter work from the same plan rather than separate spreadsheets that never quite match.
One crew plan shared by operations and recruitment.
Plants in the Dammam industrial cities and in Jubail hire operators, maintenance technicians and quality staff on a rolling basis. We focus on steady pipeline hiring, shift fit, practical assessments and onboarding records that satisfy internal audits, with the competency matrix maintained by your own engineering team. Supervisors can also see which operators are close to completing training, which helps plan internal promotions before advertising outside.
Agencies in Dammam and Khobar place technicians with several contractors at once. They need a consultant workspace that matches one candidate to many open crew plans, client separation so each contractor sees only its own submissions, and certificate records that travel with the candidate between assignments.
Each client sees only what was submitted to them.
Design consultancies, inspection companies and technical service firms hire degree qualified engineers who may also be considering offers from operators and contractors. We add structured technical interviews, referee checks and a candidate experience that feels professional, so good engineers are not lost to a slow process. Hiring managers get short AI summaries of each engineer's project history to read before the interview.
How we work together
Contractors often begin with a fixed scope build aimed at a specific shutdown or project start, which gives the work a real deadline. A monthly retainer then adds trades, suppliers and reporting. Larger groups with several business lines take a dedicated team that also maintains their HR integrations. Cost depends on the number of trades and competencies modelled, how many suppliers and sites are involved, the systems we connect to and how much historic certificate data needs to be migrated and cleaned. We give a written estimate once those factors are known, and we explain which choices move it up or down so you can trade scope against budget with full information.
A defined build with a deadline
We agree what the product has to do, write it down with a price and a date, and build exactly that. Changes are priced before they are made, not discovered on the invoice.
A product that keeps evolving
Named engineers who work your hours, join your standups and stay on the codebase. You direct the backlog; we own the quality of what ships.
Something live that needs looking after
A monthly block of hours for improvements, fixes and the small requests that otherwise wait months. Unused hours carry for a quarter.
Technology
Cross platform apps that work offline in yards and camps, a web console for recruiters and suppliers, document reading tuned for certificates and cards, and language models checked for technical Arabic and English. Hosting is set up in regions your security policy allows. Every AI component can be swapped later without rebuilding the apps.
01Mobile
02Data and cloud
03Marketing and tracking
It has to match competencies and certificates, not just job titles.
Office hiring tools rank people by keywords in a CV. Industrial hiring around Dammam needs proof: a valid card, a passed trade test, documented experience on specific equipment. We build the platform around a competency matrix your engineers own, with certificates linked to each competency and expiry dates checked against the assignment. The AI does the reading and matching, while your HSE and site teams confirm readiness. A rigger shortlisted in Dammam on Sunday can then be confirmed for a Jubail start the following week, because the evidence behind the match is already on file rather than gathered by phone.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
Get in touchPROVEN RESULTS
Swift
Kotlin
Flutter
React Native
PostgreSQL
MySQL
MongoDB
AWS
Azure
Docker
GA4
Google Tag Manager
Search Console
Meta Pixel
Looker Studio