Services · Mobile app development · AI recruitment tools
We provide AI recruitment software development Jeddah employers use to fill frontline, seasonal and professional roles from one system. A mobile apply flow that works on a basic phone, AI screening in Arabic and English, shift and availability matching, and a recruiter console sit together, so a logistics firm near the port, a hotel serving Umrah visitors and a family trading group can each hire at their own rhythm. Jeddah hiring swings sharply with the religious calendar and shipping volumes, and software that scales with those swings stops good applicants slipping away.
The AI handles the reading, sorting and reminding. Your supervisors and HR officers decide who is hired, and every step they take is recorded for later review.
200+ companies servedFrom a first store to an ADX listed developer
What the system can include
Jeddah is the Kingdom's main Red Sea port and the gateway through which many international pilgrims arrive on their way to Makkah and Madinah. That gives the city an unusual hiring pattern: large waves of temporary and frontline recruitment layered on top of steady demand for engineers, accountants, clinicians and sales staff. A tool built only for office hiring struggles with the first, and a tool built only for volume ignores the second.
The modules below can be combined. Most Jeddah clients start with the volume flow, because that is where unread applications cost them most, then add professional hiring once supervisors are comfortable with the system.
Hajj, Umrah peaks and Ramadan bring sudden demand for drivers, guides, hotel staff, call centre agents and crowd support. Campaigns open with a set headcount per role and closing date, the AI screens applicants against the must have criteria, and supervisors approve batches instead of single profiles.
Peak season rosters filled without a temporary army of coordinators.
Many frontline applicants in Jeddah apply from older Android phones on mobile data. The apply flow is a light web app with an optional native version, takes a few minutes, accepts a voice note or a photo of a CV, and saves progress if the connection drops.
More complete applications from the people you actually need.
Jeddah's workforce speaks Arabic, English, Urdu, Hindi, Bengali, Tagalog, Bahasa Indonesia and more. A screening assistant asks the knockout questions in the applicant's chosen language, translates answers for the recruiter and marks any reply it is unsure about for a person to check.
Language stops being the reason a strong applicant is missed.
Candidates state which shifts they can work and where they live, from the northern districts to Al Balad and the port side. Matching weighs commute and shift fit alongside skills, so a night role near the port is offered to people who can realistically reach it.
Fewer no shows in the first week of work.
Applicants upload Iqama or national ID details, driving licences, health certificates and qualification papers. The system reads expiry dates, flags documents due to lapse during the contract and routes anything unclear to an HR officer rather than approving it automatically.
Eligibility problems surface before the start date, not on it.
For engineers, finance staff and clinicians, the platform switches to deeper CV parsing, structured interview scorecards and panel scheduling. Graduates from King Abdulaziz University and other Jeddah institutions can apply through campus campaign links that track which events produced hires.
Office and specialist hiring runs alongside volume hiring, not inside it.
Family owned groups in Jeddah often run retail, distribution, property and hospitality companies side by side. With candidate consent, a strong applicant turned down by one company can be suggested to another in the group, while each entity keeps its own requisitions and Saudization figures.
Good candidates stay inside the group instead of leaving the funnel.
Once hired, the candidate app turns into an induction checklist: contract acknowledgement, uniform size, bank details for payroll, safety videos and a map pin for the first shift. Supervisors see who is ready and who still has steps open.
New starters arrive prepared and on time.
Shift supervisors in hotels, warehouses and stores rarely sit at a desk. They review shortlists, approve batches, record interview notes and confirm starters from a phone, in Arabic or English, with permissions limited to their own site.
Hiring decisions happen where the work happens.
After every peak, operations managers want to know which sources produced reliable staff, how quickly roles were filled and where applicants dropped out. Reports break this down by site, role and language, and compare the latest Umrah or Hajj season with the one before, so next year's plan starts from evidence.
Each season is planned on what happened in the last one.
Who this is for
Jeddah's economy mixes old trading families, a busy commercial port, a deep hospitality and pilgrim services sector, and a growing base of hospitals, universities and research institutions. Each of these hires differently. We shape the first release around the employer type, because the screen a port logistics recruiter needs at six in the morning is very different from the one a hospital talent team uses for consultant hiring.
Companies supporting Umrah and Hajj visitors, along with hotels and transport providers, need to recruit hundreds of temporary staff in short windows and then release them cleanly. We build campaign based hiring with batch approvals, multilingual screening, document expiry checks and a returning worker pool, so people who performed well last season are invited back first.
Returning seasonal staff are invited before new applicants.
Operators linked to Jeddah Islamic Port and the warehouses around it hire forklift drivers, clearance agents, planners and engineers across rotating shifts. The platform matches on licence type, shift availability and commute, and keeps safety certification visible on every profile so supervisors can see readiness at a glance.
Long established Jeddah groups run several companies under one owner, each with its own commercial registration and localisation targets. We give the group a shared talent pool with consented cross referral, separate requisitions per company, and one reporting view for group HR that still respects each entity's boundaries.
Group HR sees the whole picture without merging entities.
Healthcare providers and academic employers in and around Jeddah, including research institutions near Thuwal, hire specialists who expect a professional process. We build credential capture, referee requests, panel scorecards and confidential pipelines, with clinical licensing checks handled by your HR team inside the workflow rather than skipped.
How we work together
Many Jeddah employers begin with a fixed scope build of the seasonal or frontline flow, timed to finish before a known peak. A retainer then covers tuning, new languages and features between seasons. Groups with several companies sometimes take a dedicated team that also handles their careers sites and HR integrations. Cost is driven by how many languages you screen in, how many sites and entities are involved, the integrations with payroll and HR systems, and whether you need native apps or a web app is enough.
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
A lightweight progressive web app for applicants, optional iOS and Android apps, a web console for HR, messaging through approved WhatsApp Business templates and SMS, and language models tested for Arabic and the other languages your applicants use. Hosting regions are agreed with your IT team.
01Mobile
02Data and cloud
03Marketing and tracking
Through campaign based hiring with batch approvals and returning worker pools.
Each campaign carries a headcount, dates and must have criteria. The AI screens applicants as they arrive and groups suitable ones into batches a supervisor can approve together. When the season ends, contracts close in the system and strong performers are tagged for invitation next time. This avoids rebuilding the same seasonal workforce from scratch every year and keeps your coordinators focused on exceptions rather than routine reading. Campaign templates can be cloned from one season to the next, so a Jeddah hotel that ran a Ramadan drive last year starts this year's with its questions, criteria and approvers already in place.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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