Services · Mobile app development · AI recruitment tools
Codeeo offers AI recruitment software development Riyadh employers can run as their own hiring system: a candidate app, a recruiter workspace and an admin console, with Arabic and English CV parsing, shortlisting that explains its reasoning, interview scheduling and Saudization tracking built in. Riyadh hiring moves fast because regional headquarters, ministries, giga project developers and fast growing startups all compete for the same graduates and specialists. Software that reads applications properly and keeps every decision with a named recruiter saves weeks on each campaign.
Part of our team works from Riyadh, so workshops with your talent acquisition and HR leads can happen in your office. The AI sorts and summarises; your people still make every hiring decision.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
A single Riyadh employer can be filling graduate trainee seats, mid level government relations roles and a regional finance director in the same month. Each of those needs a different screen, a different interview loop and a different approval chain. The parts below are the ones we usually scope first for capital based teams. We connect them in the order your recruiters actually work, rather than the order a generic applicant tracking system imposes.
Every AI step is visible. A recruiter can see why a profile ranked where it did, override it, and leave a note that the next reviewer can read.
Applications arrive as Arabic PDFs, English Word files, LinkedIn exports and phone photos of printed CVs. The parser pulls education, employers, dates and skills into one structured profile, keeps Arabic names in their original script alongside a transliteration, and flags anything it could not read instead of guessing.
Recruiters search one clean profile per candidate, in either language.
Candidates are scored against criteria your hiring manager writes in plain words, such as a Saudi engineering degree plus two years in utilities. The score shows which evidence matched and which was missing, and nothing is rejected automatically without a person confirming it.
Shortlists a hiring manager can question and defend.
For trainee and graduate intakes drawing on universities such as King Saud University and Princess Nourah bint Abdulrahman University, the platform handles thousands of applications per round, runs online assessments in batches and groups candidates into assessment day slots.
Large intakes finish without spreadsheets passed between coordinators.
Senior searches need confidentiality. Restricted requisitions hide the role and candidate names from everyone except the search team, log every view, and let a partner or CHRO approve each stage before the candidate hears anything.
Sensitive searches stay inside a small, audited circle.
Each requisition shows how a hire affects your Nitaqat position by entity and activity, using the figures your HR team maintains. Talent teams can see where Saudi hires are needed before a role is advertised, not after the offer is signed.
Localisation targets shape the plan from the first day.
Panels are booked against Outlook or Google calendars, with candidates choosing slots in the app. Invitations include the building, gate and parking notes for offices in KAFD, on King Fahd Road or in the Diplomatic Quarter, plus a video option for candidates relocating from abroad.
Fewer missed interviews and fewer lost candidates at the security desk.
Applicants in Riyadh expect to hear back on their phones, not in an inbox they rarely open. Status changes, interview reminders and document requests go out through the WhatsApp Business Platform or SMS in Arabic or English, using approved templates, and replies land back in the recruiter workspace against the right application.
Candidates stop chasing your team for news.
Offers move through budget, HR and line approvals with the salary band and allowances visible only to approvers. The final letter is generated in Arabic and English, signed electronically, and the accepted data is ready to hand over to your onboarding and HR systems.
Offers leave the building days sooner.
Silver medal candidates from earlier campaigns stay searchable with their consent. When a similar role opens, the matcher surfaces them first and the recruiter can reopen contact with one message.
Past sourcing effort keeps paying back.
Dashboards show time to shortlist, offer acceptance, source quality and drop off by stage, split by business unit. Data can flow into Power BI if your Riyadh head office already reports there.
Leadership sees where hiring stalls, by team.
Who this is for
Riyadh employers rarely share one hiring problem. A newly licensed regional headquarters is building a team from nothing, while a long established group is trying to replace a tired applicant tracking system without losing years of candidate history. The starting point changes the first release, so we agree it before any design work begins. These are the four situations that come up most often in the capital.
Companies moving regional leadership to Riyadh under the Regional Headquarters Programme often need to hire finance, legal, HR and commercial staff quickly while relocating some people from Dubai or further afield. We build a platform that handles both local and international candidates, tracks relocation steps alongside the hiring stages, and keeps Saudi hiring visible so localisation commitments are met from the start.
Relocation and local hiring sit in one view.
Developers behind projects such as Diriyah and Qiddiya hire across construction, hospitality, operations and corporate functions at once. That mix needs separate screening rules per job family and a recruiter workspace that can cope with high volume without burying the senior roles. We design the requisition model around those job families first.
Agencies need a client portal where each Riyadh employer sees only its own shortlists, a consultant workspace with matching across every open brief, and clean records of who submitted which candidate. We build multi client separation into the data model so one client can never see another's pipeline.
Client separation is designed in, not bolted on.
Public sector and semi government bodies in Riyadh need audit trails, Arabic first interfaces, hosting inside the Kingdom and careful handling of national identity data. We plan around your security team's requirements and NCA controls from the first workshop, so procurement and cyber review do not stall the launch.
How we work together
Most clients start with a fixed scope first release covering one hiring flow, often graduate intake or one business unit. After launch, a monthly retainer keeps the models tuned and adds features as recruiters ask for them. Larger groups with several entities in Riyadh sometimes take a dedicated team that works inside their HR technology roadmap for a longer programme. Cost depends on the number of user roles, the systems we integrate with, the languages supported and how much of the AI needs tuning on your own data.
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 mobile apps, a web recruiter console, cloud hosting in a Saudi region where your policy requires it, and language models chosen for Arabic quality. We keep the AI layer replaceable, so you are not locked to one model provider, and we test any new model against your own labelled hiring data before it goes live.
01Mobile
02Data and cloud
03Marketing and tracking
Usually CV parsing, explainable shortlisting and scheduling for one hiring flow.
Most Riyadh teams get the quickest return by fixing the stage where applications pile up unread. That is normally screening. A first release parses bilingual CVs, ranks candidates against criteria the hiring manager writes, and books interviews without email chains. Offers, analytics and talent pools follow once recruiters trust the shortlists. Starting narrow also lets your legal and security teams review a smaller system before it touches every requisition. We also set a baseline before launch, measuring how long screening takes today, so the improvement is visible to your leadership rather than assumed.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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