Services · Mobile app development · AI recruitment tools
Codeeo handles AI recruitment software development Saudi Arabia employers and agencies can roll out across the Kingdom: candidate apps, recruiter consoles and AI screening designed around Saudization, the Personal Data Protection Law and the national systems that every hire eventually touches. A company recruiting in Riyadh, Jeddah, Dammam and smaller cities at once needs one platform with one set of rules, not a different spreadsheet per region. We build that platform Arabic first, with AI that explains its suggestions and leaves every decision to your recruiters.
We design around how Saudi hiring really ends: an approved candidate, a compliant contract, a correct localisation position and a clean handover to HR and payroll.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
Every hire in the Kingdom passes through more than an interview. The employer's Nitaqat position is affected, a contract is documented through Qiwa, the employee is registered with GOSI, salaries are later checked through the wage protection system on Mudad, and personal data is governed by the PDPL under SDAIA. A recruitment platform that ignores these steps simply pushes the work onto HR after the offer.
These capabilities are the ones national employers most often ask for. We connect to official platforms only through routes that are actually available to your organisation; where no integration exists, the system prepares accurate data for your authorised staff to submit.
For groups with several commercial registrations, the platform shows how each planned hire affects the Nitaqat position of the right entity and activity, using figures your HR team maintains. Workforce planners can test hiring scenarios across regions before roles are approved.
Localisation decisions made before hiring, not corrected after.
CVs, cover letters and screening answers are read in Arabic and English, including dialect phrasing common in written answers. Candidates are ranked against criteria hiring managers set, with the evidence for each score shown, and no automatic rejection without a recruiter's confirmation.
Arabic applicants assessed as fairly as English ones.
Candidates provide national ID or Iqama details, qualifications and work history once. Where your organisation has access to national identity services such as Nafath through an approved provider, sign in and verification can use them; otherwise documents are reviewed by HR inside the workflow.
Fewer forged or mistyped records reaching the offer stage.
Accepted offers generate bilingual contract data structured the way your HR team needs it for Qiwa documentation and GOSI registration. Checklists show what has been submitted, by whom and when, so nothing is missed between recruitment and HR operations.
A clean, auditable path from offer to registered employee.
One requisition can be advertised for several cities with region specific details such as work location, allowances and shift patterns. Postings go to your careers site, job boards and national channels such as the HRDF Jadarat platform, with source tracking per region.
One process for every region, with local detail intact.
Interview scheduling respects the Friday and Saturday weekend, Ramadan working hours and public holidays, and dates can display in both Hijri and Gregorian formats. Start dates, probation periods and document expiry warnings use the same calendar logic, so candidates and HR teams in every region read the same dates the same way.
No interviews booked on a day nobody is working.
Administrators decide which fields the AI may use, test shortlists for gaps by gender, region and university, and export explanation reports. This supports the fairness, transparency and accountability themes in SDAIA's AI Ethics Principles and gives legal teams something concrete to review.
AI decisions your compliance team can examine.
Licensed recruitment agencies get client separation, consultant workspaces, submission ownership and client approval portals. Agencies serving household employers can add the extra steps their licence and the Musaned process require, configured with their compliance staff.
One platform for every client, with strict separation.
HR technology startups selling a hiring product to Saudi employers need billing that accepts mada and other local methods and produces ZATCA compliant e-invoices. We build that billing layer alongside the product, so the commercial side is ready when the first customers sign.
A hiring product that can be sold and invoiced in the Kingdom.
Executives see time to hire, source quality, offer acceptance and Saudi participation by region, entity and job family. Comparisons between cities show where a process works well and where it needs attention, without waiting for each regional office to compile its own report.
A Kingdom wide view of hiring health.
Who this is for
A national hiring platform is a bigger decision than a single office tool. It touches compliance, IT security, several regional HR teams and sometimes several legal entities. The organisations below have the scale or the business model that justifies custom work. For a single site employer with simple hiring, we would usually suggest starting smaller and growing from there. Each of these also needs a clear owner for the platform inside the organisation, which we help define during discovery.
Retail chains, banks, healthcare groups, telecom operators and contractors with branches across the regions need one hiring standard that still respects local realities. We design a central rule set with regional settings for locations, shifts and allowances, so head office keeps control while regional recruiters work quickly in their own markets. Candidates can also apply once and be considered for similar roles in other cities if they say they are willing to relocate.
One standard, with room for regional differences.
Groups operating through many commercial registrations must track localisation per entity and keep each company's data separate. We build an entity aware platform where shared talent pools work only with candidate consent, and group HR sees consolidated reporting without breaking the separation each company needs.
Agencies placing staff across the Kingdom need speed, client separation and records strong enough for audits by clients and authorities. We build consultant workspaces, client portals, supplier management and analytics, configured around the terms of your licence and the obligations it carries. ZATCA compliant invoicing for client fees can sit in the same system.
Built around the terms of your licence.
Founders building a Saudi hiring product need more than a prototype. They need Arabic first design, PDPL compliant data handling, hosting decisions that pass enterprise security reviews, and billing with local payment methods and e-invoicing. We build the product with you and hand over a codebase your own engineers can extend.
How we work together
National programmes usually start with a paid discovery and design phase, followed by a fixed scope build of the core platform and first region. Continued rollout and model tuning then run on a retainer, or through a dedicated team for organisations with a long roadmap. Cost depends on the number of entities and regions, the national and internal systems involved, data migration from older tools, security review requirements and how many user roles need their own interfaces. We set out each of these drivers in writing before you commit.
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 console, modular AI services and cloud infrastructure in Saudi regions where data residency requires it. Identity can connect to your Microsoft Entra ID or other single sign on provider, and the AI layer is designed to be replaceable as models improve.
01Mobile
02Data and cloud
03Marketing and tracking
Data protection, Saudization logic and the handover to HR.
The AI features are the visible part, but the national requirements decide whether the platform works. Plan how candidate data is consented, stored and deleted under the PDPL, how hires affect Nitaqat per entity, and how accepted candidates move into Qiwa contract documentation, GOSI registration and payroll. Once those foundations are agreed, screening, scheduling and analytics can be added with confidence that they will not create compliance work later. Getting these decisions agreed early also shortens the security and legal reviews that large Saudi organisations run before any new system goes live.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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