Services · Mobile app development · Employee attendance apps
Employee attendance app development Riyadh organisations ask for has to serve very different workers under one policy. Head office staff in Olaya or the King Abdullah Financial District split time between the office, client meetings and approved remote days. Sales and merchandising teams cover a city that stretches for hours by road. Project companies run large construction and fit out sites on the edges of the capital. We build one attendance app that treats each of these groups fairly and gives HR a single record.
We work from our own Riyadh office, so discovery workshops, user testing with your staff and the launch itself happen in person, with the rest of our team of 80+ in Dubai and Karachi supporting the build. That keeps HR, IT and managers in the same room when decisions are made.
200+ companies servedFrom a first store to an ADX listed developer
Features for a capital city workforce
Riyadh is where most large Saudi organisations keep their head office, and where many international companies have set up regional headquarters. That brings formal HR policies, layered approvals, IT security reviews and a reporting line that ends with leadership asking simple questions: who is working, where, and at what cost. At the same time, the capital has some of the Kingdom's largest construction programmes, and a sales force that spends the day in traffic between districts. The features below are chosen for that mix. Discovery decides which worker groups go first; for most Riyadh clients that is head office plus one field or project team, because proving the app on both sides early stops it being seen as an office tool only. Integration with the systems your IT department already runs is planned in the same discovery, not bolted on later.
Staff record whether they are at the office, at a client or working from an approved remote location. Remote days follow your hybrid policy, with limits per week or per team, and managers see where their people are today without asking in a group chat. Remote clock in can be limited to registered home addresses.
Hybrid policy is followed and visible, not argued about.
Many Riyadh towers already use badge turnstiles. Where your access system can share entry and exit events, the app takes those as the office clock in, so staff do not tap twice. Phone clock in covers everyone outside the building, and both sources land in the same daily record. Visitors and contractors stay outside the employee record.
Office attendance comes from the badge people already use.
Sales, merchandising and service staff check in at each customer or store visit, with location and time, and the day's route appears on a map. The first visit opens the working day and the last closes it, so long drives across Riyadh count correctly. Managers can compare planned and completed visits each week.
Field days are measured by visits, not by guesswork.
On large building and fit out sites, workers clock in at gate kiosks under each contractor and subcontractor. The project team sees live headcount per company and per trade, which supports safety checks and helps verify subcontractor manpower claims. Gate kiosks can run offline if coverage drops.
Every person on site is accounted for by company.
Groups with several commercial registrations, a regional headquarters and local operating companies keep one app with separate entities, policies, calendars and payroll exports. Shared staff can belong to more than one entity with clear cost allocation. Each entity's data stays separate in reports and exports.
One app across the group without mixing payrolls.
Overtime, missed punches, remote days and corrections follow the approval chain your policy sets, such as manager then department head then HR. When an approver is on leave, their requests move to a named delegate rather than waiting. Approvers get a weekly digest of anything still waiting.
Requests never stall because one manager is away.
Riyadh commutes can be long and unpredictable, even with the metro now running. HR can set grace periods by site or role, flexible start windows for office staff and stricter rules for shift roles, and the app applies them consistently. Repeated lateness is summarised for the manager instead of reported daily.
Lateness is judged by policy, not by mood.
Dashboards cover attendance, overtime, absence and lateness by department, entity and site, with filters HR teams use when they review headcount, nationality mix and staffing plans. Data can feed Power BI if leadership already reports there. Reports can be scheduled to land in leadership inboxes.
Leadership gets answers without a manual spreadsheet.
Office staff sign in with your existing company accounts, such as Microsoft 365, and devices follow your mobile management rules. Roles decide who sees what, and every change to a record is logged for audit. Leavers lose access as soon as their account is disabled.
The app passes your IT security review.
Approved hours move into the HR and payroll system you already use, such as SAP, Oracle, Microsoft Dynamics or Odoo, through its API or a scheduled file. That data then feeds your wage file for Mudad as it does today. Failed transfers are flagged so nothing is lost silently.
Payroll runs on approved attendance with no retyping.
Who this is for
Fingerprint and card terminals still record most office attendance in the capital. They work until the workforce leaves the building, which in Riyadh happens constantly: client meetings, ministry visits, remote days, field routes and project sites. These four groups usually come to us when terminal data and spreadsheets no longer tell HR what actually happened during the month. Each needs a different first release, and the descriptions below show where we would start for each one.
You run a head office with formal policies, hybrid days and staff who travel between Riyadh, Jeddah and Dubai. Your HR team needs one record that respects the hybrid policy, works with badge entry and stands up to an internal audit. We begin with hybrid check in, access control integration, single sign on and delegated approvals, then add the travel and field cases. Staff on business trips to other cities can clock in from the destination, recorded as travel rather than absence.
This is usually the group that sets the policy for the rest.
Your contracts with government entities often require proof of manpower at the client's premises, sometimes for specific named roles. We build site level timesheets, role based attendance and exportable reports that match how your contract measures delivery, so evidence for each invoice is ready without a scramble at month end. Each record shows who confirmed it, which helps when a client representative queries a line months later. Role based attendance reports match the job titles in your contract schedules. Reports export in the layout your contract asks for.
You manage sites in and around Riyadh with your own staff and many subcontractors, under pressure on safety and progress. The first release covers gate kiosks, headcount by subcontractor and trade, and summer midday break records, with a project dashboard that the site manager and head office both read. Projects on the city's outskirts often have weak coverage, so gate kiosks keep working offline and sync when the connection returns. Heat break records show how each crew handled the summer rules.
Your teams visit shops, pharmacies and offices across the city, from the northern districts to the south, and paper visit plans are hard to verify. We build visit check in, routes on a map and a working day that starts at the first visit, so sales managers see coverage and HR sees accurate hours for the same people. Visit notes and photos can sit on the same record if your trade marketing team needs proof of display or stock checks.
How we work together
Many Riyadh organisations buy through a defined procurement process, so we scope a fixed first release with clear deliverables and acceptance criteria, then move to a monthly retainer for policy changes and new worker groups. Groups with larger programmes can take a dedicated team. As an employee attendance app development company with a Riyadh office, we can attend steering meetings in person whenever your process calls for them. Statements of work, change requests and acceptance records are kept in a form your procurement and audit teams can file without rewriting.
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
Native or cross platform mobile apps, a web dashboard for HR and managers, and integration with your identity, access and payroll systems. Hosting is chosen with your IT team, including Kingdom based cloud regions where your data policy requires them. Everything ships with documentation your IT team keeps.
01Mobile
02Data and cloud
03Marketing and tracking
Hybrid rules, badge integration, approvals and payroll sync, in that order.
For a Riyadh head office the work starts with turning your attendance and hybrid policy into rules the app can apply. Then we connect your access control system so badge entries count, add single sign on, build the approval chain and connect payroll. Field and project groups are added once the office record is trusted, which is usually where leadership wants proof first. Training for HR administrators and a short guide for managers are part of the same release, because a policy only works if approvers apply it the same way.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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