Services · Mobile app development · HR management apps
HR management app development Riyadh companies ask us for usually begins at a head office in Olaya or the King Abdullah Financial District that has outgrown spreadsheets and approval chains held together by email. We build HR apps that hold employee records, leave, letters and documents, track Qiwa contract and GOSI registration tasks, and send each request to the right manager in Arabic or English. Staff serve themselves from their phones, HR sees what falls due this week, and leadership finally reads one accurate headcount.
Our Riyadh team can sit with your HR and IT people in person during discovery. Attendance, payroll and recruitment have their own pages on this site; this page covers the core HR system those tools feed into and read from.
200+ companies servedFrom a first store to an ADX listed developer
What the app can include
Riyadh is where many groups keep their headquarters, so the HR team there often serves several legal entities, each with its own commercial registration and its own Qiwa establishment file. Requests climb formal approval chains, and senior managers expect to sign off from their phones between meetings. An HR app for this setting has to respect the delegation of authority your board approved, show Arabic first where staff prefer it, and keep a clean audit trail for internal audit. The features below are the ones Riyadh HR teams most often put into a first release. We order them during discovery by the volume of requests your team handles today and by the risks that keep your HR director awake, such as an expired work permit nobody noticed.
One record per person holding national ID or iqama number, contract type, grade, entity, department, reporting line, dependants and linked documents. Changes are versioned, so HR can see who altered a job title or a grade and when, without digging through old emails.
A single source of truth for every employee across your Riyadh entities.
Approval routes built from your authority matrix: by request type, grade, department and entity. Deputies take over automatically while a manager is on leave, and requests that sit too long move up to the senior approver with a reminder. Line managers get one screen with everything waiting for them, alongside the team leave calendar and contract renewals due this quarter.
Requests stop waiting on an absent signatory.
Annual, sick, Hajj, marriage, bereavement and exam leave configured to the Labour Law and your own policy, with live balances and a handover note. Business trips to Jeddah, Dammam or abroad follow the same flow with travel dates and purpose.
Employees know their balance before they ask.
A task board for contract documentation, work permit renewals and employee transfers handled in Qiwa. The app does not log in to Qiwa for you; it tells HR what needs doing, records the outcome and keeps the evidence on file.
No contract or permit task slips past its deadline unseen.
Every joiner, leaver and wage change produces a GOSI checklist item for the person responsible, with a place to upload confirmation. Managers see which registrations are still open before month end.
GOSI records stay aligned with your own.
Salary certificates for banks, employment letters for embassies and experience letters generated from approved Arabic and English templates, signed electronically and stamped with a QR code that anyone receiving the letter can verify.
Letters issued in minutes instead of days.
Groups with several commercial registrations in Riyadh keep separate establishment data, policies and numbering per entity, while the group HR director sees consolidated headcount and open tasks across all of them.
Group level visibility without mixing entity records.
Probation reviews open automatically before the probation period ends, with a short form for the manager and a decision HR must confirm. Annual reviews follow the cycle your head office sets, with goals, ratings and comments kept on the employee file rather than in separate documents nobody can find later.
Probation decisions are made on time and recorded properly.
The employee handbook, code of conduct and HR policies published by version. Staff confirm they have read each update, and HR can show exactly who acknowledged which version during an audit.
Policy changes reach everyone and leave a record.
Headcount by entity, Saudi and non Saudi mix, upcoming contract expiries, open approvals and document gaps, filtered by department or grade. Reports export for board packs, and the same numbers feed a Power BI workspace if your leadership already uses one.
Leadership reads current numbers without asking HR for a spreadsheet.
Who this is for
Riyadh employers differ in how formal their approvals are, how many entities they run and how quickly they are hiring. Those differences change the first release far more than company size does. These are the four situations we see most often in the capital, and what each one usually needs first.
Companies moving their regional headquarters to the capital bring people from Dubai and further afield, often with families. HR has to collect iqama, dependant and contract documents quickly while adapting global policies to the Saudi Labour Law. We build onboarding checklists, document collection and a policy library that shows local rules beside the group standard, so new arrivals settle in without a stack of paper forms. Spouses and children are recorded as dependants with their own document dates.
Global policy and local law shown side by side.
Entities linked to Vision 2030 programmes run formal approvals, Arabic first communication and strict data controls. We design for in Kingdom hosting, role based access aligned to NCA controls and approvals that mirror the authority matrix your governance team signed off, with an audit trail internal audit can read without help from IT. Where staff are seconded from other government bodies, their records carry the secondment terms and end date.
Many Riyadh groups run trading, real estate and services companies under one family office. Staff move between entities, managers sit on several boards and each company has its own Qiwa file. The app keeps entity records separate while giving the group HR team one place to approve, transfer and report.
Fast growing startups in the capital often reach the point where leave lives in one sheet, contracts in a shared drive and approvals in a chat group. We start with a focused release covering records, leave, letters and documents, then add performance reviews and Qiwa tracking once the basics are adopted. The structure is planned for growth, so adding a second entity or a new office later does not mean rebuilding.
Start small, add modules as the team grows.
How we work together
Codeeo has a team of 80+ across Dubai, Riyadh and Karachi, and the Riyadh team handles workshops and reviews in person with clients in the capital. Being in the same city matters for HR work, because policy questions are easier to settle around a table with the people who own them. Most HR projects start with a fixed scope first release, then move to a monthly retainer for new modules and policy changes. Larger groups sometimes keep a dedicated team for a longer programme that covers several entities. We have delivered 200+ projects across the UAE and the US and are rated 4.7 from 23 Google reviews.
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
We usually build the mobile app in Flutter or React Native and the admin portal in React or Next.js on a Laravel or Node backend, hosted in a Saudi cloud region when your policy requires data to stay in the Kingdom.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on scope, entities and integrations, and we agree dates after discovery.
The biggest factors are how many legal entities the app must cover, how complex your approval matrix is, how clean your existing employee data is and which systems it must connect to. A first release with records, leave and letters is much quicker than one that also covers performance and multi entity reporting. After the discovery workshops in Riyadh we write the release plan and review dates down, so your HR director knows what arrives when before design begins. If a deadline is fixed, such as a regional headquarters opening date, we shape the first release around it and move lower priority features to the next one.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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