Services · Mobile app development · Recruitment apps
We take on recruitment app development Jeddah agencies and job boards need when hiring comes in waves: hotel openings, retail launches, port and logistics contracts, and the build up before busy Umrah periods. The product covers a job search app for candidates, a portal where employers request headcount and review candidates, and the back office your recruiters work from. Jeddah hiring moves fast and involves people from many countries, so the app has to be quick, multilingual and clear about every next step.
Discovery and design reviews for Jeddah clients run by video call with our team in Riyadh and Dubai. You see working builds at agreed points and your recruiters test them on live roles before anything goes to the app stores. Nothing reaches candidates until your team is comfortable with it.
200+ companies servedFrom a first store to an ADX listed developer
Features we build
Jeddah employers rarely hire one person at a time. A new hotel along the Corniche, a mall tenant opening several stores, or a logistics firm winning a contract near Jeddah Islamic Port can need dozens of people in a short window. Agencies that serve them spend most of their day collecting documents, arranging interviews and chasing candidates for answers.
The features below are aimed at that pattern. They help a small recruitment team handle large intakes without losing track of anyone, and they give employers a clear view of how their headcount request is progressing. We pick the first release with you in discovery, based on where your recruiters spend the most hours today and which of your clients will use the employer portal first.
Group related vacancies into one campaign, such as a hotel pre opening or a seasonal retail push, with a shared landing page in the app, a target headcount and a progress bar the employer can see. Recruiters work the whole campaign from one board instead of thirty separate job posts. Campaigns can be cloned for the next opening so setup takes minutes.
Large intakes stay organised from first advert to final offer.
Candidates book a slot at a group interview or assessment day, receive a QR pass and get directions to the venue in Jeddah. On the day, staff scan passes to check people in and record results against each name on a tablet. No shows are flagged so recruiters can fill the gap from a waiting list.
Assessment days run on time with results captured on the spot.
Adverts in Arabic and English as standard, with the option to add other languages your candidate pool reads. Hospitality and logistics roles in Jeddah draw applicants from many nationalities, and an advert they understand brings better applications. Translated adverts are reviewed by your team before they publish.
More complete applications from a wider pool.
Employers submit a headcount request with roles, numbers, start dates and requirements, then follow shortlists, interview outcomes and offers in one place. Several managers from the same hotel group or retailer can work in the same account with separate permissions. Requests can be split by branch or property when one group hires for several sites.
Clients track their request without daily status calls.
Candidates photograph passports, certificates, experience letters and food handling or safety cards directly in the app. Recruiters see a checklist per candidate with what is missing, expired or waiting for review. Expiry dates trigger reminders before a card or permit lapses.
Files are complete before candidates reach the employer.
Employers approve an offer in the portal, the candidate receives it in the app with the salary basis, allowances and joining terms laid out clearly, and accepts or declines with one tap. Declines ask for a reason, which helps your recruiters understand why candidates in Jeddah turn down certain roles or locations and adjust future adverts.
Offers are answered faster and every decision is on record.
For roles filled from abroad, a stage tracker covers offer, visa steps, medical, flight booking and arrival at King Abdulaziz International Airport. Your team records each step, and employers see an expected joining date that updates as the case moves. Delays at any step are highlighted so your team can act early.
Employers plan rosters around realistic arrival dates.
Many Jeddah candidates prefer WhatsApp. The app sends structured updates and interview details through the channels you approve, and replies are logged against the candidate record so the next recruiter sees the conversation. Message templates are prepared in Arabic and English.
Conversations stay on record even when recruiters change shifts.
Placed candidates and employees refer friends through a link in the app. The system tracks who referred whom and flags rewards for payment once the new hire passes the agreed period, under rules you set. Referral rules can differ for each employer client.
A low effort source of candidates who already know the work.
Daily lists of interviews, documents to review, offers awaiting reply and campaigns behind target. Managers see each recruiter's pipeline and can move candidates between team members when someone is overloaded during a busy intake. Reports show time to fill by client and by role type.
Workload stays balanced during the busiest weeks.
Who this is for
The right first release depends on who you serve. A hospitality focused agency, a retail employer running its own hiring, a job board for the western region and a domestic worker office each have a different main user and a different bottleneck. Here is how we usually shape the product for each, with the part we would build first. Whichever applies, the first release is kept small enough to be used during your next major intake.
Hotel clients in Jeddah and those serving Umrah guests in Makkah want large teams ready before an opening or a busy season. We start with hiring campaigns, assessment day booking and the employer portal, so the agency can show progress against headcount every day. The overseas tracker follows for roles filled from abroad. Employer users see a daily count of candidates at each stage against the headcount they asked for.
Campaigns and the employer portal come first.
Brands with outlets across Jeddah's malls and along Tahlia Street often run hiring in house. A branded careers app lets candidates apply to a specific branch, book an interview with the area manager and upload documents without visiting head office. HR sees applications by branch and role, which makes it easy to spot which locations are short staffed. Area managers approve interviews from their phones between shifts. Branch reports also help regional managers plan before Ramadan and the summer holidays, when demand shifts.
You want a job search app covering Jeddah, Makkah, Madinah and the coast. Employers post and pay, candidates search and apply, and your team moderates. We design search around district and sector, and give employers a dashboard of applicants for each listing so they return to post again. Moderation tools let your team pause or edit listings that break your posting rules.
Families in Jeddah want to know when their worker will arrive and what is still needed from them. A small app shows the request status, a document list and the office contact, while the official contract and steps stay on Musaned. It cuts the volume of calls and visits to the office. Arabic is the default and wording is kept short and friendly.
Kept simple for users who open it rarely.
How we work together
Agencies usually begin with a fixed scope first release timed ahead of a known hiring peak, then move to a retainer for improvements between seasons. Job boards building a larger platform often prefer a dedicated team that stays with the product. All reviews for Jeddah clients run on video, with recordings and written notes so decisions are easy to trace later. The commercial model, team members and reporting cadence are fixed in writing at the start and can be revisited as your volume grows.
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 apps in Flutter or React Native, a web based employer portal and recruiter dashboard, and cloud hosting in a region agreed during discovery. We plan capacity for the spikes that come with large campaigns, so the app stays responsive when applications arrive in bulk. Image uploads are compressed on the phone so document photos send quickly on mobile data.
01Mobile
02Data and cloud
03Marketing and tracking
The part of hiring that takes your team the most hours.
For most Jeddah agencies that is document collection and interview arrangement during big intakes, so the first release often covers campaigns, assessment day booking and the employer portal. A job board starts instead with search, employer posting and payments. We confirm the priorities in discovery by looking at how your last few large hiring projects actually ran, then write down what goes into release one. Later phases then add the features your consultants request once they are using the product daily.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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