Services · Mobile app development · AI recruitment tools
Codeeo handles AI recruitment software development for UK agencies, in house talent teams and recruitment process outsourcers. We build candidate apps, screening and matching tools, recruiter dashboards and the integrations behind them, designed around UK GDPR, the Equality Act 2010 and Home Office right to work checks. The aim is simple: recruiters spend their hours on judgement calls, candidates hear back faster, and every automated step can be explained to a regulator, a tribunal or the person who applied.
We have no UK office. Our team of 80+ sits across Dubai, Riyadh and Karachi and works remotely with British clients, with discovery, design reviews and sprint demos held by video call. Your recruiters stay in charge of every hiring decision the software informs.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
A national hiring operation rarely has one process. Branch networks in the regions recruit differently from a head office team, and an agency placing temporary warehouse staff runs nothing like one filling permanent finance roles. The software has to respect those differences while keeping one compliance record for the whole organisation.
Below are the modules we build most often for UK clients. Few projects need all of them at once. Discovery tells us which ones carry the most recruiter time and the most legal exposure, and those go first. Each AI feature is described in plain terms to candidates, logged for audit and kept under human review where the outcome matters to the applicant. Because the same platform often serves a Leeds contact centre, a Cardiff warehouse and a London head office, configuration matters more than code: screening questions, approval chains and vetting steps are settings your team can change, not features that need a developer.
Matching that ranks applicants against the skills and requirements a hiring manager actually wrote, showing the evidence behind each score. Recruiters see why someone surfaced, can override the order, and the system records who did what. Inputs that could act as proxies for protected characteristics, such as names, photos or postcodes, are kept out of scoring.
Shortlists a recruiter can defend line by line.
Guided steps for each route the Home Office allows: an online check using the candidate's share code, a check through a certified identity service provider for British and Irish passport holders, or a manual document check. The app stores the evidence and the date, and prompts follow up checks for time limited permission.
A clean statutory excuse record for every hire.
Where any outcome is reached without a person, the platform tells the candidate, offers a way to make representations, routes the case to a named reviewer and lets them contest it. These are the safeguards UK GDPR now expects for significant automated decisions, built as screens and queues rather than policy text.
Automation that meets the statutory safeguards by design.
Dashboards comparing pass rates at each stage across groups that candidates choose to disclose in a separate equality monitoring form, held apart from the hiring record. Sudden gaps raise an alert so your team can pause a model or rewrite a question before indirect discrimination takes hold.
Bias spotted in weeks rather than in a tribunal.
Mobile application flows built to WCAG 2.2, with screen reader support, untimed alternatives and a simple way to request reasonable adjustments. Disabled applicants are protected under the Equality Act from the first click, so adjustment requests go straight to a person with authority to agree them.
Fewer drop outs and fewer adjustment complaints.
Status tracking for criminal record checks through the right body for each nation: DBS in England and Wales, Disclosure Scotland and AccessNI. The platform tracks consent, submission and outcome without copying certificate detail it does not need. Recruiters see a single status per candidate rather than chasing three different systems.
Vetting progress visible across every region.
Self booking for candidates against hiring manager calendars, with reminders by text or email, travel notes for assessment days and a video option for early stages. Panels spread between head office and regional sites can be coordinated from one view, and no shows trigger an automatic offer of a new slot.
Interviews booked in minutes instead of email chains.
Connections to the applicant tracking system, HR platform, payroll and job boards you already pay for, through their published APIs. Candidate records stay in one source of truth, and the AI layer reads and writes back rather than creating a second database. Failed syncs raise an alert to an administrator instead of silently dropping a candidate.
No duplicate candidate files across systems.
Configurable retention periods for unsuccessful applicants, consent capture for talent pools, and marketing permissions recorded separately so job alerts by email or text respect PECR. Deletion runs on schedule and leaves an audit entry. Candidates can ask what is held about them, and the platform assembles the answer for a subject access request in minutes.
Data kept only as long as you can justify.
Role based access for regional managers, central talent teams and agency partners, with requisitions, approvals and reporting split by site or business unit. Head office sees the national picture while each branch works only its own pipeline. Agency partners only ever see the requisitions they have been invited to fill.
One platform, local control, national reporting.
Who this is for
The common thread is volume plus accountability. Organisations that hire at scale feel the pull towards automation hardest, and they are also the ones the ICO, the Employment Tribunal and the Equality and Human Rights Commission are most likely to examine. Here is how the build changes depending on where you start. In each case we look first at the stage where candidates wait longest or drop out most, because that is usually where software earns its place. Organisations that hire in only one place can still use these patterns.
Agencies run under the Conduct of Employment Agencies and Employment Businesses Regulations 2003, and RPO teams often sit between a client's policies and their own. We separate client data properly, record which party acts as controller for each processing step, and give each client account its own screening rules and reporting. The ICO's 2024 audit of AI recruitment tools found providers misjudging that controller question, so we settle it in discovery. Temporary worker records, including assignment details, sit alongside permanent placements.
Controller and processor roles are written into the scope.
Retailers, care providers, logistics firms and hospitality groups often recruit for hundreds of locations with small local teams and seasonal peaks. The value here is fast, fair first stage screening, shift and location matching, and right to work evidence gathered before day one. Branch managers get a short list and a clear next step instead of an inbox full of applications, while the central team keeps one view of time to hire and drop out by region. Hiring peaks before Christmas or summer can be planned for months ahead.
Councils, NHS bodies, universities and FCA regulated firms carry extra duties, from the public sector equality duty to fitness and propriety checks under the Senior Managers and Certification Regime. Freedom of information requests can also reach recruitment records in the public sector. We design the audit trail first and the automation second, and we usually keep AI to assisting recruiters rather than making any decision on its own, so every outcome has a named person behind it. Reports are written so a board or audit committee can read them.
Human review stays on every rejection.
If you are building recruitment software to sell to UK employers, your customers will ask how it handles automated decision safeguards, bias testing and right to work evidence before they sign. Their procurement teams will want a DPIA template, a clear statement of controller and processor roles and evidence of accessibility testing. We build those answers into the product and document them so your sales team can hand them over during procurement rather than scrambling after the first enquiry. Multi tenant design keeps each customer's data apart.
How we work together
Most UK clients begin with a fixed scope first release covering one hiring route, often volume roles where the time saving is clearest. After launch, a monthly retainer covers monitoring, model reviews and new features. Organisations with a long product roadmap sometimes prefer a dedicated team that works inside their own sprint calendar. Every option runs remotely, with written scopes and recorded demos so stakeholders in different offices can review in their own time. Whichever route you pick, the contract names what you own at handover and how models and data move if you change supplier.
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 choose frameworks, hosting and AI models to suit your data location requirements and your internal IT policies. UK or EU hosting is available on the major clouds, and models can be swapped later without rebuilding the app. Your security team reviews the architecture before build starts.
01Mobile
02Data and cloud
03Marketing and tracking
Data protection, equality law and immigration checks, at the very least.
UK GDPR governs how candidate data is collected, scored and kept, and the ICO expects a DPIA for most AI hiring tools. The Equality Act 2010 makes the employer liable for discriminatory outcomes even when a third party supplied the software, and it applies in England, Scotland and Wales, with Northern Ireland covered by its own equality legislation. Right to work checks must follow Home Office guidance. We design for all three from the first sprint.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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