Services · Mobile app development · HR management apps
Our HR management app development Manchester service builds the people system that sits behind a growing Greater Manchester employer: personnel files, flexible working requests, fixed term contract renewals, visa conditions, policy acknowledgements and employee feedback, all on a phone. We work with scale ups in Ancoats and the Northern Quarter, legal and finance teams in Spinningfields, production companies around MediaCity in Salford and operators near the airport and Trafford Park, where HR is often one person juggling several hundred colleagues.
Manchester employers tend to mix permanent staff, fixed term project hires, part time students and hybrid office workers. An HR app has to treat each of them correctly, and show your leadership what is happening across all of them at once. Rotas, clocking and payslips stay in the tools built for them; this app owns the person behind each of those.
200+ companies servedFrom a first store to an ADX listed developer
What the app can include
A Manchester HR team rarely deals with one kind of employee. A software company in Ancoats might have permanent engineers, contractors, and graduates on visas that will need renewing. A production business in Salford hires crews on fixed term contracts tied to a commission. A hospitality group near Deansgate employs students whose working hours are capped during term. Each group carries different documents, different end dates and different rules.
The features below are chosen because they deal with that mix. We rarely build all of them in the first release. Discovery tells us which ones remove the most manual work for your HR team, and the order is set from that, not from a standard product roadmap. Where you already use a payroll, attendance or applicant tracking product, the HR app connects to it rather than replacing it.
Permanent, fixed term, part time, zero hours and casual workers each get the documents, entitlements and reminders that apply to them. Changing someone from fixed term to permanent updates their record, generates the letter and closes the renewal reminder in one action.
Each worker is handled under the right terms without manual checking.
Commissions at MediaCity, funded posts at universities and client projects in Spinningfields all come with end dates. The app warns HR and the line manager well ahead, so extensions, redeployment conversations or proper notice happen in time rather than in the final week.
No contract quietly runs past its end date.
When a freelancer or seasonal worker comes back for another contract, their record reopens with previous details already filled. They confirm what has changed, sign the new terms and refresh any expired documents. HR sees a short checklist instead of a full new starter pack, which matters when a Salford production or a Manchester venue rehires dozens of people in the same week.
Rehiring takes minutes instead of a repeat of the full onboarding.
Employees submit a request from day one of employment, as the law now allows. The app tracks the two month decision period, prompts the manager to consult before any refusal, records the business reason if one is given, and counts how many requests a person has made in a twelve month window.
Requests decided on time, with the consultation recorded.
For sponsored staff and student visa holders, HR records the permission end date and any work conditions shown in the Home Office online check, such as a weekly hours limit during term. Managers see a simple flag on the rota planning view without seeing the immigration detail itself.
Visa conditions respected without exposing private data.
A searchable directory and organisation chart showing who works where, on which days they are usually in the office, and who they report to. Useful when a team is split between a city centre hub, Salford Quays and people working from home across the ten boroughs.
New starters and managers find the right colleague quickly.
The Greater Manchester Good Employment Charter asks members to show practice across characteristics such as secure work, flexible work, pay and employee voice. The app can produce reports from your own HR data on contract mix, flexible working outcomes and engagement, ready for an application or review.
Charter evidence drawn from records, not compiled by hand.
Short anonymous surveys, a suggestion channel and results shown to leadership by team, with a minimum group size so individuals cannot be identified. Comments that raise concerns can be routed to HR for follow up without revealing who wrote them.
Leadership hears from staff who would not speak up in a meeting.
When someone returns from sickness, the app prompts a conversation and records agreed adjustments. Patterns such as repeated short absences are shown to HR, not to the whole management chain, so support starts early and health information stays restricted.
Earlier support conversations and fewer long absences.
Staff sign in with their Microsoft or Google account. When someone leaves, a single offboarding step closes their HR app access, triggers equipment return tasks and records the leaving reason, the final working day and the exit interview.
Leavers lose access on the day they go.
Who this is for
The common thread is an HR team that is small relative to the workforce and a workforce that does not fit one template. We are less useful to an organisation with a single office, one contract type and a packaged HR product that already works. These four profiles describe where a custom app tends to repay the effort in Greater Manchester, and what we would usually build first for each. If you recognise more than one of these, that is common in a city where the same employer may run an office, a venue and a production unit.
Companies in Ancoats, the Northern Quarter and around Oxford Road often double in size within a short period and still run HR from a spreadsheet and a shared drive. The first release normally covers records, contract types, visa permissions for international hires and a directory, so the founders stop being the HR department.
Sponsor licence duties stay with your authorising officer; the app supports the record keeping.
Production and post production firms at MediaCity work in commissions. Crews join for a series, leave, and come back for the next one. We build quick re onboarding for returning workers, end date tracking and document packs per production, so returning crew do not fill in the same forms every time.
Firms in Spinningfields and around King Street need tight permissions, careful handling of health and performance records, and clear audit trails. We focus the first release on records, flexible working, policy sign off and confidential case files, with access mapped to partner groups and departments.
Venues around Deansgate, the Etihad Campus area and the airport rely on part time and student staff. The app gives those workers quick self service on their own phones, and gives HR clear records of permitted working hours and contract terms for everyone on the books.
Clocking and rotas belong to an attendance system; we connect to the one you use.
How we work together
Codeeo has delivered 200+ projects across the UAE and the US with a team of 80+ based in Dubai, Riyadh and Karachi. For Manchester clients the work is remote, and every workshop, review and handover takes place over video call. You can commission a fixed scope first release, keep improving the app on a monthly retainer once it is live, or take a dedicated team when HR, finance and operations all want features in the same year. Scope, ownership and handover terms are agreed in writing first. Many HR leads use the discovery output, a written plan with scope and cost drivers, to make the case to their finance director before approving the build.
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 suit most HR projects because staff use a mix of iPhone and Android. The console is a web application, data is hosted in a UK or EU region to suit your policy, and integrations use the APIs your payroll and identity providers publish. Push notifications, document storage and audit logging are designed in from the first sprint rather than added at the end.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on contract types, integrations and the state of your current data.
An organisation with one entity, clean records and a payroll provider with a good API can move quickly. Several entities, records spread across spreadsheets and legacy systems without APIs all add time. We estimate after discovery, when we have seen the data and agreed the first release, and put the plan in writing with the review points marked so you can see progress at each stage. A focused first release also gets real staff using the app sooner, which shapes the next stage better than any long specification.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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