Services · Mobile app development · AI recruitment tools
We take on AI recruitment software development Los Angeles employers need when hiring runs into California's detailed rules on automated decisions. Codeeo designs and builds candidate apps, AI assisted screening, interview tools and recruiter workspaces that record why each candidate moved forward, give applicants the notices California requires, and keep a person responsible for every rejection. The software connects to your applicant tracking and payroll systems instead of replacing them.
Los Angeles hiring spans studio crews, port logistics, hotels, hospitals and fast growing tech firms, often within one company. A tool tuned for one of those markets rarely fits the others, which is why we build around your requisitions rather than a vendor's template. It also means compliance and candidate experience are designed together from day one.
200+ companies across the US and the UAEFrom a first store to a listed developer
What we build
Since October 1, 2025, California's Civil Rights Council regulations have treated automated decision systems used in hiring as part of the Fair Employment and Housing Act framework. Vendors and agents acting for an employer can count as the employer, records about these systems must be kept for at least four years, and evidence of anti-bias testing can support a defense. Separately, the California Privacy Protection Agency has adopted rules on automated decisionmaking technology that bring pre-use notices and opt out or human appeal rights for significant employment decisions.
So in Los Angeles, the features below are not extras. Notice screens, decision logs, accommodation routes and retention controls sit next to the parts candidates notice, such as fast applications and easy scheduling, and they are built in from the first release. Your counsel stays the final word on wording and retention periods; our job is to make sure the software can follow whatever they decide, and to change quickly when the regulators adjust their rules.
Before any automated screening runs, the candidate sees a plain notice explaining what the tool does, what it uses and how to ask for a human review instead. Your counsel writes the wording; we make sure it appears at the right step and that the request routes to a named recruiter.
Candidates are told before the AI acts, and the record proves it.
Each AI suggestion is stored with its inputs, the model version, the recruiter who acted on it and the final outcome. Records are retained on the schedule your counsel sets, at least the four years the California regulations call for, and exported on request.
You can answer a question about any decision years later.
The City of Los Angeles Fair Chance Initiative for Hiring and the state Fair Chance Act limit criminal history questions until a conditional offer. The workflow hides those fields from screening, triggers background checks only after an offer and supports the written individualized assessment.
Criminal history never leaks into early screening.
If you use timed tests, games or video assessments, candidates can request an accommodation or an alternative format in one tap. Requests go to HR with a deadline, and the automated assessment pauses for that person until it is resolved.
Disabled candidates are not filtered out by the format of a test.
Applications in English and Spanish as standard, with Korean, Armenian, Tagalog or Chinese added where your applicant pool calls for them. Translations are reviewed by people, and screening reads answers in the language they were given.
Applicants are judged on their skills, not their English grammar.
For production companies and event operators, short engagements need fast availability checks, union status fields where relevant, start paperwork and quick rehire of people who worked a previous show. The software keeps a reusable talent pool with consent to stay in contact.
Crewing up for a new project starts from people you already know.
California requires covered employers to include a pay scale in job postings. The job publishing step checks that a range is present before a requisition goes live on your career site or job boards, and keeps a history of postings.
No posting goes out missing a required pay scale.
Before launch and after every model change, we run sample applications through the screening and compare outcomes across groups. Results go into a report your counsel or an outside auditor can review, which matters under California's regulations.
Testing evidence exists before anyone asks for it.
A single screen for each requisition with ranked candidates, the reason behind each ranking, interview feedback and next actions. Recruiters can override the AI with one click and a short note, and hiring managers see only what they need.
Recruiters spend time on candidates, not on switching tabs.
Los Angeles commutes make interview location matter. Candidates choose video or an in person slot at the site nearest them, see travel guidance and parking notes, and get reminders by text. Recruiters see every interviewer's calendar in one view and can move a panel without a chain of emails.
Fewer missed interviews and less rescheduling work.
Who this is for
Custom AI recruitment software development Los Angeles companies commission usually starts with a specific frustration: an off the shelf tool that cannot explain its rankings, a vendor contract that leaves you liable for a model you cannot inspect, or hiring volumes that swing with the production calendar or the shipping season. These four starting points shape very different first releases. In each case we start with the hiring flow that causes the most pain today and prove the approach there, before widening the platform to other job families or other parts of Southern California.
Because California's regulations can treat an agent acting for you as an employer, many Los Angeles HR leaders now want to see inside the screening they use. We can build your own screening layer, or wrap a vendor's tool with notices, logs and human review so you hold the evidence. Either way, the model configuration and test results become yours. We also review the vendor's data flows with you, so you know which candidate fields leave your systems and where they are stored.
Your counsel decides which vendor duties to keep.
Operators serving the ports of Los Angeles and Long Beach and the Inland Empire hire drivers, forklift operators and warehouse associates in large numbers. They need mobile apply in several languages, license and certification capture, shift matching across sites and quick scheduling. AI handles sorting and reminders; recruiters still decide. Commercial license classes and endorsements are captured as structured fields, so screening never has to guess them from free text.
Entertainment hiring in Los Angeles is project based and relationship heavy. Teams want a searchable pool of past crew and freelancers, availability requests sent by text, and AI search that finds people by credits and skills rather than keywords. Consent to keep candidate records is collected up front so the pool stays usable. Department heads can share a shortlist with a producer through a secure link that expires.
Hotels in Downtown, Hollywood and near LAX, and clinic networks across the county, hire for similar roles at many locations. The software shares one candidate pool across sites, shows each location manager their own queue, and keeps credential and permit expiry dates as structured fields that trigger reminders.
One candidate pool, many hiring managers.
Working with us
We do not have an office in Los Angeles. Codeeo's 80+ people work from Dubai, Riyadh and Karachi and collaborate remotely with California clients, with discovery and every review held by video call. Teams usually choose a fixed scope first release, a monthly retainer for continuing improvement, or AI recruitment software developers Los Angeles companies add to their own engineering group. Retainers usually cover model retesting, new job families and updates when California regulators change their rules. Our track record is 200+ projects across the UAE and the US, and clients rate us 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
Typical stack: React or Next.js for recruiter tools, React Native for candidate apps, Python services for parsing and ranking, and a relational database with row level access rules. Models run through providers you approve, inside your own cloud account, with full request logs kept under your retention policy. Nothing about your candidates is used to train a shared model.
01Mobile
02Data and cloud
03Marketing and tracking
We do not quote fixed prices before discovery, because the drivers vary widely.
Cost depends on the number of job families, the systems you need to integrate, how much of the screening is AI assisted, which languages the candidate app supports, and the depth of bias testing and record keeping California requires for your use. Running costs for hosting and model usage are paid directly to your providers. After discovery we give a written scope that shows which features drive cost so you can phase them. We also point out features that can safely wait for a second release.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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