Services · Mobile app development · AI recruitment tools
Codeeo delivers AI recruitment software development USA employers can roll out across many states without rebuilding it for each one. We design and build candidate apps, AI assisted screening, interview tools, recruiter workspaces and compliance reporting that follow federal anti-discrimination law and switch on the right state and city rules for each job. People make the hiring decisions; the software speeds up the work around them and documents every step.
American hiring law is layered. Federal statutes apply everywhere, then states and cities add notices, consent rules, audits and record keeping. A tool that ignores the layers works in one office and becomes a liability in the next. We treat jurisdiction as a core part of the design.
200+ companies across the US and the UAEFrom a first store to a listed developer
Platform capabilities
At federal level, Title VII of the Civil Rights Act, the Americans with Disabilities Act and the Age Discrimination in Employment Act apply to any selection procedure, automated or manual. The federal Uniform Guidelines on Employee Selection Procedures still describe the four fifths comparison many teams use to spot adverse impact. In 2025 the EEOC withdrew its earlier technical assistance on AI and an executive order told federal agencies to deprioritize disparate impact enforcement, but the statutes did not change and private claims remain possible.
States and cities then add their own layers. New York City requires bias audits and candidate notices for automated employment decision tools. Illinois regulates AI analysis of video interviews and, from 2026, addresses discriminatory AI use in its Human Rights Act. California brought automated decision systems under its employment regulations in October 2025. Texas passed a broader AI statute effective in 2026. The capabilities below are built so each rule can be turned on by location.
Every requisition carries the work location, and every candidate record carries residence where the law depends on it. A rules layer decides which notices, consent screens, opt outs, retention periods and audit duties apply, and your counsel maintains it without code changes.
New states are a configuration change, not a rebuild.
AI compares each application against the approved requirements for the job and returns a ranking with the evidence it used. Protected characteristics and obvious proxies are excluded from model inputs, and recruiters can see and challenge every reason.
Every ranking can be explained to a candidate, an auditor or a court.
Stage by stage selection rates across voluntarily disclosed demographic groups, with four fifths comparisons, confidence notes for small samples and alerts to HR and counsel when a gap appears. Reports can be filtered by state, job family or model version.
You find a problem in your own data before someone else does.
One place that stores every notice and consent a candidate saw, with the wording version and timestamp: New York City tool notices, Illinois video interview consent, California pre-use notices and any biometric consent your counsel requires.
Proof of notice is a lookup, not an investigation.
Recorded or live video interviews, with AI analysis off by default. Where you enable it, the software explains what the AI evaluates, collects consent first, limits sharing and supports deletion requests, matching the Illinois Artificial Intelligence Video Interview Act wherever an Illinois role is involved.
Video tools add speed without consent gaps.
Candidates can ask for an accommodation or a human review at any automated step. Requests route to a named person with a deadline, the automated step pauses for that candidate, and the outcome is logged for ADA and state law purposes.
Nobody is screened out because a test format did not suit them.
Background checks start only after the stage your fair chance rules allow, with Fair Credit Reporting Act disclosures and adverse action steps handled through your screening vendor. New hires move into your I-9 and E-Verify process without retyping data.
Offers turn into compliant starts with fewer manual steps.
Short mobile applications for hourly roles and fuller profiles for salaried ones, in English and Spanish as standard, with WCAG accessibility checks. Candidates track status, book interviews and get reminders without phoning a recruiter.
Candidates stay informed, and recruiters field fewer status calls.
Two way connections to Workday, iCIMS, Greenhouse, Lever, UKG, ADP or the systems you use, so requisitions, stages and hires stay in sync. The AI layer works beside your system of record rather than replacing it.
No duplicate data entry across hiring systems.
Every model, prompt and rule set has a version number, an owner, test results and an approval date. The platform records which version assessed each candidate, so if a question comes up two years later you can reproduce exactly what the software did and why it was approved at the time.
A clear history of every change to the screening.
Who this is for
Custom AI recruitment software development USA buyers request usually comes from organizations whose hiring crosses state lines. The more locations you recruit for, the more an off the shelf tool's one size approach costs you in workarounds and legal exposure. These are the four groups we work with most often across the country, and the first release we would suggest for each. Whichever group you fall into, the first release covers a limited set of states and job families, so you see real hiring outcomes before committing to a national launch.
Retail chains, logistics networks, restaurant groups and healthcare providers hire hourly staff in dozens of states every week. They need fast mobile apply, shift and location matching, scheduling at scale and rules that change by state. We start with one high volume job family in a few states, prove the screening is fair and fast, then extend location by location. Regional managers see their own queues, while the central team sees fairness and speed across every state.
Roll out by state, not all at once.
Agencies with branches in several states compete on speed and fit. They need ranking against each client's job order, redeployment search across past placements and client portals. Because New York City treats employment agencies as covered by its audit law, and California's rules reach agents of an employer, agency platforms need audit data and notices built in from the start. Branch recruiters keep their own desks and clients, while leadership sees placements and fairness metrics across the whole group.
Startups and established vendors selling hiring software to US employers need features their customers' lawyers will approve: configurable notices, audit exports, explainability and deletion tools. We build the product with you, or add AI features to an existing platform, while you keep full ownership of the code and the models. Where customers ask for evidence, we help you document how the features were tested so their procurement and legal reviews move faster.
Large companies with a central recruiting team often run several ATS instances after acquisitions, inconsistent screening across business units and growing scrutiny from legal and audit. We build a shared screening and monitoring layer across those systems, so one set of rules and one set of reports cover the whole organization. Business units keep their own hiring managers and interview styles, and the shared layer only standardizes what needs to be consistent.
One fairness report across every business unit.
How we work together
Codeeo has no US office. Our team of 80+ works from Dubai, Riyadh and Karachi and collaborates remotely with clients across the United States, with discovery, design reviews and demos held by video call. Clients choose a fixed scope first release, an ongoing monthly retainer that adds states and features over time, or AI recruitment software developers USA teams manage inside their own engineering organization. We have delivered 200+ projects across the UAE and the US, and we are rated 4.7 from 23 Google reviews. Retainers usually cover new states, model retesting after updates and the yearly audit work some cities require.
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
Candidate apps in React Native or Flutter, recruiter tools in React and Next.js, and services in Node.js or Python, deployed to your AWS, Azure or Google Cloud tenant. Language models run through providers you approve, with request logging, data residency in the US where you require it and no training on your candidate data. Infrastructure is defined as code, so your own engineers can rebuild any environment.
01Mobile
02Data and cloud
03Marketing and tracking
The first release depends on the states, hiring flows and integrations you start with.
A first wave covering one job family in a handful of states, with mobile apply, explained screening, scheduling and one ATS integration, is much faster than a national launch. We agree the scope and review dates in discovery, then add states and features in planned releases. Legal review of rules, access to integration sandboxes and any required independent audit usually set the pace. Each later wave reuses the same platform, so it moves faster than the first.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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