Services · Mobile app development · Recruitment apps
Codeeo handles recruitment app development Chicago staffing agencies, professional services firms and in house talent teams can run under Illinois law. We build candidate apps, recruiter tools, client portals and onboarding flows that respect the Biometric Information Privacy Act, the Artificial Intelligence Video Interview Act and the state and city rules on criminal history. Illinois is one of the most litigated states for hiring technology, so the compliance work sits inside the product rather than in a policy binder.
Our team of 80+ works remotely with Chicago clients, with discovery and design reviews held by video call. You get software that fits how your recruiters, hiring managers and client contacts already move a candidate from application to first shift.
200+ companies across the US and the UAEFrom a first store to a listed developer
Inside the product
A Chicago recruiter might fill warehouse shifts near O'Hare in the morning, screen analysts for a LaSalle Street firm after lunch and chase signed paperwork from a hospital in the Illinois Medical District before evening. The app has to cope with all three without forcing every candidate through the same long form. We start from the parts that carry legal weight in Illinois: anything touching face geometry, voiceprints or fingerprints, any recorded interview that software analyzes, and any question about conviction records. Those flows get consent screens, audit logs and retention rules first. The recruiter conveniences and the candidate polish are then built on that base, so nothing attractive in the interface quietly creates a BIPA problem later.
If your onboarding uses selfie identity checks, fingerprint timeclocks or voice login, the app collects a written release first, now valid by electronic signature after the 2024 amendment. We publish your retention schedule inside the app and schedule destruction of biometric data when its purpose ends.
Biometric features ship with the paperwork Illinois courts look for.
Where AI reviews recorded interviews, the candidate sees a plain explanation of what the tool evaluates and gives consent before recording. Sharing is limited to the people who need the footage, and deletion requests trigger a tracked removal across copies.
Your video screening meets the Illinois Artificial Intelligence Video Interview Act.
Our job portal app development Chicago clients use makes the pay scale and a benefits description required fields for Illinois postings, as the amended Equal Pay Act requires of employers with fifteen or more employees for postings created from January 2025. Posting history is kept so you can show what each advert said.
No Illinois posting goes live without its pay and benefits details.
Conviction questions stay hidden until a candidate is selected for interview or offered a role. Chicago covers smaller employers than the state act, so the timing rule applies to every client account, and rejection letters include the complaint rights the city now requires.
Background questions appear only when Illinois and Chicago allow them.
Job search app development Chicago candidates actually use means filtering by CTA line, Metra station or drive time, since a role in Schaumburg and one in the Loop are different commutes. Saved searches and alerts bring candidates back without a recruiter phoning them.
Applicants judge a role by the commute before they apply.
For agencies, each client company gets its own portal to post requisitions, review shortlists, leave interview feedback and approve offers. Permissions stop one client seeing another client's candidates or rates.
Clients stop emailing spreadsheets back and forth.
A standalone disclosure, a separate authorization and the pre-adverse and adverse action notices run as tracked steps, connected to your screening vendor. The Illinois Human Rights Act adds its own notice and response window for conviction-based decisions, and the app holds the offer until that window closes.
Every background decision has a dated paper trail.
Offer acceptance, Form I-9 scheduling, policy acknowledgements and first day instructions arrive as one checklist on the phone. Spanish and Polish versions can sit alongside English for the many Chicago candidates who prefer them.
New hires turn up on day one with paperwork done.
For temp and event staffing, recruiters push open shifts to qualified workers by SMS or push notification, and workers accept with one tap. Text consent and opt-out are recorded per number to respect federal texting rules, and offers expire automatically so two people never turn up for the same McCormick Place shift.
Last minute gaps get filled without a phone tree.
Pipelines by client, by branch and by recruiter, with a log of who viewed, changed or exported each record. When an AI scoring tool is involved, the dashboard records the notice given under the amended Illinois Human Rights Act.
Managers can answer a regulator or a client from one screen.
Who we build for
Chicago hiring is spread across a dense downtown, a ring of suburban office parks and an enormous logistics belt along the expressways and around O'Hare. The firms that hire there differ sharply in how fast they move and how much risk they carry, so the right app differs too. A suburban manufacturer in DuPage County rarely needs the same tools as a fast growing tech employer in Fulton Market. These are the situations we recognize most often from Illinois buyers, and each one leads to a different first release, a different set of integrations and a different balance between speed and documentation.
High volume, shift based hiring where a candidate may apply at night and start the next morning. The app needs quick mobile applications, shift offers by text, document capture and timekeeping that does not touch fingerprints without a BIPA release. We keep the screens short and test them on older Android phones, because that is what many applicants carry.
Volume work exposes every slow screen.
Fewer placements, longer processes and demanding clients. Here the value sits in the client portal, confidential shortlists, structured interview feedback and a clean record of every introduction. Our recruitment app developers Chicago search partners speak with usually ask about protecting candidate confidentiality first, and we design permissions around that before anything else.
Confidential searches need confidential software.
Hospitals and clinics near the Illinois Medical District hire nurses, technicians and support staff under licensing and credential checks. The app tracks license verification, immunization documents and expiry dates, and routes conviction-related decisions through the state's notice process. Credential gaps show on a single board, so a nurse manager can see which new starters are cleared for the floor and which are still waiting on a document from a previous employer or licensing body.
Some Chicago companies already run Workday, iCIMS or Greenhouse and want a candidate app or AI ranking layer on top. We connect through the vendor's API and add the Illinois notices, consent records and zip code safeguards that the core system may not handle.
Your existing system stays the record of truth.
Working together
We are not based in Chicago and we do not pretend to be. Our team works remotely with Illinois clients, and every workshop, design review and sprint demo happens by video call with shared documents you keep. You name one decision maker, usually a head of talent or operations, and we name a product lead who stays on the account. Legal questions go to your counsel: we bring the questions and the technical options, and they confirm the answer. That split keeps the build moving while the legal judgment stays with qualified people. After launch the same product lead runs a monthly review of support tickets, store ratings and recruiter feedback, so the next release is chosen from evidence rather than guesswork.
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 usually build the candidate and recruiter apps in React Native or Flutter, with a Node or Laravel backend and a Next.js web portal for clients. Hosting runs in your own AWS or Azure account, with encryption for stored documents.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on how many user groups and legal checkpoints the first release covers.
A candidate app with job search and applications is a smaller job than a platform with client portals, biometric onboarding and AI screening. In discovery we list every feature, mark which ones involve BIPA, video interview consent or conviction record notices, and agree a release order. Timing is then written into the plan with review dates you sign off. Because the legal checkpoints are agreed with your counsel early, they rarely cause late surprises. The other common source of delay is waiting on vendor API access from an ATS or screening provider, so we request those credentials in the first week.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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