Services · Mobile app development · Recruitment apps
Codeeo delivers recruitment app development New York agencies and employers can defend line by line. New York City layers its own hiring law on top of state and federal rules: salary ranges in every advert, no questions about pay history, no credit checks for most roles, criminal history only after a conditional offer, and independent bias audits for automated screening tools. We build candidate apps, recruiter software and client portals where each of those rules is a working feature, so your team does not rely on memory to stay compliant.
Our team works with New York clients remotely, with every workshop and review held by video call. The goal is simple: hire faster in a crowded market without giving a candidate or a regulator a reason to complain.
200+ companies across the US and the UAEFrom a first store to a listed developer
Core features
A requisition for a Midtown law firm, a night shift at a hospital in the Bronx and a seasonal role at a Brooklyn retailer all fall under the same city law, but they hit it at different points. Pay transparency bites at the posting. The salary history ban bites at the screening call. The Fair Chance Act bites at the offer. Local Law 144 bites whenever software scores or ranks candidates. We map those points onto your hiring flow first, then design the features around them. The list below is a starting set. Most New York clients take six or seven of these in the first release and add the rest once recruiters are comfortable, and the order depends on whether your biggest risk today is posting errors, slow offers or background decisions.
Every New York City advert needs a good faith minimum and maximum salary, and the state rule extends that across New York for employers with four or more employees. Our job portal app development New York clients rely on blocks publishing until the range and job description are present, and keeps each published version.
Pay transparency is enforced by the form, not by a reminder email.
Phone screen templates ask about salary expectations, never past pay, matching both the city and state salary history bans. If a candidate volunteers prior pay, the field for storing it simply does not exist, so it cannot drift into an offer decision.
Recruiters cannot record what the law says not to ask.
Criminal history checks start only after a conditional offer. If a record may lead to withdrawal, the app produces the Article 23-A analysis form, sends it with a copy of the report, and holds the decision for the response period the Fair Chance Act sets.
Every withdrawn offer has the analysis and timeline on file.
Since the Clean Slate Act took effect in November 2024, eligible state convictions are being sealed automatically. The app reminds reviewers that sealed convictions are off limits, and flags roles where a fingerprint-based check legally allows access.
Reviewers know which records they may consider.
If you rank or score candidates with software, Local Law 144 requires a bias audit within the past year, a published summary and notice to candidates. We store the selection data an independent auditor needs and post the notice in the apply flow.
Automated screening ships with its audit trail.
Job search app development New York candidates appreciate means searching by subway line, borough or commute from home, including LIRR, Metro-North and New Jersey PATH links. Alerts and saved searches keep applicants coming back without recruiter chasing.
Commute fit is visible before anyone applies.
Spanish, Chinese, Russian, Bengali and Haitian Creole are common first languages among city applicants. We translate the apply flow and notices into the languages your roles attract, with English always available.
More qualified applicants finish the form.
Search and staffing firms give each client a portal for requisitions, shortlists, interview feedback and offer approval, with strict separation between client accounts and an audit log of every candidate profile viewed.
Client collaboration moves out of email threads.
Candidates book panel or one to one interviews against live calendars, choose video or in person at the right office, and get directions plus building entry instructions, which matter in Manhattan towers with lobby security desks. Hiring managers see a single agenda with each candidate's notes attached.
Panels start on time with the right people in the room.
Résumés, IDs, licenses and offer letters are encrypted at rest, access is role based and every download is logged. Breach response steps follow the New York SHIELD Act, so your team knows what to do if something goes wrong. Retention periods are set per document type, and expired files are purged on schedule rather than left in old folders.
Sensitive files stay in one controlled place.
Right for
Hiring in New York is dense, fast and closely watched. The Commission on Human Rights takes complaints from candidates, the Department of Consumer and Worker Protection enforces the automated tool law, and plaintiffs' firms watch both. The teams that benefit most from a custom app are those where volume, client relationships or regulated roles make a generic ATS feel brittle. Here is how we see the main profiles, and what each tends to need in its first release.
Executive and professional search in Midtown, the Financial District and Hudson Yards depends on confidentiality and relationships. The app gives partners private shortlists, controlled sharing with clients, structured interview notes and an exact record of who introduced which candidate, so fee disputes have evidence behind them. Off limits lists stop recruiters approaching staff at current clients, and partners can see at a glance which searches are stalling and why.
Introductions are timestamped and attributable.
Hospitals and licensed home care agencies hire nurses, aides and therapists at scale across the five boroughs. We track licenses, health screenings and required training, and route background decisions through the Fair Chance Process with the exceptions that apply to certain regulated roles flagged by your counsel. Expiry alerts warn coordinators weeks ahead, so a caregiver is never scheduled into a client's home with a lapsed certification or missing health assessment.
Restaurants, hotels and stores need quick mobile applications, group interview booking and onboarding that works on a phone between shifts. Multilingual flows matter here, as does posting ranges correctly for every location in the city. Managers at each venue can open requisitions from a template, while head office keeps control of pay bands, wording and the approved list of screening questions.
Speed matters, and so does getting every advert right.
Agencies serving clients in Manhattan, Long Island City and northern New Jersey need one system that respects different rules on each side of the Hudson. Recruitment app developers New York agencies hire should treat location as a rule switch, and we do. The same temp may work a week in Jersey City and a week in Midtown, so the app applies the correct notices to each assignment rather than to the worker's profile alone.
Engagement model
We do not have a New York office and will not claim one. Our team of 80+, based in Dubai, Riyadh and Karachi, works with New York clients remotely. Discovery, design reviews and demos happen by video call, and every decision is written into a shared log your team can read. You provide a product owner with authority over scope and access to your employment counsel for notice wording. We provide a product lead, designers and engineers who stay on your project from discovery through launch and support. Because the people who designed the Fair Chance and posting logic also maintain it, changes later on are made by someone who already understands why each rule was built the way it was.
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 build mobile apps in React Native or Flutter, client portals in Next.js and APIs in Node or Laravel, hosted in your AWS or Azure tenancy. Integrations commonly include Greenhouse, Lever, Workday or Bullhorn, plus screening and e-signature vendors.
01Mobile
02Data and cloud
03Marketing and tracking
We start from the city's hiring rules, then design the product around them.
Most generic tools were built for looser markets and leave compliance to recruiters. We reverse that order. Discovery maps pay transparency, salary history, Fair Chance, credit check and automated tool rules onto each step of your hiring flow. Design then turns those points into required fields, hidden questions, timed holds and stored records. The result is software where the compliant path is also the easiest one for a busy recruiter. Managers can still override a step when counsel approves an exception, but the override and its reason are recorded.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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