Services · Mobile app development · Recruitment apps
Codeeo provides recruitment app development USA employers, staffing networks and job platforms can roll out from one city to many. We build candidate apps, recruiter tools, client portals and onboarding that follow federal hiring law everywhere and switch on state and city rules where a job or candidate is located. The hard part of hiring software in America is not the job search screen. It is the patchwork: background check rules, fair chance laws, pay transparency, biometric consent and AI audits that change at state and city lines.
Our team works with American clients remotely, by video call, from discovery to support. We design the rule engine with your employment counsel so that adding a new state is a configuration task rather than a rebuild.
200+ companies across the US and the UAEFrom a first store to a listed developer
Platform features
A national recruiting platform has two layers of law. The federal layer applies to everyone: Title VII, the ADA and the ADEA as enforced by the EEOC, the Fair Credit Reporting Act for background checks, Form I-9 for work eligibility, and federal limits on automated texts. The second layer depends on place. Some states and cities delay criminal history questions, ban salary history inquiries or require pay ranges in postings. Illinois regulates biometrics and AI video interviews, New York City requires bias audits for automated tools, and California extends privacy rights to job applicants. We build the federal layer into every flow, then attach location rules to jobs and candidates so the right steps appear automatically.
Each requisition carries a work location and each candidate a home state. Rules for question timing, notices, posting content and retention are stored as settings your counsel approves, so a role in Denver and a role in Atlanta follow different paths through the same app.
New states are added by configuration, not new code.
Our job portal app development USA clients commission includes employer accounts, posting templates, feeds to Indeed, LinkedIn and ZipRecruiter where partner access allows, and Google for Jobs markup on careers pages. Pay range fields become required wherever a state or city demands them.
One posting reaches every board with the right disclosures.
A standalone disclosure, written authorization, pre-adverse action notice with a copy of the report and the federal summary of rights, a waiting period, then a final adverse action notice. Each step is dated and connected to your consumer reporting agency through its API. State additions, such as extra notices or limits on how far back reports may reach, are layered onto the federal sequence per location.
Background decisions follow the federal order every time.
Criminal history questions are hidden until the stage each jurisdiction allows, from interview selection to conditional offer, and some places add individualized assessment and response windows. The app applies the strictest rule that covers the role, with exemptions for regulated positions set by your counsel.
Fair chance laws are honored wherever you hire.
Applications built to WCAG 2.1 AA, usable with screen readers and keyboard navigation, with a clear route to request a reasonable accommodation under the ADA. No medical or disability questions appear before an offer, as federal law expects. Timed assessments can offer extended time on request, and the request itself is kept away from the people scoring the result.
Disabled applicants can apply without workarounds.
Interview reminders, shift offers and document requests by SMS, with opt in recorded per number and opt out honored instantly, in line with federal texting rules. Messages are logged against the candidate record for later review, and quiet hours stop reminders landing late at night in the candidate's own time zone.
Candidates respond faster and complaints stay rare.
Offers, policy acknowledgements and payroll handoff in one mobile checklist, with Form I-9 deadlines tracked and E-Verify case status recorded where you participate. Remote document review is supported for employers enrolled in the program's alternative procedure.
New hires are cleared to work on schedule.
Résumé matching and ranking stay advisory, with notices where a state or city requires them, consent where Illinois requires it for analyzed video interviews, and selection data exported for adverse impact testing under the federal four-fifths guideline.
Automated features can be explained and tested.
Staffing groups and franchise networks get separate portals for each client, branch or franchisee, with shared candidate pools where permitted and strict walls where not. Regional managers see roll-up reporting across every market, comparing time to fill, application completion and source quality from one dashboard.
One platform serves every branch and client.
California treats job applicants as consumers under the CCPA as amended by the CPRA, so the app supports notices at collection, access and deletion requests and retention limits. The same controls serve other state laws and biometric statutes in Illinois and Texas.
Privacy requests are handled in days, not weeks of manual searching.
Best fit
Companies hiring in one state can usually get by with an off the shelf ATS and careful policies. The case for a custom recruitment app grows with every state you add, because each new market brings rules that generic tools handle unevenly. These are the four national models we see most, each with a different first release. In all four, the first state is chosen for volume and the second for legal contrast, so the rule engine is proven early against two genuinely different sets of requirements.
Light industrial, healthcare and office staffing groups often run dozens of branches across several states. They need one candidate app, branch level control, a client portal and a rule engine that applies the right fair chance, pay transparency and biometric rules per branch. Redeploying good workers between branches and clients is usually the biggest commercial win. A worker finishing an assignment in Phoenix can be offered the next one in Las Vegas or Salt Lake City without re-registering, while the app applies the screening and notice rules of the new location.
Branch autonomy without losing central control.
Restaurant, retail, fitness and home services brands hire at many independently run locations. The brand wants consistent postings, screening questions and onboarding; the franchisee wants speed. We build templates owned by head office and hiring tools used by each location, with the rules of each state built in. A location manager in Ohio and one in California see the same simple screens, yet the California manager's postings carry pay ranges and the apply flow carries the privacy notice that state requires.
Founders building a niche job board, gig marketplace or reverse recruiting platform need employer accounts, candidate profiles, search, messaging, billing and moderation. Job search app development USA founders ask about usually starts with one vertical and a handful of metro areas, then grows region by region. Employer billing, featured listings, candidate verification and abuse reporting are designed early, because a marketplace that cannot keep out fake postings loses candidate trust quickly.
Liquidity in one niche beats thin coverage everywhere.
Existing HR and payroll software vendors sometimes need a candidate or recruiter app that sits alongside their core platform. We work through their APIs and design systems, so the mobile product feels native to the brand and passes their own security reviews. We document data flows and access controls in the format their enterprise customers ask for, which shortens procurement for the new product.
How we work
Codeeo has no American office. Our team of 80+ works from Dubai, Riyadh and Karachi and serves US clients remotely, with discovery, design reviews and demos run by video call. A named product lead owns your project, keeps a written decision log and reports progress after every review. You supply a product owner and access to employment counsel, who approves legal wording and rule settings. That split means the software reflects legal advice your organization has actually received, rather than our reading of fifty different statutes. After launch the same product lead runs a regular review of hiring metrics and support tickets with you, and the next markets to switch on are chosen from that evidence.
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
Apps are built in React Native or Flutter, portals in Next.js and APIs in Node or Laravel, on AWS or Azure in your own account. Common integrations include Workday, Greenhouse, iCIMS, Bullhorn, screening agencies and Twilio.
01Mobile
02Data and cloud
03Marketing and tracking
A rule engine for state and city hiring laws, plus the integrations that run hiring.
The candidate facing app is the visible part. Underneath sit FCRA screening, fair chance timing, pay transparency, I-9 tracking, privacy requests, accessibility, texting consent and audit logs, each varying by location. Then come integrations with an ATS, screening agencies, e-signature, texting and payroll. We scope all of this in discovery so you see the real size of the project before design begins. Some clients choose to start with a single state and a smaller feature set, then extend once the pilot proves the rule engine works for them.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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