Services · Mobile app development · On-demand staffing apps
Codeeo offers staffing app development USA agencies and shift marketplaces can run across many states from one codebase. We build the worker app, the client portal for the businesses that book shifts, and the back office that handles onboarding, credentials, timekeeping and pay. Each state where you place people has its own wage, leave and privacy rules, so the app is built to apply the right ones to each assignment instead of treating the country as one market.
This page covers temporary and on-demand work: shifts, short assignments and per diem cover. It is not about permanent hiring. The aim is a platform where a client posts a shift, a qualified worker accepts it and the hours turn into a correct paycheck and invoice.
200+ companies across the US and the UAEFrom a first store to a listed developer
Platform capabilities
A shift marketplace lives or dies on fill rate and on getting pay right. The worker wants to see open shifts nearby, accept one in a tap and be paid on time. The client wants reliable cover and an invoice that matches the timesheet. Your back office wants to stop rekeying data between a scheduling tool, a payroll provider and a spreadsheet.
Across the country, the hard part is variation. Overtime rules, meal break laws, pay frequency, paid leave accrual, biometric consent and contractor tests differ by state and sometimes by city. We build that variation into a rules layer your operations team can update, so opening a new state is a configuration task rather than a rebuild. The modules below are the ones most national operators ask for first, listed in the order work usually flows through the platform.
Each shift carries the state and, where it matters, the city of the work site. The engine applies the matching overtime threshold, break rules, pay frequency and leave accrual to the timesheet. When a legislature changes a rule, your team updates one record with an effective date instead of asking developers to edit code.
New states open without rewriting the pay logic.
Applicants complete profile, tax forms and Form I-9 Section 1 in the app, with document review routed to trained staff. Where you use E-Verify, or a state requires it for certain employers, the case step is tracked alongside the record. Unfinished onboarding blocks shift acceptance automatically.
No worker reaches a site before the paperwork is complete.
Forklift certificates, food handler cards, nursing licenses and safety training records are stored with expiry dates. The matching engine only offers a shift to workers whose credentials are valid in that state on that date, and reminders go out before anything lapses.
Clients get workers who are qualified for the shift they booked.
Clients post single shifts, recurring blocks or urgent cover. Workers see open shifts by distance, pay rate and role, then accept, swap or release within the rules you set. Shift booking supports favorites lists, so clients can offer work first to people they already trust.
Shifts fill faster with fewer phone calls from coordinators.
Clock in and out is limited to the work site radius, with breaks recorded as they happen. Biometric options such as face match are switchable per state, because consent and retention rules for biometric data differ sharply between states and some limit mandatory fingerprinting.
Timesheets clients approve without disputes.
Before a first shift at a new client, workers complete the site's orientation, hazard briefing and PPE checklist in the app. Records show what the agency trained and what the host site trained, which matters because federal safety guidance treats temporary worker protection as a shared duty between the two.
Every placement has a documented safety handoff.
If your model mixes W-2 employees with 1099 contractors, the platform keeps the two flows separate. Contractor flows avoid the scheduling control and training mandates that point toward employment, and state specific tests are flagged before a worker is offered work in a state that applies a stricter standard.
Your engagement model is reflected in how the product actually behaves.
Approved hours flow to your payroll provider and to client invoices with the same line items. Optional earned wage access lets workers draw pay already earned, built with a licensed provider, since a growing number of states regulate how those products work.
Payroll and billing reconcile without manual matching.
Site managers book shifts, approve timesheets, rate workers, view invoices and download records for audits. Multi location clients get one account with permissions per site, so a regional manager sees every location while a shift lead sees only their own.
Clients self serve instead of emailing your branch.
Branch and national dashboards show fill rate, no shows, overtime exposure, expiring credentials and assignments nearing any state threshold that changes pay or benefit duties. Exports support audits, unemployment insurance filings and client reviews.
Problems are visible before they become claims.
Who this is for
National staffing platforms come from different starting points. Some agencies have decades of branch process and want an app that matches it. Some founders are building a marketplace from nothing. The structure of the business decides the architecture, so we start by understanding who employs the worker, who controls the work and who pays whom. Those answers change the onboarding flow, the tax forms, the scheduling rules and the way money moves. These are the four situations we see most often, and each leads to a different first release.
You already employ temporary workers on W-2 and place them with clients through local branches, each running its own mix of spreadsheets and phone trees. We give every branch the same worker app and client portal, connected to the payroll and back office tools you already pay for, with state rules configured per branch so a branch in one state never inherits another state's pay logic.
We map current branch workflows before proposing any change.
You plan to match businesses with hourly workers through an app, and investors want proof that it works in one or two metro areas before national rollout. We scope a first release around a single vertical, such as warehouse or hospitality, and make the classification decision explicit early, because it shapes onboarding, scheduling control and payments throughout the product.
Legal advice on classification comes from your counsel; we build to their decision.
Nurses and allied health workers pick up shifts at hospitals and care facilities, and every placement depends on a valid state license and current certifications. We build license verification, compliance file tracking and facility specific orientation into the booking flow, with HIPAA aware handling for any patient information the workflow touches.
Large retailers, logistics groups and hospital systems sometimes run an internal pool of flexible workers across many locations instead of relying only on agencies. We build an internal shift marketplace that offers open shifts to existing employees first, then to agency partners, with the same pay rules, approval steps and reporting across locations in every state.
How we work together
Codeeo has delivered 200+ projects across the UAE and the US with a team of 80+ across Dubai, Riyadh and Karachi, and is rated 4.7 from 23 Google reviews. We have no US office; we work remotely with American clients, and discovery, design reviews and sprint demos all run by video call. Most staffing clients start with a fixed scope first release, then move to a monthly retainer as more states and features are added. Larger operators sometimes keep a dedicated team for the long term. Whichever model you choose, the code and data stay in your accounts, and handover documentation is part of every release.
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 worker app in React Native or Flutter for iOS and Android, the client portal in React or Next.js, and the backend on Node.js or Laravel with PostgreSQL, hosted on AWS or Azure in US regions. Final choices follow your existing systems and the team that will maintain the platform.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on how many states the first release covers and how many systems it connects to.
A platform launching in one state with one payroll integration is a much smaller build than one going live in several states with different overtime, leave and pay frequency rules. We agree timing in discovery, after we have the state list and integration list, and write the delivery plan down before design begins. Most operators pilot in one or two states, then expand in configured stages rather than one national switch on.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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