Industries · HR Tech

HR tools your team
will actually open.

Applicant tracking, onboarding, workforce operations — built permissions-matrix-first, with SSO and the integrations that decide adoption. Because an HR tool that isn't opened in week three isn't an HR tool.

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The HR toolkit we ship with
SSO (Google / Microsoft)Slack & TeamsHRIS syncRole matricesApproval chainsCalendar syncCSV import / exportAudit logs
Shipped in this lane

Real builds, live with users

Every one documented end-to-end — browse all case studies.

Fixed-scope sprint

The HR Tool Sprint

For HR teams and founders replacing spreadsheets with real tooling — ATS, onboarding, reviews, field-workforce operations.

3–5 wks
  • Core workflow built end-to-end (ATS, onboarding, or reviews)
  • Four-role permissions matrix: employee / manager / HR / admin
  • SSO with Google or Microsoft
  • Slack or Teams notifications with digest controls
  • Dashboards + CSV import/export
  • Audit log on sensitive HR actions

Add-onsPerformance cycles · anonymous surveys · payroll & HRIS sync

Fixed scope · Fixed price
Demo every Friday

Scope it in one call
Free checklist · PDF

The HR Tech Build Checklist

HR tools live or die on two things: whether the permissions model matches how the org actually works, and whether anyone opens the tool in week three. This checklist covers both — data model, integrations, and the adoption mechanics most builds skip.

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Questions

Asked before every hr tech build

That's usually the point. We map which system stays the source of record for each field, then sync one direction per field — via native APIs where they exist, or scheduled imports where they don't. SSO comes first, because every extra login screen costs adoption.

Compensation and performance data live behind separate permissions from directory data — a support admin never sees salaries by default. Every sensitive action lands in an audit log, and export/erasure flows are built in from the start for GDPR-style requests.

Three things we design in from day one: SSO so there's no password wall, notifications where people already work (Slack/Teams, with digest controls so they don't drown), and workflows that match your org chart — including what happens when it changes. We measure success at week three, not launch day.

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Next step

Retiring the HR spreadsheet? Let's scope it.

Bring the workflow — in 30 minutes we'll map the tool, the roles, and the integrations, and you'll have a fixed-scope quote within 48 hours.

Book the scoping call or email connect@lowcodeflow.co