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LokumTech.

HR software

HR software, from someone who spent close to five years in it.

Our founder spent close to five years in HR technology, as Tech Lead and, in another period, CTO: recruiting, core HR, payroll and time tracking, performance. We offer that knowledge three ways: HR software built around your process, integration of the HR systems you already have, and senior support for companies that build HR software.

Book a 30-minute callThree ways to work

Background

We have worked on all four large parts of an HR system.

Not as the developer of one module, but as the person making the technical call where they meet. A hired candidate becomes an employee record, the record becomes time data, the time data becomes payroll input — and most of the mistakes happen in those hand-offs.

Recruiting and applicant tracking (ATS)

Job posts, applications, the candidate pool, interview stages and the offer. The real work is the candidate's data arriving complete on the HR side the moment they are hired.

Core HR and employee records (HRIS)

The employee record, the org chart, positions and reporting lines, leave, and employee self-service. Applying a backdated change without breaking reports is the hardest part of this module.

Payroll inputs and time tracking

Clock-in and clock-out records, shifts and overtime, leave flowing into timesheets, and the data that goes to payroll. A mistake here is not a screen bug; it is a wrong salary.

Performance and talent

Goals, review cycles, manager and employee forms, competencies and development plans. The week a review cycle closes and everyone logs in at once is the system's real load test.

We do not name the company we worked for on this page. We will walk you through what we built, concretely, on the first call — and we carry none of that company's code, data or customer information into any other work.

How we can work

The same domain knowledge, three different jobs.

Which one fits depends on what you have now: no software at all, systems that do not talk to each other, or an HR product you already build yourselves.

HR software built for your company

For the places an off-the-shelf HR suite does not fit your process: leave and approval flows, onboarding steps, review forms, HR reporting. Under the custom-software line's rules: fixed scope, fixed price, code and data yours from day one.
How custom builds run

HR systems integration

When your HR software, time clocks, payroll program and accounting each keep their own copy of the same employee. A bridge that feeds them from one place, records what moved when, and never lets a failed transfer pass silently.
Tell us about your systems

Support for HR-software companies

If your product is HR software: a senior developer who already knows the domain, or someone with Tech Lead and CTO experience for architecture and team decisions. Under the team-extension line's rules, in your repository and your sprint.
How team extension works

What makes HR software hard

The rules behind an HR screen.

None of these show up in a demo; they show up in the first payroll period after go-live. Our quote accounts for them from the start.

  • Backdated changes: a salary or position change effective from the start of last month has to land without breaking reports that were already closed
  • Permissions: managers see their own team, HR sees the company, employees see themselves — and that has to stay true as the org chart changes
  • Personal data: medical reports in an employee file are special-category data under Türkiye's KVKK, so who can see them and how long they are kept is a design decision
  • Timesheets to payroll: a missing clock-out, an unapproved leave request or a shift that crosses midnight can reach payroll as a wrong number
  • Statutory deadlines: hire and termination notifications have legal time limits, and the system should not let anyone forget them
  • Peak load: the whole company logging in during the same week when a review cycle or payroll period closes
  • Several companies or sites: different workplaces, different leave rules, one set of reports
  • Change history: who changed what on an employee record, and when, has to be answerable when somebody asks later

Straight answers

What people ask about HR work.

Why custom software when HR suites already exist?
Often you should not; if a suite fits your process we will say so. Custom software makes sense where the suite pushes back: approval flows specific to your company, a measure the suite cannot report on, or a point where suites will not connect. The answer is usually not a new HR system but a small tool or an integration around the ones you have.
Do you calculate payroll?
No. Payroll calculation and statutory obligations belong to your accountant or your payroll software. We build the side that makes sure the data feeding that calculation is correct, complete and on time: timesheets, leave, overtime and employee details.
Why is the company you worked for not named?
Because keeping that relationship confidential is a fair indication of the care we would take with your data and code. On the first call we will describe what we did concretely, without the name.
We build HR software. Would you become a competitor?
No. We have no HR product and do not sell one, and we bring no code, data or customer information from previous work. If the job is a product that competes directly with the company we worked for, we will raise it openly on the first call.
Where does our employee data live?
On your server or in the cloud account you choose. The custom-software line's rule applies here too: the code and the data are yours from day one.

Tell us what is bothering you on the HR side.

A process, two systems that do not talk to each other, or a product struggling to grow. In 30 minutes we will work out which way of working fits.

Book a 30-minute callWho does the work