HR software development teams that build for the whole employee lifecycle.
Hire dedicated senior engineers from a staffing partner founded by a four-time founder who runs his own 300+ engineer organization. We place engineers in the Philippines who build HRIS, payroll, recruiting, and people-analytics software. Pre-vetted, full-time, and ready in 7 days.
- Inc. 5000 honoreefour years running
- 350+ senior engineerson staff, across every stack
- 200+ companies servedsince 2018
- 1,000+ engineer placementsinto US software teams
Not a dev shop building it for you. Your HR-tech team, building with you.
Most HR software development companies quote you a six- or seven-figure fixed-bid project, build it behind a vendor wall, and hand it back. We staff dedicated senior engineers into your team. You own them, manage them, and keep them.
The turnkey vendor model
The big custom-software shops
- Fixed-bid project, scoped up front, priced in the hundreds of thousands
- Engineers walled off behind an account manager
- 30–40% overhead for layers you never meet
- Hand-off at the end, and the knowledge walks out the door
The Full Scale staff-augmentation model
Dedicated engineers, embedded in your team
- $35/hr fully loaded, scale up or down as the roadmap changes
- Engineers in your standups, Slack, repo, and roadmap
- No vendor wall and no PM tax, you manage them directly
- 93%+ retention means the engineers, and the knowledge, stay
Co-founded VinSolutions, the #1 CRM in the auto industry ($150M+ exit), and founded Stackify
Built by a founder who has shipped and sold real software
Full Scale was founded by Matt Watson, a four-time founder and CTO with 20+ years in software engineering. He co-founded VinSolutions, the #1 CRM platform in the auto industry, acquired for around $150 million, and founded Stackify, a developer-tools company he later sold. He also wrote Product Driven, the engineering-leadership method every Full Scale engineer is trained on.
Full Scale exists because Matt kept hitting the same wall as an operator: good products stall when you can't hire and keep good engineers. That is the problem we solve, and it is why we vet for the senior, product-minded engineers most staffing shops never find.
Engineers experienced across the HR-tech stack
We don't sell you a pre-built product. We staff engineers who have shipped in these domains before and know where the employee-data and compliance landmines are.
HRIS & HCM platforms
Core people systems, org and position management, time and attendance, and the integrations that tie an HCM suite together.
ATS & recruiting
Applicant tracking, candidate sourcing and pipelines, interview scheduling, and onboarding workflows that hand off cleanly to HRIS.
Payroll & benefits
Payroll engines, tax and deduction calculation, benefits administration, and the reconciliation that keeps every paycheck right.
Performance & engagement
Goal and OKR tracking, performance reviews, continuous feedback, and engagement surveys that managers actually use.
Employee self-service portals
Self-service portals and mobile apps for pay stubs, PTO requests, benefits enrollment, and personal-data updates.
People analytics
Workforce dashboards, attrition and retention models, headcount planning, and the data pipelines behind them.
Engineers who treat employee data like the liability it is
HR software holds the most sensitive data a company owns. Our engineers have worked inside environments where a leaked record is a breach notification and a missed access control is an audit finding, and they treat data protection as an architecture decision, not a checkbox at the end.
The HR specialists on our bench
Backend engineers
.NET, Java, Python, Node
Frontend engineers
React, Angular, TypeScript
Integration engineers
Payroll, HRIS, SSO, APIs
Data / analytics engineers
Pipelines, reporting, models
Mobile (self-service apps)
iOS, Android, Flutter
Security engineers
AppSec, PII, audit readiness
QA automation
Test coverage for pay & data
Solutions architects
System & data design
The HR stack our engineers work in
Backend
Frontend
Mobile
Data
Cloud & DevOps
Integrations
Why most offshore HR-tech teams fail, and how to not be one of them
The mistake isn't going offshore. It's hiring the cheapest developer you can find and hoping data security sorts itself out. I call that cheapshoring, and in HR software it's how you end up with a leaked employee record and a rewrite.
People software is unforgiving. You need engineers who understand that a payroll rounding error is a wage claim and an over-permissioned record is a breach. That's a hiring bar, not a rate, which is the whole reason we accept under 3% of applicants and train every engineer on the Product Driven method.
From call to coding in 7 days
- 1Tell us the HR-tech roles and stack you need
- 2We match pre-vetted engineers from our bench
- 3You interview and pick your team
- 4They start in your standups, repo, and roadmap
HR Software Development Services, answered
- Do your engineers have HR-tech and employee-data experience?
- Yes. We staff engineers who have shipped HRIS, payroll, recruiting, and people-analytics software, and treat PII protection and access control as architecture decisions, not a checkbox.
- Is this a fixed-bid project or a dedicated team?
- A dedicated team. We are a staff augmentation partner, so you get engineers embedded in your team at $35/hr, not a turnkey project quote.
- How fast can an HR-tech team start?
- Seven days from the first call to engineers in your standups, drawing from a pre-vetted bench.
- Who owns the code and the IP?
- You do, from day one. Our engineers work in your repositories under your process.
Staffing engineering teams across every industry
HR engineering guides
SaaS software development services
How we staff engineers for multi-tenant SaaS products.
Fintech software development
The payroll and benefits side of HR meets money software.
Staff augmentation vs. a dev shop
Why owning the team beats handing off the build.
Cheapshoring: the HR-tech version
Why the cheapest developer is the most expensive.