TALENTTECH
HRM Systems

HR software shaped to your process

Every licensed HR platform assumes a company that works a certain way. When yours does not, the gap gets filled by side agreements, shared documents and one person who remembers how promotions really work. We build the system that holds all of it properly.

Discuss Your Requirements → What's Included

When building beats buying

Often it does not. Configuring an existing product is cheaper and faster, and we will say so. These are the cases where it stops being true.

Employee operations workflow with request stages, cycle times and SLA health

Your process is the differentiator

If the way you hire, grade and promote is a deliberate choice rather than an accident, a generic workflow engine will quietly flatten it back to average.

The data has to join up

When headcount, compensation and performance need to sit in one model rather than three products connected by nightly exports, owning the schema matters.

Licence cost outgrew the value

Paying per seat for modules you never open is a subscription to someone else’s roadmap. Past a certain headcount the arithmetic stops working.

Compliance is specific

Data residency, retention rules and audit requirements that vary by country are far easier to satisfy when you control where records live and how long they stay.

What we build

A starting menu, not a checklist. Which of these you need comes out of the first two weeks, and it is never all of them at once.

Time off request Awaiting second approval
Time off request with policy checks, team coverage and a multi-step approval chain
Five days of annual leave, checked against the policy and the rest of the team before it reaches a manager. The approval chain is visible to everyone on it, which is what stops the chasing emails.

Org structure & roles

Departments, reporting lines, dotted-line managers, cost centres and legal entities, modelled properly, including messy cases like shared services and matrix reporting.

Employee lifecycle

Onboarding, transfers, promotions, leave and offboarding, each a tracked process with owners, states and deadlines rather than an email thread.

Approvals & workflow

Multi-step approval chains with delegation, escalation and a full audit trail, so "who signed off on this raise" still has an answer months later.

Reviews & goals

Review cycles, calibration, goal tracking and competency frameworks, configured to your rating scales rather than a vendor's opinion about them.

Integrations

Payroll, accounting, identity providers, ATS, messaging. Single sign-on and automated provisioning so joiners and leavers propagate on their own.

Access & audit

Granular permissions down to the field, because salary and performance notes should not be visible to everyone who can open an employee record.

Where it connects

The HRM ends up holding the clean record of who works here, at what grade, under which manager. Everything else we build reads from it.

Compensation Analytics

Grades and headcount come from the HRM; benchmarks and budget scenarios come from the analytics platform. No export step between them.

AI Engineering

Once the record is clean and permissioned, assistants and agents can answer HR questions against it without leaking data across roles.

Bring us the messy version

Show us the process as it actually runs, spreadsheets and side agreements included. We will come back with what a system needs to cover, and which parts you would be better off leaving alone.

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What it costs

Discovery €4,800 fixed, build from €38,000, optional monthly support from €1,900.

See the stages and what each one includes