Design and development of secure workforce software for employee operations, contractor onboarding, and workforce permissions, with documented handoff for commercial teams and scoped government programs.
Businesses replacing spreadsheets and agency or prime-contractor teams that need workforce permissions, contractor onboarding, and clear operating documentation.
6–12 weeks for an initial release
$12,500
Published price is a commercial starting estimate, not a Schedule rate. Government work requires a separately negotiated SOW or task-order scope and price.
Government or federal contracting work is scoped and priced separately through a negotiated statement of work or task order; published prices are not Schedule rates.
Custom HRIS development is for a growing company whose employee records, onboarding, leave, approvals, benefits, or reporting workflows no longer fit spreadsheets or a rigid off-the-shelf platform. It also fits teams consolidating disconnected HR tools.
The trigger may be growth, an acquisition, a change in people operations, or a need to control sensitive employee data more deliberately. Discovery identifies the smallest useful release instead of promising a replacement for every system on day one.
Work starts with workflow discovery: who creates a record, who approves a change, which fields are sensitive, what managers can see, and which events must be auditable. These answers become a requirements map and a role model before screens are treated as finished design.
The initial release can cover employee profiles, onboarding tasks, leave requests, approvals, manager self-service, reporting, and carefully selected integrations. Data validation, permissions, retention expectations, and failure states are treated as product requirements rather than deferred cleanup.
Security is built into the architecture through least-privilege roles, protected data flows, explicit administrative actions, and reviewable changes. Integrations are scoped around real ownership and error handling so a payroll or identity connection does not become an unobserved trust boundary.
The delivery is an initial release, not a promise to implement every HR function in one pass. Payroll, benefits, legal policy, and employment decisions remain client-owned domains that may require specialist systems or advice.
For agency or prime-contractor workforce use, scope can define employee and contractor roles, sponsor and approver responsibilities, provisioning and offboarding evidence, data ownership, acceptance tests, and administrator handoff.
An initial release is typically six to twelve weeks. Government SOWs separately define modules, workforce and contractor roles, access, acceptance tests, and administrator handoff; $12,500 is a commercial starting estimate, not a government rate.
The project produces a usable foundation and the documentation needed for administrators and future maintainers.
A secure HR system benefits from deliberate review before and after build work:
It can replace a defined set of workflows, but the right boundary depends on modules, data migration, integrations, and operational readiness. Discovery identifies a safe initial release rather than assuming every HR function should move at once.
The design uses role-based access, explicit administrative actions, controlled integrations, and reviewable data flows. Exact controls depend on the requirements and systems in scope, and the client retains responsibility for policy and employment decisions.
Data migration can be included when the source structure, quality, and volume are understood. The plan covers mapping, validation, permissions, and a controlled cutover rather than treating an export as a complete migration.
The published $12,500 price is a commercial starting estimate for an initial release. Government work requires a separately negotiated SOW defining modules, workforce roles, integrations, acceptance tests, and administrator handoff.