Smart Solutions, Real Impact
Your Vision, Our Craft
Connecting Your World
Mobiloitte delivers all-in-one HR software applicant-tracking tools, onboarding suites, payroll engines, and clear analytics dashboards so HR leaders automate busywork, fill roles quicker, and give every employee a smooth, “customer-grade” experience.
Auto-post jobs, parse résumés, schedule interviews, and nudge candidates. Pipeline charts reveal bottlenecks; hiring managers stay in sync.
Digital offers, e-signatures, gear requests, policy sign-offs, and first-day checklists. Automated offboarding locks accounts and recovers assets.
One screen for profiles, org charts, leave, attendance, and reviews. Role-based access keeps sensitive fields safe; self-service slashes tickets.
Multi-country taxes, direct deposits, payslip portals, and enrolment flows. APIs feed live data to finance and ERP systems.
Mobile clock-ins with geofencing, overtime alerts, and shift swaps; data syncs straight into payroll.
Custom course libraries, certification tracking, and role-based learning paths. Prep teams for the next step.
Automated interview scheduling cut time-to-hire 40 % for a 3 000-employee retailer.
Multi-country payroll errors dropped 92 % processing time shrank from three days to four hours.
Employee self-service trimmed HR support tickets 35 % in two quarters at a fast-growing startup.
“Mobiloitte’s HR SaaS keeps reviews on time, data clean, and audits painless.” VP People Ops, global SaaS company
We start with a discovery sprint to find your top three problems: slow hiring, manual payroll, and poor data visibility. Then we send you a pilot that pays back quickly.
Our teams put senior architects together with HR SMEs and compliance experts. You get platforms that take into account policy details and the user experience.
Take only what you need: ATS today, payroll tomorrow, and learning next year. Thanks to clean domain-driven APIs, you can swap out parts without having to replatform.
Encryption, tokenization, single sign-on (SSO), multi-factor authentication (MFA), and constant monitoring are all standard features. We connect the labor laws, tax tables, and data residency for each area where you do business.
Playbooks, training, and help within the app make sure that teams really use the system. We keep track of adoption KPIs and make changes until there is no more friction.
Loading projects...
Failed to load projects. Please try again.
Are you ready to make HR administration have a big impact and make recruiting a competitive edge? Book your free People Ops Acceleration Session today. Mobiloitte's HR software development experts will help you hire faster, pay smarter, and keep employees engaged for the long term.
Mobiloitte maps out your hiring process and then adds pre-made modules for analyzing resumes, scheduling interviews, and signing offers electronically. A single candidate profile streamlines the process from sourcing to onboarding, while role-based dashboards reduce the need for repetitive emails. You can use open APIs with your job boards and background-check vendors without being locked into one suite. Let our consultants make a prototype pilot and see how many hours recruiters save.
Certified privacy engineers integrate consent collection, data-minimisation controls, and one-click privacy into an ATS core with modular CV search and pipeline analytics. Audits pass without fear because continuous compliance scans adjust to new EU or national regulations. See how we keep talent data legal and accessible in a blueprint session.
Our plug-in AI employs skills graphs and work sample scoring to rank applicants. Then it runs bias detectors to find any demographic skew before the shortlists are sent to managers. Explain-why cards make each recommendation clearer, which is what the EEOC says to do. Early adopters say that making a shortlist is 25% faster and that the lists are more diverse. Set up a sandbox with last quarter's requests to see how well lift works.
Yes. A lightweight app assembled from e-forms, policy videos, and micro-learning modules guides hires through tasks before their start day. Digital badge pickup and IT ticket triggers sync instantly with your existing ID and asset systems, cutting desk-setup chaos. Preview the journey with your branding in a rapid prototype.
Choose Mobiloitte for GDPR-compliant applications? Our calendar-matching service instantly checks interviewer availability, time zones, and room resources and sends applicants self-serve links. We utilize Slack bots to automatically fill in gaps and deliver delayed feedback. Recruiters save six hours per req. Recreate your panel complexity with a demo. Do tracking systems fail?
Mobiloitte's analytics module ingests HRIS, pulse survey, and KPI feeds, then spots flight-risk patterns months ahead. Actionable cohorts route to managers with suggested interventions, trimming churn by 5-8 % in pilots. Models retrain quarterly and surface only privacy-safe insights. Schedule a data-readiness review to explore quick wins.
A connection layer built once and utilized often streams real-time employee data between payroll, benefits, and the HR platform. Role-based views link finance and HR, while validation rules prevent mismatched IDs. This results in faster period closure and fewer issues with duplicate entry. Please discuss your integration map with our tech leaders.
An MVP can be shipped in 8 to 10 weeks if you use our already prepared connectors, such as job board feeds, email triggers, and webhooks, along with custom requisition logic. Weekly stakeholder playbacks help guide pivots early on, and CI/CD keeps improvements coming after launch. Set aside a sprint slot to get ahead of your next hiring rush.
Build uses AES-256 to encrypt PII at rest, restricts access to only the necessary roles, and maintains unchangeable audit logs. Self-service portals let employees see or delete data whenever they want, which is in line with HIPAA for health information and CCPA for California hires. A 24×7 SOC can respond to problems in minutes. Talk to a security expert about our checklist.
Plan on about 22 weeks: 4 weeks for discovery and mapping of local regions, 12 weeks for building modules and integrating them, and 6 weeks for phased region launches with training. Weekend cutovers keep payroll cycles safe, and both systems run until KPIs are stable. Our PMO makes sure that milestones line up with fiscal calendars.
We start by looking at the cost per hire, the workload of the recruiter, and the number of people who leave early. Then we link each sprint to measurable changes, such as fewer days of vacancy and less time spent on automation. Dashboards predict when the money will come back; most companies break even in 9 to 12 months. If necessary, independent auditors check the numbers. Book a ROI clinic to enter your numbers.
Pick contracts that are based on milestones for specific phases or deals that are based on cost-per-hire or retention gains. After the launch, 24/7 support tiers, quarterly optimization sprints, and role-based training keep the tools up to date. A success manager keeps an eye on KPIs and guides the roadmap. Our finance team helps make sure that the structure fits the budget cycles.
Didn't get your answer? Feel free to Send us an Email