Custom software
Systems built for how your business actually runs, replacing the spreadsheets and workarounds holding it together.
How it worksAll industries
Services and delivery
Your margin is the gap between two payrolls.
Deployment against contracts, attendance captured at site, statutory records per worker, and client billing reconciled against the payroll cost it has to cover.
Where the standard system leaves the cost in place.
Manpower, security, housekeeping, and facility contractors run a business with a very thin spread and two very large numbers either side of it. One is what the client is billed for people deployed. The other is what those people are paid, plus contributions, plus the cost of the ones who did not turn up and had to be covered. Both are assembled monthly, by hand, from attendance registers at sites the office never sees, and the margin is whatever is left. The statutory exposure sits on top: as the employer of record you carry obligations the client will be asked about first. In this sector the leaks are small, constant, and almost always in the client's favour.
- Contracted headcount, shift pattern, skill category, and rate live in an agreement, while actual deployment lives in a supervisor's WhatsApp messages.
- Attendance is recorded in a register at site and typed into a sheet days later, so billing and payroll are built from two separately transcribed copies of the same facts.
- Absence covered by a replacement is paid for twice and billed once, because the substitution never reached the billing record.
- Statutory registers, contribution records, and wage evidence are assembled per site when an inspection or a client audit demands them.
- Margin is known at company level and not per contract, so a site that has been losing money for a year looks like a healthy customer.
Built for staffing and facility services.
Built on the same core our products run on, extended with the records and rules this sector is actually judged against. These are scopes we build and integrate, not shelf modules with a licence key.
Contracts and deployment plan
Client contracts holding required headcount by skill, shift, and site, with billing rates and statutory components stated, and the planned deployment derived from that rather than maintained separately.
Attendance at the point of work
Shift-level attendance captured at the site by supervisor, biometric device, or geotagged check-in, feeding billing and payroll from one record instead of two transcriptions. This is the single change that closes most of the leak.
Absence, replacement and overtime
Substitutions recorded as what they are, so cover is billed to the contract that consumed it, and overtime is authorised against a rule rather than settled in arrears.
Statutory registers and contributions
Worker records, wage registers, and contribution computation maintained continuously per establishment and per contract, so a return is generated rather than reconstructed.
Client billing from attendance
Invoices raised from deployed and attended man-days against the contracted rate, including statutory components and service charge, with deductions and penalties applied against the clause they arise from.
Contract margin
Billed value against the full cost to serve per contract and per site, including wages, contributions, uniform, equipment, and supervision, which is the only view that shows which sites are worth keeping.
What it has to be able to prove.
Compliance fails when it is a parallel activity. These obligations are carried by the system that runs the operation, so the evidence exists because of how work was recorded rather than because someone assembled it afterwards.
Contract labour obligations
Licences, registrations, worker registers, wage records, and the evidence a principal employer is entitled to ask for, held per establishment and per client contract rather than compiled the week an inspection lands.
Provident fund, insurance and minimum wages
Contributions and wage floors computed from the attendance and category records already in the system, with the scheduled employment rate applicable to that state and skill class applied rather than remembered. The computation is the system's job; the filing stays yours.
Client audit and worker data
Deployment, attendance, and compliance evidence producible per client on demand, and the personal data of a large and changing workforce held with access control and retention that can be explained under the Digital Personal Data Protection Act.
What it runs on.
The sector layer is built. The operational core underneath it is not a proposal: it is running in production with clients today.
ERPMachERPLiveContracts, deployment, attendance, statutory computation, billing, and finance in one flow. As with professional services this is a single-product stack, because a manpower business holds no inventory and naming a second system here would be decoration.See what it does
What it returns.
Cover gets billed as well as paid
Replacements are recorded at the site, so the man-day that was paid for reaches the invoice that should carry it.
One set of attendance behind both numbers
Payroll and client billing derive from the same record, which removes the monthly reconciliation between them entirely.
Margin visible per site
Full cost to serve against billed value, contract by contract, so an unprofitable site is a decision rather than a discovery.
Where this normally starts.
Which of these applies depends on how well the constraint is already understood. A review that finds the real one usually turns into a build.
Data and reporting
Turning scattered records into dependable, current reporting that leaders can act on rather than argue about.
How it worksQuestions we actually get asked.
Our sites have no computers and supervisors barely use apps.
Then capture goes where the work is, in the simplest form that survives it: a supervisor marking a shift on a phone in a few taps, a biometric or card device where the client already has one, or a geotagged check-in. What has to stop is the register being typed up in the office days later, because that is the step where billing and payroll start disagreeing.
Can this replace our payroll software?
It can, but that is rarely where we start. The expensive problem is upstream: attendance, deployment, and the link to client billing. We build that first and feed your existing payroll from it, then look at whether replacing payroll adds anything. Often it does not.
Does the system make us compliant?
No software can, and anyone claiming otherwise is overselling. Compliance is a legal determination. What the system does is compute contributions and wage floors from real attendance and category data, keep the registers current, and make every answer retrievable when an inspector or a principal employer asks. That is the part that is normally missing.