TECHNOLOGY FOR HR AND RECRUITMENT
ENOR builds HR systems, recruitment platforms and employee apps. From a candidate’s application to the employee record, requests and reporting, we create solutions that fit your organisation’s structure and the way it works.
Vacancy: Sales specialist · Central branch
Employee portal
Leave request
3 days · 12–14 March
StatusIn review
INTRODUCTION
CVs in email, files on several computers and paper requests make administration harder. Information is entered again, documents are searched for by hand and the status of an application or request often depends on one person.
At ENOR, we build systems that organise this information and link it to the right process. Candidates, employees, managers and HR specialists get access to the functions they need, according to their responsibilities.
Who we build for
TWO DIFFERENT NEEDS
Modules are chosen by business model. Not every project needs every function.
For HR departments
Managing employees, documents, requests, leave, schedules, professional development and internal processes.
For recruitment agencies
Managing candidates, clients, vacancies, interviews, submissions and placements.
HR SYSTEMS
Eight areas that can start separately and connect later in the same system.
Presence or recorded time is not the same as productivity.
Creating an access-removal task is not confirmation that access was removed; that confirmation is recorded separately.
If a full LMS is required, it is treated as a separate development area.
RECRUITMENT AND AGENCIES
Modules for teams that hire for themselves and for agencies that work for clients.
Staffing requests, descriptions, locations and owners.
CVs, documents, stages and communication history.
Schedule, participants, reminders and notes according to access.
Criteria linked to the role and review forms.
Offer status and a controlled hand-off to the employee record.
Companies, contacts, staffing requests and recorded agreements.
Controlled sharing of profiles with the client, by authorisation and process.
Periods, locations, role, availability and work confirmations.
Approved hours or services, agreed rates and export to the finance system.
The worker’s pay and the rate the agency bills to the client are different data and are kept separate.
A client’s access never exposes other clients’ candidates, documents or rates.
PAYROLL AND FINANCE INTEGRATION
Two approaches, depending on your systems and the scope of the project.
Option 1
Approved data on time, absences, allowances and expenses is passed to the relevant system.
Option 2
Built when it is part of the project, with rules defined and verified by the client’s responsible specialists.
We do not enter unverified tax rates or employment rules and do not promise automatic compliance in every country.
Approving payroll does not automatically make the bank transfer.
WEBSITES, WEB AND MOBILE
An internal system serves one organisation; a SaaS product serves several organisations with isolated data.
DIGITAL TRANSFORMATION
An illustrative example with a leave request.
How the request moves
Statuses
Successfully submitting a request does not mean it is approved.
History
Submit the request and go through the review: only the manager approves it.
AI AND AUTOMATION
AI helps with repetitive work; decisions about people stay with the responsible persons.
Use cases
For the assistant
Not presented as standard features
Any use of AI to screen candidates or assess employees needs its own analysis of suitability, transparency and the requirements of the market where it is used. AI suggestions are not objective or infallible decisions.
ROLES AND PRIVACY
Permissions are set by role, field and document. Technical administration does not automatically mean access to every HR document.
Employees see their own record, documents and requests.
Switch roles: see what each one can read or change.
Confidentiality does not come from signing an NDA alone; it relies on permissions, controls and history.
GPS and biometrics are not default time-tracking features.
INTEGRATIONS AND MODERNISATION
We verify APIs, documentation, authorisation and limits before promising a connection.
Possible integrations
Modernisation can include
We do not promise posting to or importing candidates from every job board, and we do not use unauthorised scraping as an integration model.
EURALBENOR designs, develops and integrates the solution. When needed, hosting services can be provided separately by EURALB, according to the requirements and the related agreement.
Explore EURALB servicesEURALB services
A standard web hosting plan is not automatically suitable for every HR platform. The solution and terms are set according to the requirements and the agreement with EURALB.
DEVELOPMENT PROCESS
Timeline and cost are set after the analysis, by modules, integrations and migration.
Users, processes and documents.
Phases and priorities.
Interfaces and access.
Features in phases.
Workflows and data isolation.
Existing data, verified.
Users ready to work.
As agreed.
For migration we check identifiers, duplicate records, documents, balances and the history that must be kept.
We do not give a fixed timeline or a universal cost; both depend on the project scope.
FAQ
Tell us how you manage staff, candidates and requests today. Together we will define the functions and the first phase of your solution.
What happens after your request
The success message appears only after the system has received your request.
OTHER INDUSTRIES
See how ENOR’s services can be adapted to other processes and business models.
Factories & ManufacturingOrders, production, materials, quality and deliveries, connected.
Commerce & eCommerceOnline stores, B2B portals and marketplaces connected to the business.
Travel & TourismBookings, packages, partners and traveller communication.
Transport & LogisticsFleet, deliveries, warehouses and operations tracking.
Financial Services & FinTechDigital products, payments and financial platforms.
Oil, Gas & FuelOrders, supply, depots and field work in one system.