We were founded not to write HR software, but to fix a job that was broken
We started in 2019 with a single observation: HR teams in Türkiye were spending their time not on the work itself but on moving data from one place to another. Everything we have done since has been about removing that.
Since 2019 • Head office: Kadıköy / Istanbul • Specialists in shift-based, multi-site operations
The three things we set out to solve were the same
The founding story is not a slogan but three concrete situations we ran into again and again in the field.
HR data was never whole anywhere
Payroll sat in one program, leave in a spreadsheet, clock records in the device software. The same employee meant three separate records in three separate places.
Foreign software did not know the legislation
Severance, notice pay, weekly rest days and social security filings are specific to Türkiye. Global products either did not calculate them or wanted an add-on.
Field employees could not get in at all
Housekeeping in a hotel, shift workers in a factory, crew on a ship… HR software was designed for the person at a desk.
Each year we closed one gap
The product was not written in one go; what entered the system in which year is below.
- 2019
The start
- Work began on the idea of digitising HR processes.
- 2020
Needs analysis
- Interviews with HR professionals and businesses were completed and needs analysed.
- The product architecture for digital HR transformation was established.
- 2021
First development
- Initial development of the platform began.
- Module designs for core HR processes were drawn up.
- 2022
Pilot deployments
- The first pilot installations went live in the field.
- Solutions for recruitment, employee records and leave were developed.
- 2023
Mobile and self-service
- The mobile app and employee self-service went live.
- Enterprise integration and reporting infrastructure was strengthened.
- 2024
Module expansion
- ATS, performance and organisation management modules were added.
- QR access, attendance integrations, overtime and shift management went live.
- Adoption spread across companies in different sectors.
- 2025
AI and payroll
- An AI-powered assistant answering questions on company procedures and HR processes was released.
- Digital employee records, technical payroll and expense management joined the platform.
- Security infrastructure was strengthened for data protection compliance.
- 2026
One platformNow
- The move to an integrated structure gathering every HR process on one panel is under way.
- 2027 and beyond
Where we are heading
- To be among the leading AI-powered HR platforms in Türkiye.
- To grow in regional markets and digitise the employee experience end to end.
Our mission
To let companies of any size run their HR processes from one place, in line with legislation, in a way that includes the employee in the field. To free the HR team from moving data and return them to the work itself.
Our vision
To be the first HR platform that comes to mind for shift-based, multi-site companies; and to use AI not for show but as a layer that explains legislation and procedure to the employee.
Where we work
Our experience has concentrated in particular sectors. What they have in common: shifts, many locations, and most employees away from a desk. That is also where legislation bites hardest.
- Hospitality and tourism
- Maritime
- Logistics and transport
- Retail
- Manufacturing
- Facilities and field management
If you are in a sector that is not on this list we can still talk — we are simply being upfront about where our experience is concentrated.
Four principles, each tied to a behaviour
Every item corresponds to a daily decision: what we do not do while this principle holds.
Process first, software second
Moving a messy process into software as-is moves the mess along with it. We propose simplifying the flow before rollout; if the customer would rather not, we put in writing why we raised it.
We do not promise what we have not written down
Scope, timeline and price sit line by line in the proposal. Rather than waving off an integration we cannot build with “we’ll look into it”, we say it cannot be done.
Legislation is our job
We do not expect customers to track changes to the minimum wage, coefficients or official notices. When the law changes, we update the calculation.
The data belongs to the customer
We neither use data for marketing nor sell it to third parties. A customer who wants to leave can export their data; that is not a matter for negotiation.
You know the story — next is seeing how it works
Tell us about your own processes; together we will map which module covers what, and how the migration would be planned.