50–70% less manual work for HR specialists, 70–85% of leave requests processed within 24 hours, and a 40–60% reduction in report preparation time.
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An internal HR and People Ops platform for a company with a large number of teams, roles, and management layers. The platform covers three core scenarios: employee profiles and training records — the source-of-truth view for everyone in the company; leave and day-off requests with statuses and named decision-makers; reporting by period or team, with PDF export for internal use (finance, leadership, audit). The system moves People Ops workflows into a controlled loop with explicit rules, full decision history, and a predictable SLA.
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A large UK game-development company with an enterprise-grade approach to internal operations — every business process is already organized at a high standard. With many teams and many management levels, time-off is a constant background flow, and even small delays or mistakes ripple into team-planning conflicts. The client deliberately avoided off-the-shelf HRM products: they needed a system that mirrored their internal logic one-to-one and could absorb a demanding multi-step approval cycle.
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Custom rules with no ambiguity
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Time-off policies had to be formalized end-to-end — required fields, valid statuses, the conditions under which a decision can be revised, and a clear way to record reasons and comments.
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Multi-level access structure
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Employee, lead, manager, and People Ops each had to receive different levels of access to data and actions — with no informal escalation paths.
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Request volume and SLA
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The system had to handle a high daily volume of small operations, where stuck requests immediately disrupt sprint planning.
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Reporting as a recurring need
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The client needed repeatable reporting packages — by period, by team, by status — that could be generated without manual assembly.
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Quality and change control
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The platform had to deliver enterprise-grade stability, clean edge-case handling, predictable interface patterns, and a transparent history of every change.
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We built a web platform with clearly described domain rules — where time-off operates as a controlled workflow, the employee profile acts as the system's source of truth, and report generation becomes a standard system operation rather than a one-off manual task. We designed the architecture to absorb high request volume, preserve a complete audit trail for enterprise requirements, and leave room to extend the rule set without rewriting the core.
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Time-off workflow as a controlled process
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We implemented each request as a domain object with defined fields (type, dates, day count, comment) and a lifecycle of Pending / Approved / Rejected. Approval logic ties back to roles and company rules: who can see a request, who can decide on it, and what counts as an error or an incomplete submission worth returning.
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Employee profiles as the source of truth
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We built a 360° employee card carrying personal and operational fields, role structure, contacts, and change history. The profile acts as the anchor for surrounding processes — manager visibility, People Ops access, and the link to leave requests and reporting.
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Training and learning records
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We added training and certification history to the profile so course completions, mandatory compliance training, and skills verification could be queried in the same workflow as leave and headcount data — no separate spreadsheet to chase.
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Roles, permissions, and audit trail
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We implemented access control at the level of both objects and actions, covering creation, viewing, and approval flows. We logged every key action — who changed a status, when, with what comment — so the typical "who approved this and when" disputes are eliminated.
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Reporting and PDF export
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We implemented report generation by period, team, and filters with PDF export, so People Ops could deliver formal reports to finance, leadership, and audit teams instead of screenshots or CSVs.
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Operational views for request control
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We added baseline process metrics — request volume, share of Pending items, period-over-period trends, and working views for daily People Ops use. This gives the team direct visibility into SLA performance and a fast way to find the points where requests get stuck.
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We started by collecting the real policies — leave types, required fields, valid statuses, who's responsible in which case, and which exceptions apply to specific teams or contract types. We also defined the boundary between a blocking error (request can't be created) and a clarification case (request goes back to the employee). That removed the ambiguity before any line of code was written.
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+1 Resource
The platform transformed time-off and the related reporting into a controlled workflow with explicit SLAs, statuses, and full decision history.
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manual People Ops work
of leave requests closed within 24 hours
time spent preparing reports
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