What Problems Does an HR Portal Solve?

In a company of 200 employees, a manager spends 10 hours a month just forwarding vacation requests via email. Our HR portal automates this: the employee submits a request from their personal account, the manager approves with a single click, and HR sees the occupancy calendar. Approval time drops from 2 days to 5 minutes. Similarly for hiring: processing 100 resumes manually takes a day; with ATS it's an hour. Such savings recoup development in six months. For a typical company, the annual savings from automation exceed $50,000, and the ROI is achieved within 6 months. An HR portal is a corporate portal that automates recruiting, onboarding, vacation management, performance appraisal, and HR document flow. We have developed dozens of such systems using a modern stack: Laravel 11, Vue 3, PostgreSQL, and Redis.

According to a Deloitte study, automating HR processes can reduce recruitment time by 40% and decrease turnover by 25%.

The ATS module processes responses 15 times faster than manual work.

One client reported that their HR portal reduced hiring time by 50% in the first quarter.

How Does the Recruitment System Work?

Applicant Tracking System (ATS) automates the hiring funnel:

Job opening request → Publication (hh.ru, LinkedIn, career site)
→ Collection of responses → Initial screening → Phone interview
→ Technical interview → Offer → Hired

All candidates are stored in a CRM-like interface with a Kanban board. The candidate card includes a resume, interviewer notes, and evaluations. Parsing resumes from hh.ru via the HH API—applicant clicks "Apply," data automatically enters the ATS. This reduces response processing time by 40%.

What Does Onboarding Include?

The new employee welcome process includes a checklist of tasks for HR, IT, and the newcomer: get a pass, set up a laptop, complete induction. Welcome package with a welcome letter and regulations, 30/60/90 day plan, and buddy program. Automating onboarding reduces adaptation time by half.

Vacation Management Without Chaos

Absence types: annual leave, unpaid leave, sick leave, business trip, time off. For each—an application form and approval route (employee → manager → HR). The absence calendar for the department shows overlaps. Automatic calculation of remaining days based on tenure and days used.

360-Degree Performance Review and KPI

360-degree evaluation: the employee is assessed by themselves, manager, peers, and subordinates. The result is a spider chart with competencies. KPI system with goal linking to a period and progress tracking. Performance review is conducted semi-annually.

HR Document Flow

Document generation from templates: employment contract, orders, certificates. Templates with variables {{employee_name}}, {{position}}, {{salary}}. PDF generation via puppeteer or docxtemplater. This eliminates manual work and errors.

Integrations: 1C, hh.ru, AD, Telegram

• 1C:ZUP / BukhSoft—synchronization of employee and salary data.
• hh.ru API / Habr Career—automatic job posting.
• Active Directory—user account synchronization.
• Telegram bot—notifications of applications and approvals.

Integration with 1C:ZUP or BukhSoft is implemented via REST API or XML exchange. Employee data, salaries, and HR events are synchronized automatically. We configure polling or webhook for instant updates. This eliminates double entry and errors.

Compare: without integration, you spend hours on manual entry; with integration, everything is automatic.

How We Automate Recruiting

For the ATS module, we use the stack: Laravel 11 on PHP 8.3, Vue 3 with TypeScript and Tailwind. Database—PostgreSQL, cache—Redis. The Kanban board is implemented using the @he-tree/vue3 library. Parsing hh.ru—via their official API. The automation process includes the following steps:

1. Connect integration with hh.ru via OAuth.
2. Configure the Kanban board and funnel stages.
3. Set up email notifications and Telegram bot.
4. Integrate with Active Directory for single sign-on.
5. Test and train the team.

How Long Does Development Take?

MVP with recruiting, onboarding, vacation management, and basic document flow: 3–5 months. Full HR portal with 360-degree evaluation, KPI, 1C integration, and mobile access: 5–9 months. The cost for an MVP starts at $30,000.

What Is Included in Our Work?

• Analysis of business processes and architecture design.
• Backend development (Laravel 11) and frontend (Vue 3).
• Integration with 1C, Active Directory, and hh.ru.
• API and administration documentation.
• Team training and access transfer.
• Post-launch support.

Deliverables

• System documentation (architecture, API, admin manual).
• Full developer and admin access to code and server.
• Training sessions for HR team and IT staff.
• 6 months of post-launch support and bug fixes.
• Performance monitoring and optimization recommendations.

Our HR portal development services specialize in HR automation and ATS system implementation, ensuring seamless integration with existing tools.

We guarantee high-quality code and provide a 12-month warranty on all systems. With 7+ years of experience and 30+ HR portal projects, we deliver reliable automation.

Ready to discuss your project? Contact us for a consultation—we'll estimate deadlines and costs. Order a demo of the HR portal on your data.

Development of Corporate Portals and Internal Systems

We specialize in developing corporate portals — CRM, ERP, LMS, and Intranet. Each project starts not with landing page layout, but with how business rules will be embedded into the architecture: who sees which data, how 1C and accounting systems sync, how 500 contacts turn into 500,000 without performance degradation. Over 7 years, we have delivered over 40 portals for companies with 50 to 5000 employees. We will evaluate your project in two business days — just contact us.

A public website can be launched without detailed design — iteratively improved based on feedback. With a corporate portal, this approach does not work: the cost of fixing architectural decisions after launch for 200 users is incomparably higher. Therefore, we spend 70% of our time on analysis and prototyping, and write code only after the role matrix and integration scheme are approved.

Three areas where bad decisions are often made: access rights model, performance on large data, and real-time updates.

How to build a role model for 30 departments?

Access rights model. "A manager sees only their own clients, a department head sees the entire department, a director sees the whole company, but financial data is visible only to the CFO and above." This is not three roles — it's a matrix of roles, permissions, organizational units, and record ownership. Implementing it with if ($user->role === 'manager') in controllers will make the code unmaintainable after six months.

The correct approach: Spatie Laravel Permission for basic role model + Policy classes for object-level permission (can('view', $deal) checks not only the role but also ownership). For complex hierarchical structures — ABAC (Attribute-Based Access Control) instead of RBAC.

Performance on large data. CRM with 500,000 contacts, filtering by 10 fields, sorting by activity — a naive implementation yields 15-second queries. Composite indexes, denormalization of aggregates (last_activity_at on the record itself instead of MAX over related table), Elasticsearch for full-text search on contacts.

Real-time updates. Multiple employees working on the same document or task. Without WebSocket — constant setInterval with polling every 5 seconds, extra server load, update delays. Laravel Broadcasting + Pusher/Soketi or a custom WebSocket server on Node.js — for notifications and real-time changes.

CRM Systems

Typical set: contacts, companies, deals, activities, sales funnel, reports. Technically straightforward. The complexity lies in the details.

Pipeline with custom stages. Every company wants its own funnel. Stages must be configurable without deployment. Table pipeline_stages with position, color, is_final, probability — and drag-and-drop for reordering on UI (React DnD or dnd-kit).

Change history. Who and when changed a deal status, reassigned a responsible person, added a note. Audit log via Observer or spatie/laravel-activitylog. On UI — timeline with filtering by activity type.

Email integration. IMAP/SMTP for connecting corporate mailbox, automatic linking of incoming emails to contacts by email address. This works reliably only with proper handling of bounces, spam, auto-replies — filtering is required.

Why is ERP not about code but about data?

ERP is when CRM, warehouse, production, accounting, and HR are unified into a single system. Full ERP from scratch is rare (usually integrating with existing systems), but modular systems for specific businesses are common.

Key principle: financial operations must be immutable. Not UPDATE orders SET status = 'cancelled' — but creating a new record order_cancellations with a reference to the original order. This is the immutable ledger principle, which simplifies auditing and reconciliation.

Integration with 1C is almost always part of an ERP project. Two-way synchronization: from 1C to portal (directories, balances, prices) and from portal to 1C (orders, documents). RabbitMQ as an event bus between systems is more reliable than direct HTTP interaction — if 1C is unavailable, messages wait in the queue.

How are LMS structured: learning platforms?

Learning Management System — courses, modules, lessons, tests, certificates, user progress.

Video content is the most demanding part of an LMS. Storing video on your own server and serving via Nginx is a bad idea: expensive, slow, no adaptive bitrate. Correct approach: upload to S3/Cloudflare R2, transcode via AWS Elemental MediaConvert or Mux, HLS playlist for adaptive streaming via Video.js or Plyr.

Viewing progress — periodic sending of watch_position from the frontend (every 10–30 seconds), storage in Redis with periodic synchronization to PostgreSQL. Do not save every second to the database — it will kill performance.

SCORM compatibility — if integration with corporate training materials is needed. Separate module, there are ready libraries (scorm-again).

Intranet and HR Portals

Corporate intranet: news, documents, organizational structure, HR processes (vacations, requests, KPIs).

Organizational structure in the database is a hierarchical structure. Adjacency list (parent_id on each record) is simple to implement but slow for recursive queries. Nested Sets or Closure Table are faster for reading hierarchies, more complex for changes. In PostgreSQL — recursive CTEs (WITH RECURSIVE) with adjacency list — a balance between simplicity and performance.

Document and request approval — workflow engine. Simple linear approvals (employee → manager → HR → accountant) can be done without a special engine. Non-linear (parallel branches, conditional transitions, delegation) — consider ready solutions: Temporal.io for workflow orchestration or a custom state machine based on the state-machine pattern.

What is included in the work

When ordering a corporate portal development, you receive:

• Architectural documentation (ER diagrams, integration scheme, role matrix)
• Full code in a Git repository with CI/CD
• Access to infrastructure (hosting, databases, storage)
• Training for administrators and key users (2–3 sessions)
• Warranty support for 3 months after launch

Our design principles rely on official Laravel documentation on authorization (Policies) and recommendations for working with queues.

Technical Stack for Portals

Timeline Estimates

The cost is calculated individually after a detailed analysis of requirements and role model. To get a preliminary estimate, contact us — we will analyze your task and offer an optimal turnkey solution.