HR & Recruitment.
Hire faster without hiring worse.
Drema builds HR and recruitment technology: applicant tracking, structured interviewing, onboarding, performance and the integrations that keep employee data consistent across payroll and access systems. Where AI is used in screening we build the audit and bias controls alongside it, because this is a domain where a quiet model error has legal consequences.
What this sector
actually deals with.
Candidates disappear into a black hole and the employer brand pays for it. Screening is inconsistent between interviewers. Onboarding is a checklist emailed to IT. Employee data is re-entered into payroll, access and benefits systems separately, and drifts apart.
Systems this sector
keeps needing.
The parts of a hr & recruitment platform that carry the weight. Not everything at once — we build the one that unblocks you first.
Applicant tracking
Pipeline, scheduling and structured scorecards replacing inbox-based hiring.
Screening support
Ranking against explicit criteria, with reasons recorded and reviewable.
Onboarding automation
Documents, accounts, equipment and training triggered from one hire event.
Performance and review cycles
Goals, check-ins and calibration with a usable history.
HRIS integrations
One employee record propagating to payroll, access and benefits systems.
Where the work
pays for itself.
The problems hr & recruitment teams bring us most often. If one of these is costing you money today, it is worth a conversation.
High-volume hiring
Screening thousands of applicants without losing the good ones.
Candidate experience
Status visibility and timely responses that protect employer brand.
Structured interviewing
Consistent criteria and scorecards that make decisions comparable.
Joiner-mover-leaver automation
Access granted and revoked reliably, which is also a security control.
Not on this list? Sector problems rarely fit a template — tell us yours.
What shapes a build
in this sector.
These are the things a generalist team discovers late and prices badly. We design around them from the first week.
- Candidate data consent and retention limits
- Demonstrable non-discrimination in automated screening
- Payroll and statutory integration accuracy
- Background verification handling and consent
How we usually
engage here.
The services hr & recruitment clients most often start with.
HR & Recruitment
questions.
Straight answers, including where we are not the right team.
Can AI screen candidates fairly?
It can rank against explicit, job-related criteria and record why. It cannot be trusted to infer merit from a CV unsupervised — models learn historical bias from historical hiring. We build screening as assistive ranking with recorded reasons and human decisions, plus monitoring of outcomes across groups.
Can you integrate with our payroll system?
Yes. A single employee record propagating to payroll, access and benefits is usually where the biggest time saving is, and it removes an entire category of data-drift errors.
How do you handle candidate data retention?
Consent captured at application, defined retention periods, and automated deletion when they expire. Indefinitely retained candidate databases are a growing liability.
Should we build or buy an ATS?
Buy, in most cases — the market is mature. Build where your hiring process is genuinely unusual, at a volume no product handles, or where the ATS must sit inside a larger internal platform.
Building for hr & recruitment?
Bring the problem as it actually is, constraints included.
You will get a straight answer on whether we are the right team.