Version française HR teams are buried in administrative work while talent development and engagement go under-resourced.
Human resources departments at growing organizations face a widening gap between what HR teams are asked to do and the tools available to do it. Payroll, compliance, onboarding, performance management, learning and development, and workforce analytics each demand dedicated attention — but most HR teams are still managing these functions through disconnected point solutions, spreadsheets, and manual processes that don't scale. Kiloctet builds HCM platforms that bring these functions together, automate the routine, and give HR leaders and managers the data they need to make informed decisions about the organization's most important asset: its people.
Technologies & platforms we use
A central system of record for all employee data — personal information, job history, compensation, benefits enrollment, documents, and organizational chart position — replacing disconnected spreadsheets and paper files with a single, access-controlled digital record. Configurable fields adapt to your organization's specific HR data model and local employment law requirements. Self-service tools allow employees to update their own data, reducing the administrative burden on HR teams for routine information maintenance.
A customizable recruitment platform managing job posting, application collection, candidate screening, interview scheduling, offer management, and hiring decision tracking from a structured pipeline interface. Integration with job boards, LinkedIn, and your careers page ensures all applications flow into a single inbox regardless of source. Analytics on source quality, time-to-hire, and conversion rates by stage give recruitment managers the data to continuously improve their hiring process.
Digital onboarding workflows that guide new hires through document signing, policy acknowledgments, equipment requests, IT account provisioning, and introductory training before their first day, so they arrive informed and productive. Automated task checklists ensure every step — from contract execution to badge activation — is completed on time with appropriate reminders and escalations. Offboarding workflows handle access revocation, equipment return, exit interviews, and knowledge transfer documentation in a structured, auditable process.
A structured performance management system supporting goal setting aligned to company OKRs, continuous feedback exchanges, mid-year and annual review workflows, calibration sessions, and performance improvement plans. Managers and employees have visibility into goals and progress throughout the year rather than only at formal review points. Historical performance data informs compensation decisions, promotion recommendations, and succession planning with objective evidence.
An integrated LMS and skills development platform where HR teams assign mandatory and elective training, employees access self-paced content, and managers track their team's development progress. Skills gap analysis tools compare current workforce capabilities against strategic requirements and surface targeted development recommendations. Integration with external training providers and certification bodies allows external learning to be recorded alongside internally developed content.
Central employee data platform covering records, org charts, documents, and self-service for HR and employees.
Recruitment pipeline management covering job posting, application collection, screening, interviews, and offer management.
Automated pre- and post-hire workflows covering document signing, IT provisioning, and introductory training.
Goal setting, continuous feedback, review cycles, and calibration tools aligned to organizational OKRs.
Assigns, delivers, and tracks employee training completion for mandatory compliance and elective development.
Automates payroll calculation, tax compliance, payslip generation, and compensation review workflows.
Collects regular feedback on employee experience, satisfaction, and engagement with anonymized analytics.
Aggregates HR data to surface insights on attrition risk, diversity metrics, headcount trends, and people costs.
HR teams in growing organizations spend a disproportionate share of their time on administrative tasks — maintaining employee records, processing onboarding paperwork, preparing reports, and answering routine employee queries. Automating these workflows with self-service tools and structured processes typically returns 30–50% of HR team capacity for higher-value activities like talent development, organizational design, and employee relations. This reallocation of capacity is often the most immediate and measurable benefit of HCM system investment.
Employment law compliance — contracts, working time records, mandatory training, disciplinary processes, data protection for employee records — is complex and varies significantly across jurisdictions. HCM systems that enforce compliant workflows, maintain comprehensive records, and automate regulatory reporting reduce the risk of accidental non-compliance that can result in employment tribunal claims or regulatory investigations. Digital records also provide the documented evidence needed to defend employment decisions if challenged.
Structured recruitment processes with clear pipeline visibility, consistent candidate evaluation frameworks, and data on what sources and approaches generate the best hires enable progressive improvement in hiring quality over time. Similarly, performance management systems that provide regular feedback and clear growth paths improve retention by addressing the most common driver of voluntary attrition — the feeling of being unseen or having no path forward. Organizations that invest in talent management infrastructure consistently outperform peers on employee tenure.
HCM analytics that surface metrics like attrition risk by team, time-to-hire by role, training completion rates, and diversity representation across levels give HR leaders and senior management the data to make people decisions with the same analytical rigour applied to financial and operational decisions. Early identification of flight risk employees allows targeted retention interventions before good performers leave. Workforce planning models informed by data reduce both overstaffing costs and the business disruption caused by talent gaps.
Employees who can access their payslips, request leave, update personal information, complete training, and receive feedback through a simple, well-designed platform experience a materially better HR service than those navigating paper forms and email chains. Employee experience quality is a measurable driver of engagement, and engaged employees are more productive, produce better quality work, and stay longer. The investment in HCM platform quality has a direct return through workforce performance.
Growing businesses that have outgrown spreadsheet-based HR and need a proper HRIS to support headcount growth.
Corporate HR teams at large organizations needing bespoke workflows, complex org structures, and advanced analytics.
Agencies managing candidate pipelines, contractor placements, timesheet collection, and client reporting at scale.
Consulting, legal, and accounting firms where people are the product and talent management is a strategic priority.
Companies managing large hourly workforces with shift scheduling, time-and-attendance, skills tracking, and compliance needs.
Multi-site businesses managing high-turnover workforces with part-time scheduling, onboarding at volume, and compliance requirements.
Companies building new HR products — benefits platforms, engagement tools, recruiting software — that need a development partner.
Businesses managing employees across multiple countries with different employment law, payroll, and reporting requirements.
Ready to build the HR platform your people and your business deserve?
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