Services · Mobile app development · AI recruitment tools
Codeeo delivers AI recruitment software development Dubai employers and agencies use to parse CVs in Arabic and English, shortlist against the real requirements of a role, schedule interviews over WhatsApp and email, and track each hire through offer, MOHRE work permit and onboarding. We design the screening so it supports Emiratisation goals, avoids the kinds of discrimination UAE labour law prohibits, and leaves every hiring decision with a person on your team.
A single role advertised in Dubai can draw applicants from dozens of countries within days. The software handles that volume so recruiters spend their time talking to the right candidates rather than opening attachments. It also keeps each applicant informed, which protects your employer reputation in a city where candidates talk.
200+ companies servedFrom a first store to an ADX listed developer
What the platform covers
Hiring in Dubai has steps that generic applicant tracking tools ignore: Emiratisation reporting, candidates already in the country on a visa versus those who need sponsorship, notice periods that affect start dates, and onboarding that runs through work permits, medical tests and Emirates ID biometrics before someone can be paid through the Wage Protection System. We build recruitment software that knows these steps exist and records where each candidate stands. The AI parts focus on reading, matching and scheduling, while judgement calls stay with recruiters and hiring managers. Each module can be switched on separately as your team is ready for it.
CVs in English and Arabic, in PDF, Word or photographed form, are read into structured profiles: experience, qualifications, languages, licences and current location. Gulf specific details such as UAE driving licences or GCC experience are captured as fields recruiters can filter on. Duplicate applications from the same person across several roles are merged into one profile.
Every application becomes a searchable profile within seconds.
Candidates are ranked against the skills, certifications and experience a hiring manager actually listed, with a plain explanation for each ranking. Recruiters see why a CV scored highly and can override the order with a note. Knockout questions, such as holding a valid UAE driving licence, can be set per role.
Shortlists that a recruiter can explain and defend.
Photos, age, gender, religion and nationality can be hidden from early screening and excluded from scoring. UAE labour law prohibits discrimination on grounds such as race, colour, sex, religion, national origin and disability, and the software is configured so ranking never relies on those characteristics. A separate view lets HR check that hidden fields stay hidden across the whole process.
Screening decisions rest on job related criteria.
Roles counted toward Emiratisation targets are tagged, UAE national applicants from Nafis and other channels are tracked separately, and dashboards show progress toward the headcount your company must reach. Reports help HR prepare for MOHRE reviews without hunting through spreadsheets. Separate pipelines can be shown for each brand or entity in a group.
Progress on national hiring is visible all year, not just at deadlines.
Candidates pick interview slots through WhatsApp or email links tied to interviewers' calendars, receive reminders with the venue location in Dubai or a video link, and can reschedule without calling. Messages go out in Arabic or English. Interviewers get a short candidate brief on their phone before each slot.
Fewer no shows and fewer hours lost to scheduling.
Question sets and scoring guides per role, filled in on a phone or laptop during the interview, so panels compare candidates on the same criteria. The AI can suggest questions based on gaps in a CV, but scores come from interviewers. Panel members cannot see each other's scores until they submit their own.
Fairer comparisons between candidates.
After acceptance, each hire moves through offer letter, MOHRE work permit, entry permit or status change, medical fitness, Emirates ID biometrics and contract signing, with documents collected in the app and owners for each step. Free zone hires follow their authority's process instead. Status updates go to the candidate too, which reduces anxious calls to HR.
Nobody's start date slips because a step was forgotten.
Confirmed hires are passed to your HR and payroll system with the details needed for WPS salary payments and personnel files, so data typed once at application is not keyed again by payroll. Probation dates and document expiry reminders carry over as well.
Clean records from the first payslip.
For recruitment agencies, client hiring managers get a portal to view shortlists, leave feedback and approve interviews, while the agency keeps control of candidate contact details until placement terms are agreed. Placement fees and terms stay outside the client view.
Faster client feedback without exposing your database.
Past applicants who consented to be kept on file can be found again by skill, language or location when a new role opens, with consent expiry dates enforced automatically under data protection rules. Candidates can update or withdraw their own data at any time.
Good candidates from last year are not lost.
Who this is for
Off the shelf applicant tracking systems suit many companies. Custom recruitment software becomes worthwhile when volumes are high, when local compliance steps are central to the process, or when your hiring method is a competitive advantage you do not want to bend to a vendor's template. These are the teams that most often come to us in Dubai. If you hire a few people a year, a standard tool will likely serve you better, and we will tell you so.
Employers staffing hotels, malls and airport operations hire in large waves, often for openings or peak seasons, with thousands of applicants for front line roles. We build screening, mass scheduling and onboarding tracking that keeps up with that pace, along with reporting by property or brand so each general manager sees their own pipeline. Seasonal staff can be re-engaged quickly from the talent pool.
Mass hiring days can be run from the mobile app.
Agencies in Dubai operate under MOHRE licensing and compete on speed and candidate quality. A custom platform gives them their own matching logic, client portals and a candidate database they fully own, rather than renting the same tool every competitor uses. We also build candidate facing apps carrying the agency's brand. Agency branding stays on every candidate message.
Companies in DMCC, Dubai Internet City or DIFC follow their free zone's visa and employment processes, and DIFC has its own employment law and data protection law. We configure onboarding steps and data handling to match the zone, which generic systems built for other markets rarely do. Onboarding checklists differ per zone where needed.
Zone rules are confirmed with your HR team.
Firms facing Emiratisation targets for the first time need to attract UAE nationals, track progress and report accurately. We build Arabic first careers pages, Nafis tracking and dashboards that show leadership how hiring is moving against the target each quarter. Dashboards can be shared with leadership monthly.
How we work together
Most clients start with a fixed scope first release covering parsing, shortlisting and scheduling, then add onboarding and reporting on a monthly retainer. Agencies building a full product sometimes keep a dedicated team from our 80+ staff across Dubai, Riyadh and Karachi. Workshops, demos and recruiter training happen in person in Dubai, with day to day progress shared in a project board you can check at any time. Whichever route you take, the screening criteria and fairness settings stay documented, so a new HR lead can understand exactly how the platform makes its suggestions.
A defined build with a deadline
We agree what the product has to do, write it down with a price and a date, and build exactly that. Changes are priced before they are made, not discovered on the invoice.
A product that keeps evolving
Named engineers who work your hours, join your standups and stay on the codebase. You direct the backlog; we own the quality of what ships.
Something live that needs looking after
A monthly block of hours for improvements, fixes and the small requests that otherwise wait months. Unused hours carry for a quarter.
Technology
Parsing and matching models are chosen after testing on your anonymised data. Candidate information can be hosted in UAE cloud regions, and no applicant data is used to train outside AI models unless you have approved it in writing. Access is limited by role, so a hiring manager sees candidates for their own vacancies only.
01Mobile
02Data and cloud
03Marketing and tracking
Parsing, shortlisting, scheduling, compliance tracking and onboarding, shaped to your process.
A typical build covers a careers page and candidate app, bilingual CV parsing, explainable shortlisting, interview scheduling over WhatsApp and email, structured interview scoring, offer and onboarding steps that reflect MOHRE or free zone processes, and Emiratisation reporting. Integrations with your HR, payroll and email systems tie it together. The first release normally focuses on the stage where your recruiters lose the most time. Reporting on time to hire and source quality is usually added once enough roles have run through the system. Later releases add the remaining stages without disrupting roles already in progress.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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