HR and workforce tools that actually get adoptedactually get adopted

Yes. We designed and built Identifyd end to end, from product strategy through development. It's an AI-powered sourcing and recruiting platform for individual recruiters and small teams. A recruiter describes a role, and the AI prospect search surfaces and ranks candidates with enriched profiles, each linked to LinkedIn. From there they build prospect lists and add candidates to SMS outreach sequences, and pipeline tracking shows where each person stands. Recruiting software is full of feature bloat, so the design job was making a powerful AI system feel effortless to someone who doesn't want to think about the model underneath. The harder engineering was in outreach. A reply arrives as a phone number and very little else, and the platform has to work out which prospect it belongs to and where they sit in a sequence. Credits are spent when a message sends, so a failed send has to give the credit back. The spend and the send happen in one transaction. Sequences carry stop handling by default, because opting out of an SMS is a legal requirement. Behind the search sit thirty-nine data models, built over two years.

Yes. We've built a suite of internal mobile and web tools for Autoliv, the global leader in automotive passive safety, with $10.4B in annual revenue and approximately 70,000 employees across 25 countries. Many of their internal workflows still ran on clipboards and shared spreadsheets, which worked fine when teams were local and didn't hold up across a global operation. We turned those into database-driven applications that behave the same way in every plant and every country, from safety tracking to supplier management. Mobile apps put dashboards in front of people on the floor, and web applications handle heavier workflows like supplier board management and risk tracking. Autoliv runs 62 production facilities, and a process that works when somebody does it forty times a week behaves differently when a plant does it forty thousand. We design for the people doing the work as much as for the managers reviewing it, because the people doing the work decide whether a tool gets used.

Yes. We designed and built the Parallel prototype from zero, covering everything from product strategy through development. The founders needed a product to show investors, and a deck was never going to carry a problem this operational. Investors could click through a working dashboard and the role management flows, then judge for themselves whether the workflow solved the headcount planning problem. Parallel raised $4.25M across its pre-seed and seed rounds, with investors including Peak Capital, Night Capital, and founders of Spiff, Weave, and Divvy, people who had seen good HR and finance tooling up close. To be fair to the founders, the prototype got them in the room and they did the rest. A prototype also gives you something to put in front of early users, so you find out whether the core workflow holds up before you pay for production code.

We design for the person who uses the software every day. The buyer signs the contract, and then the manager, employee, or recruiter stuck using it decides whether it gets opened on day two. That means fewer clicks per task and value that shows up in the first session without training. HR tools get abandoned when they're designed to pass a procurement checklist instead of fitting into someone's actual day. The software looks right in the demo and gets bought, then sits unused because the workflow is slower than the spreadsheet it replaced. Parallel was built to replace spreadsheets and HRIS exports, so the prototype only earned its place if it was quicker than both. Identifyd's free trial starts without a sales call, which only works because a recruiter can figure the tool out alone.