Screeq — the AI people platform built for UAE and UK compliance
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Screeq is a single platform for the entire employee lifecycle: attract, hire, onboard, pay, develop and retain. Built by ID8 Engineering, Screeq combines an AI-native applicant tracking system, full Core HR, region-accurate payroll and leave, a learning management system and a talent intelligence layer — with UAE and UK regulatory logic built in rather than bolted on. Unlike generic global HR suites, Screeq understands WPS payroll files, gratuity accrual, Emirates ID and visa expiry tracking, 5% UAE VAT on expenses, UK PAYE and 20% VAT, statutory sick pay, Return-to-Work interviews and UK job board distribution out of the box.
Core HR
- Single employee record with contracts, documents, positions and cost centres
- Full org hierarchy with an interactive org chart and reporting-line visualisation
- Transfers and movers workflow
- Probation tracking and stay interviews
- Configurable field-level permissions — employees view but never edit protected fields
- Multi-entity structure with group-level rollup reporting
Recruiting & ATS
- Requisition-to-offer pipeline with structured scorecards
- AI-generated interview rubrics with a full scoring audit trail
- Branded careers site plus job board distribution
- UK boards: GOV.UK Find a Job, Civil Service Jobs, jobs.ac.uk, LocalGov Jobs
- Regional Gulf boards for UAE and wider GCC hiring
- Offer letter engine with letterheads, approval routing and e-signature
Payroll, leave & attendance
- Salary register, pay components, allowances and deductions
- Gratuity and end-of-service accrual
- WPS-ready output for the UAE and PAYE-aligned processing for the UK
- Geofenced attendance and automated comp-off accrual rules
- Delegation and handover on leave
- Multi-level approvals with approver notes in an immutable audit trail
Learning management
- Course authoring wizard with AI-assisted content generation
- Catalogues and curated learning paths
- Compliance training with enrolments and certification tracking
- Compliance dashboards by entity, department or manager
- Current, lapsing and overdue status at a glance
- Evidence trail for audit and regulatory review
Talent intelligence
- Skills inventory and skills-gap mapping
- Succession readiness across critical roles
- Performance and PDP management
- Bulk assignment for managers
- Workforce analytics connecting hiring decisions to downstream performance
- Predictive validity reporting on assessment methods
Employee experience
- Self-service profiles with document upload, OCR parsing and auto-fill
- Expense claims with correct VAT treatment per country
- Verification and salary certificates on branded letterheads
- Announcements and celebrations feeds
- People-pulse engagement widget
- Ticketing for HR and IT with case ownership
Cases & employee relations
- Employee relations casework with confidentiality controls
- Grievance and disciplinary tracking
- UK Return-to-Work management
- Sickness absence trigger points
- Documented outcomes for audit defence
- Escalation paths across HR, managers and legal
Security, access & governance
- Role-based access control with dedicated access groups
- Row-level data isolation per tenant
- PII masking and search filtered to a user's actual permissions
- Forced sign-out and audit logging on unauthorised URL access attempts
- Scoped API tokens and editable webhooks
- WCAG 2.1 AA accessibility and Lighthouse performance budgets as delivery standards
Why companies choose Screeq
Generic global HR suites treat regional rules as configuration debt. WPS file formats, gratuity accrual, Emirates ID and visa expiry tracking, 5% VAT on expenses in the UAE, PAYE structures, 20% VAT, statutory sick pay and Return-to-Work interviews in the UK all become custom work billed by the day. Screeq treats them as first-class features, which is why a UAE offer renders a monthly AED breakdown and a UK offer follows local pay-component structures without anyone rebuilding a template.
AI is applied where it actually changes an outcome rather than as a marketing layer: structured interview rubrics, AI-assisted candidate scoring against those rubrics, AI course authoring in the LMS, and skills-gap analysis across the workforce. Crucially, every AI-assisted hiring decision is measured for fairness — inter-rater reliability using Pearson r, adverse impact against the 4/5ths rule, and predictive validity reporting — so the hiring process is defensible rather than merely fast.
Built for regulated and multi-site employers
Screeq suits organisations with several legal entities, mixed full-time and outsourced workforces, shift and site-based teams, and audit obligations that make spreadsheets untenable. It is deployed across professional services, real estate, healthcare-adjacent services, facilities and multi-brand groups operating in the UAE, the wider GCC and the United Kingdom.
Multi-entity tenancy is the mechanism that makes this workable. Each company's data, letterheads, integration credentials, policies and users are isolated with row-level security, while group leadership still gets consolidated headcount, cost and compliance reporting. One tenant, one truth — without every entity seeing the others' payroll.
One record across the full lifecycle
The strongest argument for a single platform is continuity of the record. A candidate applies through a branded careers site, is assessed against a structured rubric, receives a compliant offer, becomes an employee record with contracts and documents attached, accrues leave and gratuity under the correct country policy, completes compliance training tracked to certification, is reviewed against goals, and — if it ends — is offboarded with a final settlement calculated from the same data.
When those stages live in separate systems, every handover is a re-entry point for error and a break in the audit trail. Screeq keeps the identity, permissions and history intact end to end, which is what makes reporting on cost-per-hire, absence trends or training compliance a query rather than a reconciliation project.
How deployment works
Delivery starts with discovery and scoping: entities, countries, policies, pay structures and integrations mapped before anything is configured. Phase 1 runs 2–3 weeks and brings Core HR, authentication, employee data migration and org structure live. Phase 2 runs 3–4 weeks and adds payroll, leave, attendance, recruiting and reporting.
Phase 3 covers integrations, the LMS, talent intelligence and analytics, after which ID8 continues as a retained partner for support, enhancements and roadmap delivery. Because Screeq exposes scoped APIs and editable webhooks, connecting document conversion, email, job boards and identity providers — including single sign-on via Google or Apple — is standard work rather than an enterprise upsell.
How we know
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Screeq's dual-region payroll logic came from delivery reality: the same group often employs staff in the UAE and the UK, so one system has to produce a WPS-ready file with employer MOL and routing details for one entity while running PAYE-aligned processing, sort-code validation and statutory sick pay for another. Handling expense VAT at 5% and 20% by country in the same expense module removed the manual correction step that these groups had previously done in spreadsheets.
Statistic: The UAE Ministry of Human Resources & Emiratisation (MoHRE) operates the Wage Protection System (WPS), which requires private-sector employers to pay wages through approved channels — the reason Screeq generates WPS-ready payroll output rather than a generic bank file.
References
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Core HR, Recruiting & ATS, Payroll, Leave, Attendance, Learning, Talent Intelligence and Employee Relations — deep-dives on screeq.com.
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Common questions.
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Yes. Screeq handles WPS-ready payroll output, gratuity and end-of-service accrual, Emirates ID and visa document expiry tracking, and 5% VAT on expense claims, with leave types covering annual, sick, maternity, paternity, Hajj and unpaid leave.
Yes. Screeq includes UK pay components, sort-code bank validation, PAYE-aligned processing, 20% VAT on expenses, statutory sick leave without allowance deduction, ethnicity and diversity reporting fields, Return-to-Work interviews and UK-specific job board distribution.
Yes. Screeq is multi-tenant and multi-entity by design. Each company's data, letterheads, integration credentials, policies and users are isolated, while group-level reporting rolls up across entities.
AI generates structured interview rubrics, assists candidate scoring against those rubrics with a full scoring audit trail, drafts course content in the LMS, and powers skills-gap and workforce analysis. Every AI-assisted hiring decision is monitored for adverse impact and inter-rater reliability.
Inter-rater reliability using Pearson r, adverse impact monitoring against the 4/5ths rule, and predictive validity reporting that connects hiring decisions to downstream performance — the fairness analytics most applicant tracking systems do not offer.
Core HR, Recruiting and ATS, Payroll, Leave and Attendance, Learning Management, Talent Intelligence, Employee Experience, and Help, Cases and Employee Relations — one platform covering the full employee lifecycle from attract to retain.
In the UK, Screeq distributes to GOV.UK Find a Job, Civil Service Jobs, jobs.ac.uk and LocalGov Jobs, plus regional boards in the Gulf, alongside your own branded careers site.
A standardised offer letter engine with letterheads, approval routing and e-signature. UAE offers render monthly AED breakdowns; UK offers follow local pay-component structures.
A course authoring wizard with AI-assisted content generation, catalogues, compliance training, enrolments and certification tracking. Compliance dashboards show who is current, who is lapsing and who is overdue — by entity, department or manager.
Yes. Screeq exposes scoped APIs and editable webhooks and has been integrated with document conversion, email, job board and identity providers, including single sign-on options such as Google and Apple.
Role-based access control with dedicated access groups, row-level data isolation per tenant, PII masking, search results filtered to a user's actual permissions, forced sign-out and audit logging on unauthorised URL access attempts, and scoped API tokens.
Phase 1 delivers Core HR, authentication, employee data migration and org structure in 2–3 weeks. Phase 2 adds payroll, leave, attendance, recruiting and reporting in 3–4 weeks. Phase 3 covers integrations, LMS, talent intelligence and analytics, followed by retained support.
Screeq is built and supported by ID8 Engineering. Implementation, data migration, configuration and ongoing enhancements are delivered by the same team, not resold through a partner network.
Yes — a 14-day free trial on screeq.com with no credit card and no sales call. Sign up, post a job, send screeners and review your first AI-scored shortlist in a single afternoon.