An HR platform that replaced the intranet, the chats and the spreadsheets

We started with management: how things run now, where they lack a clear view of their people, what they still do by hand and what takes the most time. We also looked at what new hires miss when they join, and how people look each other up.

The result was a specification: who sees what in the system, and how we would check that everything works. Only then did coding start.

The main view shows every person at once: in office, remote, on holiday, off sick, travelling. The same year is available as a calendar, with overlaps visible per person.

Underneath it sits the org structure as an interactive chart. A person can report to several managers at once (direct, functional and temporary for a project), which is how this group works.

Each profile carries role, contacts, Telegram, hire date and status history, synced from the company directory rather than retyped. People can also mark how they are doing, so a manager sees who has been struggling several weeks in a row.

Eight request types, from paid holiday to military service and day-rate attendance. Approval routes are configured by role, not hardcoded into one fixed chain. Day quotas and public holidays are applied per country.

Cover is checked before approval: a request that would leave the office uncovered is refused as it is made, with the reason shown. An approved holiday lands in the employee's own Google Calendar. Attendance is recorded as it happens, so pay is already worked out by month end.

An employee reports sickness, remote work or attendance right in Telegram, and the notification reaches their manager and their office colleagues immediately.

No logins and no passwords: Telegram itself is the identity. The full platform opens inside Telegram as a mini app, one button away from the chat where the team already lives.

A company this size changes its rules every few months: a new HR policy one quarter, mandatory training the next. Scattered across message threads and personal drives, a rule is only as current as the version someone happens to remember, and software cannot use it at all.

So the platform holds the rules next to the people. The knowledge library takes policies, instructions, training recordings, documents and links, and accepts plain markdown and finished HTML pages, so material produced in tools like NotebookLM goes in as it is, graphs and video included.

Both halves come back out through one door. Four read-only endpoints, one per kind of data, with keys issued per endpoint rather than per system, and revoked in one click by the director. The API has no write route at all: the platform is the record, and everything else reads from it.

Two consumers appeared without help from DigX. Their own hours-tracking tool stopped chasing people for timesheets on their sick days, because it now knows who is absent. Their developer is building a Telegram app on the same API.

“The source of truth needs to be available both for the AI agents and for the team.”Founder

Eight roles and more than 20 separate permissions: seeing salaries and approving holidays are different rights, and a role does not hand over everything at once.

Health and payment data are protected inside the database itself, not only in the application, so a developer mistake cannot expose one person's salary to another. The system has exactly one owner, guaranteed by the database rather than by agreement.

Alongside it: a change log, nightly and weekly backups with continuous point-in-time recovery, and a weekly script that restores a copy and compares the data, so the backup is not empty on the day it is needed.

The admin area covers twelve sections, among them holiday rules, offices and departments, roles and permissions, approval routes, notifications, integrations and API keys.