So here’s what we did NOT build at Hireyoo, and why that list is the product.
6 days ago
2 min read
Every founder has sat in the meeting where someone says, “What if the demo had a chatbot?”
Great question if you want to win the next 30 minutes. Terrible question if you want to win the next five years.
The customer, by the numbers: the PSA’s 2023 List of Establishments counts 1,246,373 Philippine businesses. 99.63% are MSMEs. They generate 66.97% of the country’s jobs. That’s not a 5,000-seat enterprise with an HR department. That’s a founder who is also the HR department, staring down SSS, PhilHealth, Pag-IBIG and BIR deadlines.
That customer doesn’t need a flashy demo. They need to not get penalized.
HRIS manages people. Hireyoo manages liability. Every feature has to pass that filter.
What we said no to:
A generic AI chatbot. In compliance, a confident wrong answer is worse than no answer.
A recruitment module. Different buyer, different product.
Engagement and performance dashboards. Nobody gets an inspection notice over a low sentiment score.
Multi-country coverage. Shallow everywhere is a liability.
Vanity analytics. A chart that changes no decision is decoration.
Why scope is the differentiator:
Depth beats breadth in regulated work. DOLE, SSS, PhilHealth, Pag-IBIG and BIR each have their own rules, forms and penalties.
Every feature is a maintenance bill when the rules change.
A narrow product is easier to trust than one claiming to replace six tools.
Our test before building anything: does it reduce a Philippine employer’s legal or financial exposure, and would a customer miss it in month six or only admire it in minute five?
Not saying features are bad. We’ll revisit this list as customers show us what actually reduces their risk.
How does your HR compliance run today? Let’s talk.
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