There are a dozen HRIS platforms that will sell you a dashboard, a leave tracker, and a payroll module wrapped in a nice UI. Hireyoo isn't trying to be the thirteenth.

Here's the problem with generic HRIS in the Philippines: they're built compliance-agnostic, then a "Philippines module" gets bolted on after the fact — usually as a checkbox for leave types and a generic payroll export. That's not compliance. That's decoration.

Hireyoo was built the other way around: compliance-native from the schema up, not compliance-adjacent as a feature.

What that actually means:

→ 13th month pay isn't a custom field you configure — it's built to the statute. (PD 851)

→ SSS, PhilHealth, and Pag-IBIG contribution logic isn't a generic "benefits" tab — it's mapped to the actual remittance rules. (RA 11199, RA 7875/11223, RA 9679)

→ Twin-notice due process for terminations isn't a workflow you build yourself in a generic ticketing tool — it's structured around Labor Code Arts. 294–299 so the sequence can't quietly break.

→ Performance management isn't decoupled from compliance — the two live in the same system, because in an NLRC case, your performance documentation and your termination paper trail get read together, not separately.

Generic HRIS asks: "can we track this?"

Hireyoo asks: "if DOLE or NLRC asked for this tomorrow, could you produce it, timestamped, in five minutes?"

That's a different product philosophy, not a different feature list.

The market rewards platforms with the cleanest UI. Inspections reward the platform with the most defensible paper trail.

We built for the second one.

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TTTDTYABS

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