Discuss your projectRosters that respect skills, availability, and overtime rules, visible on every worker’s phone, with check-in against the shift and timesheets posted to payroll. Conflicts surface while the roster is built, ahead of the pay run.
Illustration of a scheduling application built by Baybloom: shifts built against skills and availability, confirmed by staff on their phones, with overtime warnings before payroll.
Operations and HR leaders at businesses that schedule people across shifts, sites, or crews: field service, facilities, care groups, warehouses, hospitality. Usually the roster is a spreadsheet, changes go out by text, and payroll reconciles the difference.
The workflow
The steps we see most often in this kind of operation.
Features
Collects staff availability, time-off requests, and approved leave in one place, so the roster is built around who can actually work.
Checks every shift against overtime, rest-period, certification, and contract rules as the roster is built, and explains each warning in plain language.
Shows coverage by site, role, and shift across every location, so schedulers can move qualified people to where the gaps are.
Lets staff clock in and out from their phones against the scheduled shift, with location checks where the business requires them.
Presents worked hours against scheduled hours for supervisor review, with exceptions highlighted, before the approved totals go to payroll.
Shows scheduled and actual labor cost by site and role, including overtime, so operations leaders can see where hours are going.
Your first release
How the work runs
We start with the people doing the work and the systems around it, then write down the first release: what it includes, what it leaves for later, the integration decisions, and the acceptance criteria. Nothing is built until that scope is agreed.
We build in releases you can review as the work takes shape, using realistic data. Every release carries tests, a security review, and documentation. Integrations are tested against real records, with exceptions visible.
Your team receives the documentation, the runbooks, and the training to run the system, and we stay on for continued engineering when you want it.
Scope and price
Every project is priced from a written scope. These are the factors that move it most.
Union agreements, site-specific certifications, split shifts, and differential pay rates each add rules that must be written down, built, and tested.
More locations and job roles mean more coverage requirements, schedule views, and permission settings for schedulers, supervisors, and staff.
A payroll export file is contained, while live connections to payroll, HR, and certification systems each bring mapping, review steps, and reconciliation.
Phone clock-in is the simplest route, while location checks, shared kiosks, or existing hardware time clocks add devices, setup, and testing.
Facilities cleaning company
A facilities cleaning company usually builds rosters in a spreadsheet per site and sends changes by text, so overtime and lapsed certifications surface at payroll. A first release builds the schedule against each site’s requirements, staff availability, and certifications, and warns the scheduler when a shift would push someone into overtime. Every cleaner sees their shifts and changes on a phone and clocks in against the scheduled shift. Hours reach ADP or Gusto with overtime already applied. Shift swaps and open-shift bidding are a natural next phase.
Questions
What buyers ask before a project like this starts.
If your rules fit a product, we will tell you to buy it. Custom scheduling earns its place when the rules are specific: certifications per site, union or contract constraints, crews with equipment, or a schedule that must drive dispatch.
Yes. Your rules are written down first, then built and tested, so warnings appear when the schedule is made rather than when payroll runs.
Usually in a later release, once the base schedule is trusted. Staff can request swaps for approval, and open shifts are offered to qualified staff.
The first release exports or posts hours to your payroll system. Whether it exports or posts depends on the system’s API and how your payroll team wants to review hours before the run.
Certifications are stored with their expiration dates against each person. The scheduler is warned when assigning someone whose certification will lapse before the shift, and managers get a list of upcoming renewals, so gaps are handled in scheduling rather than discovered on site.
Yes. Staff can sign in with a phone number and a one-time code, which suits hourly and seasonal workers. Access is removed when someone leaves, and each person sees only their own shifts, hours, and messages.
Forecasting usually follows once the base schedule is trusted. Demand from bookings, work orders, or historical volume is turned into coverage requirements by site and role, and the scheduler builds the roster against those requirements rather than the previous pattern.