So, returning to my question which one is the better? I can't give you the answer to that question, nor can anybody else, as it depends on a lot of factors. W

So, returning to my question which one is the better? I can't give you the answer to that question, nor can anybody else, as it depends on a lot of factors. What I can do, and have been trying to do, is to help you identify what those factors are so you can answer it yourself. You have HR experience; that's good. You say you know exactly what is needed for a Recruitment management tool. That's also good. Of course, before you start developing, you're going to want to validate your business idea. You need to do what's called "customer development", and make sure that the product you are designing meets the needs of others in the field, and not just your own needs (when you were working in HR). You'll also want to look at the competition. What other Recruitment management tools are out there? What are people currently using? By looking at these, and talking to prospective customers, you should be able to get a good idea whether having this app on the web will add value, or only add risk (in terms of security). Which brings me to my final point: being "addicted to programming" isn't going to help you. To create a piece of Enterprise software, you're going to have to know one platform inside and out. You're going to want to have already developed several smaller (non-Enterprise) apps on this platform. And, you're going to want to have a staff of developers that is already trained and comfortable on this platform. The recent mess with Diaspora is a good example of what happens when people try to build complex, enterprise-quality software on platforms they don't already know intimately.