Govern
Know, Run, and Prove the Rules
Start by reducing regulatory and reputation risks that decrease earnings. Have an app for awareness, run periodic scans of risks using your public data, and install and use a full-on governance project template.
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The Tracker. Online and mobile ready boards that offer insight on the different HR regulations in AI, pay equity, wage solicitation, and preparing data for HR reporting. It readies data for compliance and action across 100+ Regulations in different geographies. It provides the explanation of what needs to be done and translates data operations for legal compliance.
The Vulnerability Scan. An online protected presentation with an accompanying brief translates open-source data of your global footprint, volume of personnel, and volume of hires to understand the spectrum of risk. Each offer a unique set of risks to revenue, reputation, and regulation.
The Navigator. Building on the Tracker and the Vulnerability Scan, each higher risk legal jurisdictions may require proof of formal governance and administration of training. We offer task lists, lesson plans, and a schedule of when actions should happen and personnel educated. data This offers modular, audit-ready workflows that are data dependent that translate into meeting of legal requirements. This is why law firms are partnering with companies like Aspen or our tech partners.
Disclose
AI & Wage Audits
Document What Matters - Automatically
Internal governance programs protect both developers and users of technologies. Logging, documentation, programs, and audits have overlapping complexity and require monitoring – and we lead or assist with all.
We address AI, pay equity, employment frameworks, and external regulation reporting.
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Review Accuracy of AI Audits. AI use in employment is increasingly subject to mandatory audits, transparency rules, and fairness standards—and regulators are not waiting for misuse. Regulations require annual audits or accountability when using automated employment decision tools. We perform analysis, review and co-authoring of AI bias audits, and review/offer the needed language for each regulation. We are fortunate to have partners in data accuracy, audit authoring, and monitoring that assist our work.
Submit Human Capital Reporting to Finance Regulations. We review the build of submission-ready human capital reporting using the globally recognized ISO 30414 standard—giving organizations the clarity and credibility needed for regulatory disclosure. Whether aligning to EU CSRD; preparing sustainability in Latin America; or submitting to Germany’s DIN, Brazil’s CVM, or South Africa’s JSE, the documents are distilled to be structured and friendly.
Prepare Pay Equity Reporting. We trace salary trends, flag outliers, and validate fairness across role, gender, tenure, and geography. With our partners, Canopy translates raw compensation data into submission-ready analyses structured for legislation and ESG submissions like the EU Pay Equity Disclosure, France’s Gender Equality Index, California’s Pay Transparency Act, or New York’s wage disclosure.
Fit (at ATS.me)
Critical Roles Always Filled
Critical Roles Filled All Year Without Risk
Designed for transportation, trades, healthcare, and cyber / AI positions where resumes are sparse, all that are interested securely interview. Employers select three (3) positions to highlight, add “FIT” phone #s to postings, and candidates call before applying. “FIT” answers, begins interviewing, informs enough matches exist, or positions are 100% filled. They can leave a phone number to get a text when new spot opens.
The process takes 30 seconds or 30 minutes.
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Remove Revenues Loss from Vacant Critical Roles. Transportation, trade, healthcare, and cyber positions keep your organization grounded and profitable. When these positions are left vacant, revenue slows. Safety concerns usually rise. Overtime kicks in. The goals is to keep these types of roles occupied 365 days a year for all shifts.
Redeploy Recruiters Away from Roles Where They Struggle. There are occupations where voice interaction is the only way to evaluate. Resumes are not customary, applications are a drag, and LinkedIn / online presence is close to none. Text messaging or quick forms exist but fall short on assessment.
Replace a 2-Page Job Posting with Your Team’s Voice. Our intake engine interviews your employees on what is needed. We can even produce a strong job description and even offer stronger set of interview questions with your voices. Have as many experts offer inputs. The intake is voice-based, available 24 / 7, and takes 25 minutes. The multiple voices are combined with international skill taxonomies. Every interested candidate is interviewed and a determination is made if interviewee has the resident experience needed while sidestepping fake applications.