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HR tech became a patchwork of point solutions stitched together with integrations, CSV exports, and middleware — and nobody designed it that way. It just happened, one acquisition at a time.
A typical company runs 10–20 HR and recruiting tools that don't share data, identity, or an audit trail. Every acquisition makes it worse. Every integration is a liability. And the person at the center of it all owns nothing.
$360–660K/yr
What a typical 500-person company spends across 10+ HR and recruiting point solutions.
$5–10K/yr
What each custom integration costs to build and babysit — and a typical stack has several.
$100–300K/yr
What a mid-market recruiting stack alone runs, before a single HRIS, payroll, or LMS bill.
$50–150/mo
What job seekers pay across subscriptions for resumes, applications, and coaching — owning none of the data.
Across the industry, the bill is coming due. AI hiring tools face discrimination class actions. Screening algorithms fail adverse-impact scrutiny. Job boards are challenged over ghost jobs and data misuse. Payroll providers are fined for errors at scale. And regulation is arriving — the EU AI Act, the Colorado AI Act, NYC's AEDT law. Bolt-on compliance won't survive it.
Discrimination class actions are landing on resume-screening and ranking algorithms that nobody can explain — including the vendors selling them.
Background-check and assessment tools keep failing adverse-impact analysis. If you can't show the math, the math gets shown to a regulator.
Challenged over ghost jobs and candidate data misuse, the apply-funnel business model is starting to look like a liability of its own.
Errors at scale mean penalties at scale. When the same mistake hits thousands of paychecks, 'the system did it' is not a defense.
Not another feature bolted onto a twenty-year-old data model. Not one more point solution with an integration marketplace. A ground-up rebuild for the AI world — where human capital is more than a row in an applicant tracking system.
One data spine. One identity. One audit trail. From first touch to alumni, every stage of a person's working life lives on the same record — and that record belongs to the person, not to whichever vendor happened to capture it first.
These aren't roadmap promises. They're the architectural decisions the platform was built around.
Through our sibling product ProfileX, identity spans every organization the person works with. Consent auto-expires when employment ends, and 4-way data ownership is enforced in the database — not the policy doc.
Every ranking ships with the reasoning behind it — auditable and defensible, never a black box. EU AI Act and Colorado AI Act logging is built in, not retrofitted.
Recruit, onboard, manage, develop, retain. No handoffs between vendors, no re-keying, no 'the ATS doesn't talk to the HRIS.'
Cross-employer scheduling conflict and rest-hour detection, and a membership↔hiring firewall: non-work affiliations can never leak into a hiring decision. Architecturally impossible, not just contractually.
OpenAPI, webhooks, and agent-ready interfaces. Your data is yours, and your tools — human or AI — can actually reach it.
Tools consolidated into one platform — ATS, HRIS, performance, LMS, scheduling, analytics.
Typical stack cost at 500 employees, from the model behind our ROI calculator.
Record. Person-owned, for life — from first touch to alumni.
Built for people, not records.
Built for regulation, not around it.
Built once, not stitched.