Three offerings. One mandate: Canadian HR compliance.
Every engagement is scoped to your organization's specific documents, policies, and workflows. Nothing generic. Nothing off-the-shelf.
01
CBA Intelligence Platform
A custom AI chatbot trained on your collective bargaining agreement and union policies. HR teams and managers get instant, citation-accurate answers to any CBA question — with grievance risk scoring built in before every disciplinary or scheduling action.
Engagement starts with a discovery call →
1
CBA Q&A EngineNatural language questions answered with exact article citations, in under 10 seconds.
2
Grievance Risk ScorerScore the grievance risk before a manager acts and see which articles are implicated.
3
Grievance Timeline TrackerNever miss a step 1, step 2, or arbitration deadline. Automated alerts included.
4
Predictive Scenario BuilderModel any policy change against your CBA before implementation.
5
Arbitration Precedent LibrarySurface relevant Canadian arbitration awards when a grievance is filed.
6
Manager Self-Serve PortalFront-line managers get answers without routing through HR. Escalation button when needed.
7
CBA Communication TemplatesDiscipline letters and notices pre-screened against your CBA's procedural requirements.
Can management schedule mandatory overtime without union consent under our current CBA?
Under Article 14.3, management may schedule mandatory OT only after canvassing volunteers in seniority order. If no volunteers, reverse seniority applies — with minimum 24 hours notice, except in operational emergencies per Article 14.3(b).
📄 Article 14.3 · 14.3(b)
What's the grievance risk if we skip the canvassing step?
🔴 High Grievance Risk
Skipping the seniority canvass is a direct CBA violation. Unions have won 87% of grievances filed on this provision in comparable sector awards.
⚠️ Risk Score: 9/10
02
Employee Relations Chatbot
A 24/7 AI assistant trained on your company's HR policies, employee handbook, and benefits documents. Employees get instant answers. HR gets analytics on what they're asking — surfacing policy gaps before they become complaints.
Engagement starts with a discovery call →
1
Policy Q&A EngineAnswers any employee question with a reference to the specific policy section.
2
HR Analytics DashboardTop questions by topic, department, and time period. Strategic HR intelligence.
3
Policy Gap DetectorQuestions your policies can't answer are flagged in a monthly gap report for HR.
4
Onboarding NavigatorGuides new employees through their first 90 days with conversational answers.
5
Sensitive Issue Escalation RouterHarassment, accommodation, and safety queries are routed to HR — never handled by AI alone.
We build custom AI-powered SaaS tools for HR, compliance, and workforce operations beyond our two core products. You bring the problem. We scope, architect, build, and deploy. From a paid scoping session to a live product in weeks, not months.
All MVP projects start with a paid scoping engagement
1
Discovery & ScopingA structured session to define the problem, the user, the required AI logic, and the delivery timeline.
2
Architecture & BuildFull-stack development of your custom tool. Front-end, back-end, AI integration, and data pipeline.
3
Testing & Validation SprintStructured QA against your use cases before any user sees the product.
4
Deployment & HandoffProduction deployment with documentation, credentials, and structured knowledge transfer.
5
Ongoing Retainer (Optional)Monthly support, iteration, and feature additions for products that continue to evolve post-launch.