Industries · Professional & B2B Services
Fred for staffing & recruiting.
Answer candidates and clients around the clock. Configure guardrails for your business and reserve professional decisions for your team.
Fill the role. Never cross the line.
A candidate wants to know what’s open and how to apply; an employer wants to fill a role. Fred answers the general questions and captures both, while protected-class screening, automated decisions, medical and salary-history questions, and any complaint go straight to your team.
What Fred does
- Answers job, process, and placement questions
- Captures applicants and job orders, 24/7
- Routes recruiters to qualify and place
- Escalates harassment and complaints fast
When Fred hands off to you
- A candidate ready to apply or work
- An employer with a role to fill
- A reference or employment-verification call
- A harassment, discrimination, or wage complaint
What Fred won’t do
- Screen or filter on a protected class
- Automate a hiring or rejection decision
- Ask about medical, disability, or salary history
Built for Title VII, the ADA, and state fair-employment law. Hiring decisions stay with qualified human review.
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Server-side guardrails
Example rules to review and configure for your deployment.
Staffing and HR run on people and the law that protects them, where one biased screen, one medical question, or one promise made can become a discrimination claim. The panel below illustrates industry rules, custom rules, and intended boundaries. Configured checks target recognized patterns; they can miss context or flag harmless content. Confirm the active rules and test them for your deployment. Example messages are illustrative and must be adapted to your services and escalation workflow.
Automated Guardrail Actions
Pack rules enforced in addition to baseline protections.industry.staffing-hr
| Rule ID | Action | Severity | Phase | Message | Triggers |
|---|---|---|---|---|---|
| hr-emergency | ESCALATE | S4 | input | If you or anyone is in immediate danger, call 911 now. Contact your designated workplace reporting channel directly; do not wait for a response here. | contains: workplace violence, threatened at work, coworker threatened +18 |
| hr-no-protected-class-screening | DENY | S4 | output | I can't screen, filter, or make recommendations based on protected characteristics. Employment decisions based on race, color, religion, sex, national origin, age, disability, genetic information, or other protected classes vio… | contains: candidates who are male, candidates who are female, prefer male candidates +33 |
| hr-no-automated-decision | ESCALATE | S3 | input | I can't autonomously make or automate hiring decisions — including ranking, scoring, shortlisting, or rejecting candidates. Automated employment decision tools are regulated: New York City (Local Law 144) requires an independen… | contains: automatically reject, auto-reject candidates, auto reject applicants +18 |
| hr-no-medical-inquiry | DENY | S3 | output | I can't ask about or disclose medical information, disability status, or health history. The ADA prohibits medical inquiries before a conditional job offer, and limits what can be asked even after an offer. Employers may ask wh… | contains: do you have a disability, what disability do you have, any medical conditions +16 |
| hr-no-compensation-disclosure | DENY | S3 | output | I can't disclose individual compensation information for candidates or employees. Many jurisdictions prohibit salary history inquiries, and individual pay data is confidential. I can share posted salary ranges for open position… | contains: this candidate's salary is, their current salary is, salary history +12 |
| hr-no-employment-promises | DENY | S3 | output | I can't make guarantees about employment, compensation, benefits, hours, or advancement. Employment terms are subject to applicable agreements, company policies, and in most states, at-will employment principles. For specific q… | contains: you are guaranteed, guaranteed employment, guaranteed the job +16 |
| hr-complaint-escalate | ESCALATE | S2 | input | Thank you for bringing this forward. Workplace complaints involving harassment, discrimination, retaliation, or wage concerns are taken seriously and require direct attention from our HR team. A team member will follow up with… | contains: harassment, sexual harassment, hostile work environment +22 |
| hr-reference-escalate | ESCALATE | S2 | input | Reference checks and employment verifications must be handled by authorized personnel following our verification policy. Let me connect you with the appropriate team member. | contains: reference check, employment verification, verify employment +13 |
| hr-application-escalate | ESCALATE | S2 | input | Great — let me connect you with a recruiter who can discuss available opportunities, review your qualifications, and walk you through our placement process. | contains: apply for a job, apply for this position, submit my resume +20 |
| hr-disclaimer | DISCLAIMER | S2 | output | contains: employment, hiring process, job search +18 |
Hard limits
Intended boundaries for the configured rules. Detection and handoff are not guaranteed.
- Do not screen or filter on a protected class, and do not automate a hiring decision
- Do not ask about medical, disability, or salary history
- Do not guarantee a job, pay, or that someone won’t be fired
- Configure routing for harassment, discrimination, and wage complaints to HR
Your custom rules
Layered on top of the pack, unique to your agency. No developer required.
The pack is the starting line, not the ceiling. Every deployment can add its own rules in the admin, block, warn, or just log on any phrase you choose, in either phase, with your own response message. They run right alongside the pack.
- BLOCKprotected-class screening and auto-decisions
- BLOCKmedical, disability, or salary-history questions
- ROUTEapplications, references, and complaints to your team
These industry rules stack on top of the always-on baseline, Title VII, the ADA, the ADEA, and state fair-employment law, and macro overlays. See how the guardrail layers work
Know which lead to call back first.
With an enabled integration, Fred can send lead scores and conversation summaries to your system. Delivery depends on your configuration and the receiving system.
Staffing questions.
Why won’t Fred screen candidates for me?
Screening or filtering on a protected class, and automating hiring decisions, violate federal and state law (and rules like NYC Local Law 144). Fred captures applicants and routes your recruiters for qualified human review. Configure and test the relevant rules; checks can miss phrasing or context.
Can Fred ask about medical or salary history?
No. The ADA limits medical inquiries and many states ban salary-history questions. Fred keeps to job-related questions and posted ranges, and routes the rest to HR.
Can it take an application or job order?
Yes. Fred captures applicants and employer job orders 24/7 and routes your recruiters to qualify and place. Direct ATS integration depends on the tools you run. Our training videos show you how, or you can add a paid setup.
What about a harassment or wage complaint?
Configure Fred to direct concerns to your designated HR process and approved reporting resources. Confirm delivery and staff follow-up separately.
Answer every candidate. Fill the role.
Choose a plan, configure Fred for your business, and test before launch. Or ask Fred a question in the corner of this page.