Industries · Professional & B2B Services
Fred for HR & workforce solutions.
Answer employees and prospects around the clock, an AI agent that explains services and captures leads, and never gives a determination, automates a decision, or discloses confidential pay.
Support the team. Never cross the line.
An employee has a benefits or policy question; a prospect wants to know what you offer. Fred answers the general questions and captures the lead, while harassment and discrimination reports, medical inquiries, pay disclosures, and employment guarantees go straight to your HR team.
What Fred does
- Answers benefits, policy, and service questions
- Captures leads and routes your team, 24/7
- Points employees to the right resource
- Escalates complaints and sensitive issues fast
When Fred hands off to you
- A harassment or discrimination report
- A medical, disability, or accommodation matter
- A compensation or salary-history question
- A prospect ready for a proposal
What Fred won’t do
- Make an employment or legal determination
- Disclose confidential compensation
- Guarantee a job, pay, or benefits
Built for Title VII, the ADA, and state employment law. Sensitive matters stay with qualified HR review.
After hours. Fred’s still helping.
Talk to Fred.
Server-side guardrails
The guardrails you manage in the admin, enforced before Fred replies.
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. This is the compliance panel you manage in the admin: the industry pack automation, your own custom rules, and the hard limits Fred holds no matter how it’s asked. All of it is enforced in code before a word reaches the visitor. Not a suggestion in a prompt a clever question can talk around.
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. OSHA Complaint Line: 1-800-321-6742 EEOC: 1-800-669-4000 Your safety is the priority. A member of our team has been notified and will follow up with you directly. If you fe… | 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
The boundaries Fred holds, no matter how a visitor asks.
- Never screen or filter on a protected class, never automate a hiring decision
- Never ask about medical, disability, or salary history
- Never guarantee a job, pay, or that someone won't be fired
- Always route harassment, discrimination, and wage complaints to HR fast
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.
Every conversation lands in your CRM with a lead score, a purchase probability, and a plain-language summary. The prospect ready for a proposal gets routed to your team first, so they work the warmest opportunity instead of fielding the same questions.
HR services questions.
Why won’t Fred make HR determinations?
Employment, legal, and benefits determinations depend on policy, contracts, and law that need qualified review. Fred shares general information and routes your HR team. That boundary is enforced in code before Fred ever speaks, not suggested in a prompt a clever question can talk around.
Will Fred share pay information?
No. Individual compensation is confidential and many states limit salary-history questions. Fred shares posted ranges only and routes specifics to HR.
What if an employee reports harassment?
Fred routes it to your HR team immediately and provides the EEOC and DOL lines. It never tries to handle a complaint on its own.
Can it capture a sales lead?
Yes. Fred answers service questions and routes your team for a proposal. Direct integration depends on the tools you run. Our training videos show you how, or you can add a paid setup.
Answer every question. Support the team.
Go live in about 20 minutes. Or ask Fred a question right now, it is in the corner of this page.