An HR compliance program run by an AI agent — signed off by a qualified human.
Foundry HR watches the federal and state rules that turn on as you hire, keeps your policies and postings current against them, and flags classification risk before it becomes a claim. Nothing goes out, and nothing gets flagged as "done," without a person who is qualified to say so putting their name on it.
What Foundry HR is
Most small and mid-size employers don't have an HR compliance function — they have a founder, an office manager, or a fractional consultant doing it between everything else. The rules don't wait: headcount thresholds turn on federal obligations at 15, 20 and 50 employees; every state layers its own leave, pay-transparency and wage rules on top; and misclassifying a worker or an exempt employee is one of the most common — and most expensive — mistakes a growing company makes.
Foundry HR is built the same way as our parent company, Foundry IR, runs investor relations: an AI agent does the continuous monitoring and first-draft work, and a qualified human reviews and signs off before anything reaches you or the outside world.
How Gene works
Gene is the AI HR agent behind Foundry HR. It never publishes anything on its own — every output below ends with a human checkpoint.
Monitor
Gene tracks your headcount, the states you employ people in, and your industry against a live table of federal and state HR triggers — new hires, new states, new thresholds.
Draft
When a gap or a rule change shows up, Gene drafts the fix: an updated policy, a required posting, a classification review, a handbook section — in plain language, cited to the rule that triggered it.
Human sign-off
A qualified HR professional reviews Gene's draft against your actual facts before it reaches you. Nothing is delivered as advice or as "compliant" without this step.
Deliver
You get the finding, the fix, and — on Growth and Pro — a standing line to ask a person questions about it.
Compliance-first, by design
The program is organized around the three places employers actually get hurt:
- Classification — 1099 vs. W-2, exempt vs. non-exempt. We flag industries and roles that auditors and plaintiffs' firms target hardest, and review the specific roles that carry that risk.
- Handbooks & policies — kept current against federal and state law as you grow, not written once and forgotten.
- State law, state by state — final pay timing, paid sick and family leave, pay-transparency postings, and the dozens of other rules that differ by state and change every year.
Plans
Every plan starts with the free exposure read on the homepage — the free version of the HR compliance assessment we typically value at $500. These are the ongoing programs it recommends.
HR Desk
- Federal + state posting and policy templates, kept current
- Headcount-threshold monitoring (15 / 20 / 50 alerts)
- Quarterly compliance check-in
- Email support
Growth
- Everything in HR Desk
- Worker-classification review (1099 vs. W-2, exempt vs. non-exempt)
- State-by-state obligation tracking as you add states
- Monthly compliance report + priority-ranked fixes
- Direct line for HR questions
Pro
- Everything in Growth
- Dedicated HR compliance lead
- Policy drafting and handbook updates
- Investigation and termination support
- Board/leadership-ready quarterly report