Syncora

AI-Native workforce platform. WFM with bias monitoring, biometric consent, and four-fifths-rule wired into routing — not bolted on after the BIPA settlement.

Why Syncora exists

Workforce-management vendors stack AI features on top of compliance liability. Schedule recommendations that don't explain themselves. Time clocks that capture biometric data without consent rituals. Routing algorithms that fail four-fifths-rule audits at quarter close, after the schedules have already shipped.

Syncora inverts that. Bias monitoring runs on every routing decision. Biometric consent lives at the time-card boundary. Pay-equity reporting is native. The 50-state compliance matrix is built into the platform, not delivered as a separate audit deck.

Who it's for

Mid-market employers (100–500 employees) in healthcare, hospitality, and distribution — where shift-based labor, regulated worker classifications, and AI scheduling collide.

How governance works

• Explainability (XAI) — every routing decision exposes its features and confidence; managers see the why.
• Human-in-the-Loop (HITL) — schedule changes above tier threshold route to manager approval, not auto-publish.
• Bias Mitigation — four-fifths-rule check on every routing batch; failures hard-block, not flag.
• Trust — biometric consent records, DSR exports, and breach-notification timing are platform-native.

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An Aegis Studios company. Backed by Aegis Fund. Built on the Building Constitution.