Built for HR Leaders Who've Been
Burned by Legacy Platforms

FairLens is an AI-powered workplace investigation and EEOC compliance platform. We exist because the current options are broken: expensive legacy platforms built in the 2000s, or HR teams managing serious complaints in spreadsheets and email chains.

The core problem: when a workplace complaint isn't investigated consistently, thoroughly, and in a defensible way, it becomes a lawsuit. The average EEOC charge costs $125,000+ in legal fees to defend — even when the employer wins. FairLens prevents that by giving HR teams an AI-assisted investigation workflow that's structured, documented, and legally defensible from day one.

We're early-stage and growing fast. Our customers are HR professionals at companies ranging from 50 to 5,000 employees who needed a better tool and couldn't justify a $75K/year legacy platform contract.

We're an early-stage company. Our customer count is growing — we're not at the scale of HR Acuity or NAVEX, and we won't pretend otherwise. What we can tell you: we're operationally lean, our infrastructure is built on enterprise-grade providers (Render, Neon PostgreSQL), and we're not burning runway on an expensive sales team.

If you need a 10-year track record and a Fortune 500 reference list, we're not the right choice yet. If you need something that works today, is priced fairly, and has a team that will actually answer your email — we're the right choice.

Direct access to the founding team. No tiered support tickets. No "your CSM will follow up." Email support@fairlens.app and a human responds — typically within a few hours during business hours, and we monitor critical alerts 24/7.

For Enterprise customers, we provide a dedicated Slack channel and direct phone access. We also do onboarding calls at no extra cost because getting you set up correctly matters more to us than the next sales call.

You can export all your case data, investigation records, and documentation at any time via our export feature. Data is in standard JSON and CSV formats — no proprietary lock-in.

In any shutdown scenario, we commit to a minimum 90-day notice period and full data export assistance. All case data is stored in PostgreSQL — not a proprietary format — so recovery is technically straightforward.

No. Our AI does specific, high-value work in the investigation workflow:

• Narrative analysis: When an employee submits a complaint, the AI reads the narrative and extracts structured data — identifying protected bases (race, disability, age, etc.), adverse actions, potential retaliation indicators, timeline anchors, and witnesses mentioned.
• Section triggering: Based on what's in the narrative, the AI activates only the relevant investigation sections — no irrelevant questions wasting everyone's time.
• Contextual follow-ups: AI generates targeted, conversational follow-up questions grounded in what the employee actually said — not generic form questions.
• Gap detection: After each section, the AI flags evidentiary gaps — what's missing from a defensible investigation.

We use Claude (Anthropic) models. All AI inference is server-side — your case data never hits a shared model that other customers can query.

No, and by design. FairLens AI extracts facts and structures information — it never makes legal conclusions, credibility determinations, or liability assessments. Those are human judgments that require qualified investigators.

This is a deliberate safety and liability decision. If our AI told you "this complaint doesn't constitute discrimination," and you relied on that, you'd be exposed. We surface evidence and structure; your investigators and legal counsel draw conclusions.

Employee intake: Employee accesses the anonymous complaint portal. They submit an opening narrative in their own words. AI analyzes it immediately and generates targeted follow-up questions across up to 19 structured intake sections.

Investigation assignment: HR admin receives notification, reviews the AI-structured intake, and assigns to an investigator. Case is organized with all evidence, parties, and timeline pre-populated from the intake.

Investigation: Investigator uses the reviewer portal to manage interviews, gather evidence, document findings, and track deadlines. The system flags when investigation timelines are approaching or overdue.

Resolution: Investigator documents findings and resolution. The complete case record — intake, investigation steps, evidence, findings, resolution — is preserved as an immutable audit trail.

Most complaint forms ask clinical questions in bureaucratic language. "Describe the incident. Provide dates. List witnesses." That approach re-traumatizes employees and produces incomplete information.

Our intake starts conversationally: "Tell us what happened in your own words." The AI then generates follow-up questions that are:

• Grounded in what the employee actually said (not generic)
• Written in plain, human language ("Can you tell me more about what happened after you reported this to your manager?" vs. "Describe any retaliation activity.")
• Sequenced sensitively — not jumping to the hardest questions first

The result: more complete, accurate disclosures from employees who feel heard — which leads to better investigations.

The employee complaint portal does not require login or authentication. Employees submit without creating an account. We do not log identifying metadata (browser fingerprints, precise IP geolocation) that could de-anonymize reporters.

For the Starter plan, employees access the portal via a company-specific URL shared by HR. For Professional and Enterprise, custom domains can be configured. Important caveat: true anonymity depends on the employee's device and network — we cannot guarantee anonymity if the employee submits from a work device with monitoring software. We recommend employees use personal devices.

The platform supports multi-location organizations under a single account. Investigator access can be scoped by location or region. The system automatically flags state-specific compliance considerations when relevant protected bases or actions trigger different state-law requirements (e.g., California FEHA vs. federal Title VII thresholds).

Native multi-state compliance monitoring (pay transparency laws, mandatory disclosure requirements, etc.) is on our Q3 2026 roadmap. Current functionality provides federal framework compliance and prompts investigators to check applicable state law.

FairLens is built around the core federal employment law framework:

• Title VII — Race, color, religion, sex, national origin discrimination and harassment
• ADA — Disability discrimination and reasonable accommodation failures
• ADEA — Age discrimination (40+ protected class)
• GINA — Genetic information discrimination
• PDA — Pregnancy discrimination
• FMLA — Leave retaliation and interference
• Section 1981 — Race discrimination in contracts (broader than Title VII)
• EPA — Equal Pay Act pay discrimination

The AI intake system is trained to identify language patterns associated with each protected basis and trigger the appropriate investigation sections automatically.

Yes — the audit trail FairLens creates is your best defense in an EEOC charge response. When you receive a charge, you can export the complete investigation record: intake narrative, AI-structured fact pattern, investigation timeline, evidence log, witness notes, and resolution documentation.

This is exactly what a Position Statement requires. Investigations conducted through FairLens produce documentation that demonstrates: (1) you took the complaint seriously, (2) you investigated promptly and thoroughly, (3) your process was consistent and non-discriminatory, and (4) you took appropriate corrective action.

We are building an AI-assisted EEOC Regulator Export feature (Q2 2026 roadmap) that auto-formats investigation records for EEOC submission.

The system tracks investigation start dates and automatically calculates recommended completion timelines based on complaint complexity. When investigations approach or pass deadlines, the platform escalates to the assigned investigator and HR admin via email notification.

Recommended timelines are based on EEOC guidance (typically 30–90 days for most investigations) and can be customized per organization. Every timeline event is logged to the audit trail, including notifications sent and acknowledgments received.

The platform separates roles by design: the person who receives a complaint cannot be the same person who investigates it (role-based access controls). Investigators are assigned by HR admins, and the system can flag if an assigned investigator has a reporting relationship with either the complainant or respondent.

All investigator actions are logged — what they accessed, when, what notes they added, what evidence they reviewed. This creates accountability that protects both the organization and the investigator.

Yes. Accommodation requests identified during intake are flagged and tracked separately from general complaints. The system captures: the accommodation requested, the interactive process steps taken, the timeline of the process, any alternatives offered, and the final resolution.

Failure to engage in the interactive process is one of the most common ADA litigation failures. FairLens prompts investigators through each required step and documents completion, creating a defensible record.

Data is stored in Neon PostgreSQL, a serverless PostgreSQL platform hosted on AWS us-east-1. Data does not leave the US. Backups are automated and point-in-time recovery is available.

Access controls are strict: your data is isolated by organization ID — no cross-tenant data access is possible at the query level. FairLens engineering staff can access the production database for support purposes only, with all access logged. We are implementing a formal access review process as part of our SOC 2 preparation.

In transit: TLS 1.3 for all connections. No HTTP support — all traffic is HTTPS-only.

At rest: AES-256 encryption for all database storage. Sensitive fields (OAuth tokens, credentials) are additionally encrypted with AES-256-GCM at the application layer before database storage.

Authentication: JWT tokens with 7-day expiration, bcrypt password hashing (cost factor 12). Session invalidation on password change or logout.

Not yet. We are targeting SOC 2 Type I by Q3 2026, with Type II audit beginning Q4 2026. We are actively working with a compliance partner to implement the required controls and documentation.

If SOC 2 certification is a hard requirement for your vendor selection, we can provide: (1) our current security controls documentation, (2) a signed security questionnaire, and (3) a commitment timeline for certification. For organizations with this requirement, we can also discuss a conditional pilot arrangement pending certification.

We maintain an incident response plan that covers detection, containment, eradication, and notification. In the event of a confirmed breach affecting customer data:

• Affected customers are notified within 72 hours of discovery (per GDPR-equivalent standards, regardless of jurisdiction)
• Notification includes: nature of the breach, data affected, our response steps, and recommended customer actions
• Root cause analysis and remediation summary provided within 30 days

Our infrastructure providers (Render, Neon) maintain their own incident response procedures and SOC 2 certifications, providing an additional layer of security baseline.

Role-based access control (RBAC) with four primary roles:

• Admin: Full access — case management, user management, settings, reporting
• Investigator: Access to assigned cases only; cannot modify unassigned cases or admin settings
• Reviewer: Read-only access to assigned cases for legal review or oversight
• Employee: Access to their own submitted complaints only

All user actions are logged to an immutable audit trail. Multi-factor authentication (MFA) is supported and recommended for Admin accounts. SSO/SAML integration is on the roadmap for Enterprise customers (Q4 2026).

FairLens Professional ($999/mo):
Year 1: $11,988 | Year 2: $11,988 | Year 3: $11,988
3-Year Total: ~$36,000

Typical legacy competitor (mid-range estimate):
Year 1: $60,000–$80,000 (includes implementation) | Year 2–3: $40,000–$60,000/yr
3-Year Total: $140,000–$200,000

The cost difference funds 3–5 EEOC charge defenses. We're not cheaper because we cut corners — we're cheaper because we don't have a 200-person sales org, don't charge implementation fees, and built for the modern cloud rather than legacy on-premises infrastructure.

No implementation fees. Setup takes 1 hour and is self-serve. We'll do an onboarding call at no extra cost.

No training fees. We provide documentation, video walkthroughs, and live onboarding sessions — included in all plans.

No export fees. Your data is yours. Export anytime, as often as you want.

API access: Available on Professional and Enterprise at no extra cost for standard use.

What we do charge for: Custom integrations (HRIS, SSO/SAML) beyond standard API access are scoped and quoted for Enterprise customers. No surprises.

Starter — $499/mo: Core investigation workflow, AI-powered intake, up to 5 active cases simultaneously, 3 investigator seats, email support, data export.

Professional — $999/mo: Unlimited cases, 10 investigator seats, reviewer portal, advanced AI features (gap detection, summary generation), API access, priority support, custom branding.

Enterprise — $1,499/mo: Everything in Professional + unlimited seats, dedicated Slack channel, custom HRIS integration scoping, security questionnaire support, SLA guarantees, SOC 2 evidence package (when available).

Annual billing available at 2 months free (equivalent to ~17% discount).

Yes. 30-day free pilot, no credit card required. You get full Professional-tier access. Use it on a real case (or a test case if you prefer). Decide after you've seen it work.

If you want a structured pilot with defined success criteria and a formal evaluation framework, we'll set that up with you — also free. We want you to make an informed decision because confident customers stay.

Time to value. Legacy platforms require months of implementation, configuration, training, and change management before your first case goes through the system. With FairLens, you can take your first intake today — right now.

The second differentiator is AI that's actually integrated into the investigation workflow, not bolted on as a reporting feature after the fact. Our AI reads the narrative and structures the investigation from the first moment an employee submits. That's not a checkbox — it meaningfully changes what investigators catch and document.

The consistent feedback we hear:

• "The intake flow gets better information out of employees than our old form did" — HR Directors say the conversational AI approach results in more complete disclosures
• "I finally have documentation I'm not embarrassed to show legal" — the structured format eliminates the common problem of investigation notes that don't hold up to scrutiny
• "Setup took an afternoon, not a quarter" — contrast with 6–12 week enterprise implementations

We're collecting formal case studies. If you'd like to speak directly with a current customer before deciding, reach out and we'll make that introduction.

We monitor EEOC guidance updates, federal circuit court decisions, and state-level employment law developments. When significant changes occur (new EEOC enforcement priorities, landmark decisions, state law expansions), we update the platform's compliance frameworks and notify customers.

For 2026, we're tracking: EEOC's focus on AI-in-hiring discrimination, the expansion of pay transparency laws (12+ states with active requirements), and multi-state compliance complexity from remote work. These are active development priorities, not future maybes.

Q2 2026 (in development): EEOC Regulator Export (auto-formatted Position Statement documentation), Manager Awareness Module (training for frontline managers on early intervention).

Q3 2026: SOC 2 Type I certification, Pay Transparency compliance module, AI-powered investigation summary reports, multi-state compliance dashboard.

Q4 2026: HRIS native connectors (BambooHR, Workday, ADP), SSO/SAML for Enterprise, SOC 2 Type II audit begins.

Our roadmap is public at /feature-requests. Customers can vote on features and see what's in progress.

Retention while active: All case data is retained for the life of the subscription. We recommend organizations maintain investigation records for a minimum of 7 years per EEOC guidance.

On cancellation: Data is retained for 90 days post-cancellation to allow export. After 90 days, data is purged from production systems. Backup deletion follows our 30-day backup retention schedule.

Deletion requests: Enterprise customers can request deletion of specific records (e.g., for GDPR/CCPA compliance) via the admin portal or support request. Deletion is confirmed in writing within 30 days.

You could. And some organizations do fine with disciplined internal processes. But here's what an internal process can't give you:

• Consistency at scale: AI-structured intake ensures every investigation captures the same critical elements, regardless of who's conducting it or how busy they are
• Defensibility: A structured, audited, timestamped record in a purpose-built system is more defensible than notes in a folder
• Speed: The AI structures 45 minutes of intake in seconds — your investigators spend time on investigation, not form-filling
• Risk reduction: One investigation that falls apart in litigation costs more than years of FairLens subscriptions

We're not replacing your HR team. We're making them significantly more effective at the part of their job that carries the most legal and human risk.