Compliance score

Map the rules you carry. We'll surface the ones that bite.

Five quick questions. A single 0–100 score. The top obligations your firm is exposed to, ordered by what regulators actually check.

Compliance intake

Tell us about your company, workforce and HR practices.

Roughly ten quick questions. Anonymous — we score and discard them.

The legal entity tied to your CAGE code / SAM.gov registration.

Pick the option that best fits your active contract book.

0 is fine if you don't yet hold federal contracts. Numbers drive the AAP / VETS-4212 thresholds.

Pick every state where you have at least one W-2 employee, contractor, or field-crew assignment.

Pick every set-aside or vehicle program that applies. None is fine — we'll skip the vehicle-specific rules.

8(a) Business DevelopmentService-Disabled Veteran-Owned (SDVOSB)HUBZoneIDIQ / task-order vehicleVeteran-Owned (VOSB)Women-Owned / Economically Disadvantaged (WOSB / EDWOSB)GSA ScheduleOther federal vehicle

Tap any set-aside or vehicle program you also run. The four above are the must-file; these add reporting + sole-source duties.

EEO, harassment, leave, code of conduct.

Anchors postings, leave, accommodations, complaint channels.

Required at federal-contractor status and most states.

Only required in some states but recommended at federal-contractor scale.

Or a known internal owner accountable for affirmative-action planning.

FLSA, EEO, FMLA, USERRA, etc.

Includes FMLA + state mini-leave (CO FAMLI, WA PFML, etc).

Exempt vs non-exempt; overtime + paid sick leave treated at policy level.

I-9 retention, EEO-1 file, onboarding + audit log retention.

Anti-harassment, EEO and — at 50+ employees — FMLA training.

Anonymous — we score on this server and discard the answer set.