Your hiring compliance record, unchanged no matter what changes.
Since January 2026, every public posting and every interview creates duties an inspector can penalize without a court. Invariante watches your hiring system, computes each duty, delivers what the law requires, and keeps the proof in a ledger nobody can quietly edit — including us.
Each record's fingerprint includes the record before it. Flip the switch to alter one character in an old record and watch every later fingerprint stop matching. That's what an inspector checks.
What is already in force
These aren't proposals. Each is a live obligation with a deadline, a record-keeping duty, and a penalty — and each is encoded in Invariante from the statute text, not a summary.
45 days and 3 years
Tell every interviewed applicant whether a decision was made within 45 days of their last interview. Keep every posting version, application form and notification for three years. Postings must state pay, AI use, and whether a vacancy exists.
Notices of contravention start at $250 per contravention; prosecution fines reach $100,000 and the Director may publish your name.
Notice before AI touches a decision
Employers must tell applicants and employees when AI influences recruitment, hiring, promotion or discipline, and may not use zip codes as a proxy. Failure to notify is itself a civil-rights violation under the Human Rights Act — with a private right of action.
Explain, and let a human review
Pre-use notice; a plain-language explanation within 30 days of any adverse outcome influenced by automated decision technology; and, on request, review by a trained, designated person with authority to overturn the decision. Three-year records.
What Invariante does
It connects to Greenhouse, Lever or Ashby, or runs standalone with a weekly upload. From then on it works from events, not from memory.
Computes every duty
An interview starts Ontario's 45-day clock. A Colorado rejection starts a 30-day one. An AI-screened stage requires a notice that arrives before the screen runs. The rules are versioned and reviewed by counsel.
Delivers what's required
Notices and outcome messages are rendered with the exact content each law requires, sent through your channel, and logged with a fingerprint — never with the applicant's name.
Enforces human review properly
Colorado defines "meaningful human review" in five parts. Invariante will not record a review that fails any of them, and requires a written rationale when review is lawfully declined.
Keeps, then deletes, on schedule
Records live exactly as long as each jurisdiction requires, then are purged with a receipt — because keeping data too long is a compliance failure too.
Shows you the board
Overdue, due within ten days, upcoming. One click sends the notification and records it. Alerts go where your team already lives.
Attests, verifiably
A signed monthly report of every obligation raised and how it was met. Anyone can verify the signature with our published key and a 40-line script — no account, no server, no trust in us required.
What it is not
These are commitments, written into the product and its contracts.
It never screens, scores or ranks
Invariante records and attests. It makes no decision about any candidate, so it never becomes a regulated decision tool.
It holds no applicant identity
No names, emails or résumés — tested, not promised. Applicants are pseudonymous identifiers.
It is the Act's "other person"
Ontario lets employers arrange for another person to retain the records. Invariante is built to be that person.
Observed is separate from asserted
Every record says whether the platform saw it happen or your team entered it by hand. Attestations show both, separately.
Verifiable without us
Signatures use a published key. An inspector or insurer verifies a report without our secret or our server.
Independent
Not owned by an ATS or an AI-screening vendor. The evidence is the only product.
What an inspection actually asks for
Ontario's employment standards officers don't ask whether you meant to comply. They ask for the records — and the Act lets them issue a notice of contravention on the spot, without a court, then publish your name beside it.
Every version of every public posting for three years
Including the pay range, the AI-use statement, the vacancy statement, and any page the posting linked to — as it looked on the day it was live.
Proof that each interviewed applicant was told the outcome
Within 45 days of their last interview, by a method you can evidence, with a copy kept for three years from the day it was sent.
Records that haven't been touched since
Keeping false or altered records is its own offence. A spreadsheet edited the night before the meeting is worse than no record at all.
Fines don't come off a policy. Names do get published.
Employment-practices insurance covers claims, not regulatory penalties; most policies exclude fines outright. Notices of contravention, prosecution fines that run from $100,000 on a first conviction to $500,000 for repeat offenders, and publication of the employer's name are paid by you.
What insurance does cover is the AI-screening class action — the kind now proceeding against employers in the United States — and there the outcome turns on evidence: that notice preceded the screen, that a qualified human reviewed the decision, that nothing was altered afterward. That evidence is what Invariante keeps.
For counsel and auditors
An attestation ships as a PDF plus a machine-readable sidecar. The signature covers the canonical report; the public key is published here and embedded in every report with a key id. Verification needs Python and one library.
$ python verify_attestation.py attestation.json --public-key <base64> verified: Ed25519 signature valid for key id 7f3a… (pinned key) evidence chain: 1,284 records, head 9c1d…, verified
Public keys: /.well-known/attestation-keys.json. Jurisdiction rules cite the statute or official guide they were read from, with version history and a note where implementing regulations are still pending.