What is Hireposture?

Hireposture is software that reviews a job description against a curated set of rules covering ADA Title I qualification-standard risk patterns. The output is a timestamped record of findings, a list of source-language matches with citations back to the triggering rule, and an append-only trail row recording who submitted the JD and when.

The product is structured-review tooling, not a verdict generator. It does not declare a JD compliant or non-compliant. It surfaces patterns and provides source language so a human reviewer can decide what to do with them. The disclaimer in every record states this explicitly.

For the deeper walkthrough of the pipeline, see the methodology page. For the inputs and outputs at each step, see how it works.

Hireposture is not legal advice. It does not establish an attorney-client relationship. It does not declare a JD legal or illegal. It does not replace employment counsel.

Hireposture is also not a writing assistant. It does not rewrite job descriptions, suggest alternative phrasing, or score JDs for application-rate predictions. Tools that do that (Textio is the most prominent) optimize for marketing outcomes. Hireposture optimizes for the audit trail. The two are complementary; many teams will use both.

Hireposture is not an accessibility audit. WCAG-style checks for alt text, contrast ratios, and keyboard navigation belong to a separate class of tooling. Hireposture reviews the job-description content for hiring-law risk patterns, not the rendering of the careers page that hosts the JD.

SMB hiring teams between roughly 10 and 500 employees that write their own job descriptions and need a defensible review record without retaining outside employment counsel for every JD.

Common buyers are HR managers, talent acquisition leads, and operations leaders at companies that have outgrown copy-pasting last year's JD but cannot justify a full-time employment law function. Larger enterprises typically already have inside counsel reviewing JDs; smaller startups may not yet write enough JDs to need a review tool. The middle band is where Hireposture earns its keep.

ADA Title I qualification-standard risk patterns. The Americans with Disabilities Act Title I prohibits qualification standards, employment tests, or other selection criteria that screen out individuals with disabilities, unless the standard is shown to be job-related and consistent with business necessity (42 U.S.C. § 12112(b)(6)).

The rule library is curated against EEOC enforcement guidance, ADA Title I regulations (29 C.F.R. Part 1630), and reported case law. The library is versioned. Every review records which version was applied, so a finding is reproducible against the same JD and rule version forever.

The tool does not currently review for Title VII (race, color, religion, sex, national origin), ADEA (age), or state-specific protected classes. Those are roadmap candidates, gated on counsel review of the relevant rule sets.

The trail is what makes Hireposture defensible. Every submission is a timestamped, append-only row that records: the source text byte-for-byte, the user who submitted, the workspace, the rule library version applied, the findings produced, and the timestamp. Records are retained for seven years.

If the rule library changes after a review, the original review is preserved unaltered. A new submission against the same JD under a new rule version produces a separate, comparable record. Customers can query the trail to see how their JD review process held up under any rule library version that was active during the retention window.

The trail is the product. The findings are the input to a human review. The trail is the artifact that survives an audit.

Hireposture is in active build. The pipeline described in methodology is the v1 design. Public availability is gated on employment-counsel review of the rule library. Reach out via the contact link in the footer to be notified when the early-access waitlist opens.