Syncora handles scheduling, time and attendance, leave, payroll prep, and multi-state compliance for hourly teams. Your managers stop building schedules from scratch. Biometric clock-in ships with the consent record and the destruction log that BIPA asks for. Your employees see what's happening and trust it.
No credit card required · Free plan, not a trial · self-serve setup
Clock In
Outcomes
Reclaim manager time
AI proposes the week's schedule from demand patterns, fatigue thresholds, and equity checks. Your manager reviews and adjusts it instead of building it from a blank grid. We are pre-revenue, so we publish no time-saving figure — you can measure it on your own team from day one.
End time theft (the right way)
Buddy punching is a profit drain. Most platforms fixed it with fingerprint scanning — and walked their customers into BIPA class actions. Syncora captures written consent before the first scan, keeps the consent record, offers a non-biometric fallback, and destroys the biometric data on the schedule you set — with a verifiable destruction log. That is the evidence a BIPA claim asks for. It is not a promise that you will never be sued; no software can promise that.
Stay ahead of compliance
Multi-state PTO accruals (CA, NY, MA, WA, CO, more) auto-apply. California daily OT and double time calculate themselves. Every schedule is checked against NYC Fair Workweek, Oregon SB 828, and the other predictive scheduling rules in your states — each shift comes back pass, warning, or fail before you post it. EEO-1, OSHA-300, and California Pay Data reports generate themselves with full audit trails. Your compliance team stops chasing your platform.
Keep your people
Every AI decision affecting an employee — schedule, leave approval, performance signal — comes with a plain-language explanation, an override path, and a record of who reviewed it. Trust isn't a feature you bolt on. It's how the platform was built.
Already use another platform?
| Capability | Syncora | ADP Workforce Now | Workday HCM | Paycom | UKG Pro | Rippling |
|---|---|---|---|---|---|---|
| Self-serve onboarding | self-serve | |||||
| BIPA-grade biometric consent | built-in | |||||
| Continuous bias audits | built-in | |||||
| Pay equity reporting | built-in | |||||
| Reasoning traces for AI decisions | built-in |
Honest acknowledgment: each of the platforms above has genuine strengths in their own segment. Read the full comparison for where they shine and where Syncora differs.
Built for hourly workforces in:
Most workforce management platforms were built before BIPA, before predictive scheduling laws, before pay equity reporting requirements, before the EU AI Act. They added "AI features" on top — and inherited every governance gap underneath.
Syncora was designed for the post-BIPA-era workforce — every feature governed by transparency, consent, and bias-audit defaults that your current platform sells you as a separate compliance binder.
The features you'd expect, plus the ones you shouldn't have to ask for
What every WFM platform should have
What we ship that they make you buy separately
What's inside the platform — beyond the standard WFM checklist
READINESS · 5-DIMENSION
Five dimensions — Strategic Clarity, Manager Capacity, Process Readiness, Data & Tech Foundation, Cultural Adoption — each scored 0–5 with evidence and gap commentary. The diagnostic that ships inside Syncora, not as a $50K consulting engagement.
Take the readiness checkCOMPLIANCE · 350+ REGULATIONS
Federal, 50 states, NYC, Chicago, Philly, LA, Seattle, EU. Every regulation is tagged FULL, PARTIAL, or NOT COVERED with named gaps. Honest about what we do and don’t ship. Updated quarterly.
See the AtlasTRANSPARENCY · BIAS REMEDIATION
Every AI decision affecting an employee is monitored against the four-fifths rule across protected classes. When a workflow fails — parental-leave correlation, gender-feature drift, age-bias regression — you see it, the auditor sees it, and a remediation plan is attached. Other platforms don’t ship this surface because they don’t measure it.
See the Equity ScorecardSELF-TEST · 8 QUESTIONS
Can it explain a schedule to an auditor? Show who approved an automated decision? Produce the biometric consent record a court will ask for? Eight yes/no questions that separate platforms built for today’s employment law from platforms that bolted AI onto legacy WFM. Score your own platform and see.
Test your platformPricing
+ $8/employee · 500 credits
Unlimited employees + core ops
30-day money-back guarantee
+ $16/employee · 3,000 credits
Schedules draft themselves. Managers stay in charge.
30-day money-back guarantee
Higher tiers add deeper compliance coverage — and let more of the routine work run on its own, with a person approving what matters. See what each tier includes →
How it works under the hood
Every action Syncora takes — a schedule it drafts, a timecard it flags, a leave request it routes — is checked against your rules and the labor law of every place you operate before it happens, not after. Anything that matters goes to a named person to approve. And you choose, per workflow, whether the platform only suggests, asks first, or runs on its own inside hard limits.
Every automated decision keeps a plain-language record your auditor can read — what was decided, why, and who signed off. Schedules and pay decisions are checked continuously for unfair patterns across protected groups. Your platform carries the regulatory load instead of pushing it back to you.
Early partners
We are opening a small number of design-partner slots. Syncora is pre-revenue — you would be among the first teams to run on it, and we are saying so plainly rather than implying a customer base we do not have.
A design partner gets the platform at cost, and direct access to the people building it, in exchange for a published case study after 90 days.
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