Built for U.S. employers by U.S. experts
Free estimate · 7–10 minutes · no sales call
Where is AI in your business?
Your employees are already using AI. This finds out where, with what, and what it would cost you.
This is an interview, not a quiz. It learns your business first, then asks about your estimator, your front desk, your managers — not “employees” in the abstract. What comes back is an estimate built on your answers: where AI is likely in use, where it meets your information, and what to do first.
- The questions change based on what your company does. A dental practice and a construction company do not get the same interview.
- Your exposure estimate is free: a score, findings, an exposure map of where AI meets your information, and the first three things to do. No sales call.
- The Reality Gap Report is what your employees know. It finds which AI tools your team really uses, what company and customer information has gone into them, and how many people have never been told the rules — then checks every answer you gave against theirs. Coming soon, at $149: save your place from your estimate.
Built for U.S. employers by U.S. experts. Made in Georgia, USA. “I don’t know” is an acceptable answer to every question.
How it works
- 01
Your business
2 minutes. We read your website and draft a profile; you correct it.
- 02
Core questions
The questions every company should be able to answer. “I don’t know” is always an option.
- 03
Your exposure
Scenarios specific to your kind of work. Where an answer raises a thread, we follow it.
- 04
Your estimate
Findings, an exposure map and the first three actions, from your answers. Free, and yours to keep.
- 05
Your employees$149 · coming soon
The Reality Gap Report. What your team actually does with AI, checked against what you believe. All ten actions, rebuilt on evidence.
The estimate · free
- Exposure score and band, from your answers and your industry
- Six control dimensions with findings and strengths
- An exposure map: where AI meets your information, activity by activity
- The first three actions, and the written controls the estimate points to
- A PDF of the estimate
The Reality Gap Report · $149 · coming soon
- The AI tools your team really uses, including the ones nobody approved
- What has gone into them: company, customer and employee information
- How many people have had guidance, and how many use AI without saying so
- Your answers against theirs, line by line, each gap graded
- All ten actions, in order, rebuilt on evidence, with the full PDF
How: one anonymous link for your team. Eight questions, about three minutes in all. No answer is ever shown on its own, only totals.
One payment, after you have seen your estimate. No subscription. Refunded in full if fewer than 3 of your team answer.
The score is an exposure score
Higher means more unmanaged exposure. Same answers, same score, every time — so you can measure it again next year.
Low
Emerging
Material
High
Critical
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About the partner program →On the record
What Washington, the states and the courts have already said about AI at work.
The rules are being written now: in federal plans, in state law, and in lawsuits against employers and the tools they use. These are the ones a U.S. employer should know. The summaries are ours; the originals are one click away.
The federal direction: adopt AI quickly, manage the risk, and move toward one national rule.
U.S. Government
The White House
whitehouse.gov
July 23, 2025Winning the Race: America’s AI Action Plan
More than 90 federal actions to speed up AI adoption across the American economy, including training workers to use it. The plan sets the national direction. How AI is managed inside each business is left to the employer.
Read the original ↗U.S. Government
The White House
Executive Order 14365
December 11, 2025Ensuring a National Policy Framework for Artificial Intelligence
Directs the Justice Department to form an AI Litigation Task Force to challenge state AI laws, and asks Congress for one national standard; the proposed framework went to Congress in March 2026. Until Congress acts, state laws stand and employers must follow them.
Read the original ↗U.S. Government
National Institute of Standards and Technology
nist.gov · AI RMF 1.0 and NIST AI 600-1
January 2023 · July 2024AI Risk Management Framework, with the Generative AI Profile
The federal standard for managing AI risk, in four functions: govern, map, measure, manage. The 2024 profile for generative AI names twelve risks, among them confidential data leaving the business and confident answers that are wrong.
Read the original ↗State law
State of Illinois
Public Act 103-0804 (HB 3773)
In force January 1, 2026AI in employment decisions, under the Illinois Human Rights Act
An employer with Illinois employees must tell employees and applicants when AI is used in hiring, promotion, discipline or discharge, and may not use AI that has a discriminatory effect. A ZIP code may not stand in for a protected class. It applies to employers with as few as one employee.
Read the original ↗State law
State of Colorado
Senate Bill 26-189
Signed May 14, 2026 · in force January 1, 2027Automated decision-making technology, replacing the 2024 Colorado AI Act
From 2027, a business that uses automated decision-making technology in employment decisions must tell people it is in use, explain an adverse outcome in plain language within 30 days, and offer a human review. The broader 2024 law it replaces was blocked in federal court in April 2026.
Read the original ↗Federal court
U.S. District Court, Northern District of California
Mobley v. Workday, Inc., No. 3:23-cv-00770
Collective certified May 16, 2025 · claims proceeding June 22, 2026An AI screening tool can be the employer’s agent
A nationwide collective of applicants aged 40 and over was allowed to proceed against Workday over its AI applicant screening. The court’s reasoning: software that screens candidates on an employer’s behalf can be treated as the employer’s agent. Buying the tool does not move the liability.
Read the original ↗U.S. Government
U.S. Equal Employment Opportunity Commission
EEOC v. iTutorGroup, S.D. New York, No. 1:22-cv-02565
Settled 2023The first EEOC settlement over AI in hiring: $365,000
The company’s application software was set to reject women aged 55 and over and men aged 60 and over. More than 200 applicants were turned away automatically. It came to light when one applicant reapplied with a younger birth date and got an interview.
Read the original ↗Federal court
U.S. District Court, Northern District of California
Brewer v. Otter.ai, Inc.
Filed August 2025An AI notetaker on a sales call, and a class action
The complaint says Otter’s meeting assistant recorded people who never signed up or agreed to be recorded, and that the recordings were used to train its models. Any employee who lets a notetaker join a call can create the same exposure for the business.
Read the original ↗Federal court
U.S. District Court, Southern District of New York
Mata v. Avianca, Inc., 678 F. Supp. 3d 443
Sanctions June 22, 2023Six cases invented by ChatGPT, filed with a federal court
Two lawyers filed a brief citing cases that did not exist, then stood by them when challenged. The court fined them $5,000 and ordered them to write to the judges named as authors. The first well-known case of AI-made work product going out unchecked.
Read the original ↗Research
Pew Research Center
pewresearch.org · 5,010 U.S. workers, surveyed September 2025
October 6, 2025About 1 in 5 U.S. workers now use AI in their job, up since last year
21% of U.S. workers say at least some of their work is done with AI, up from 16% a year earlier; among workers with a bachelor’s degree, 28%. Most workers still say they use it little or not at all. The question for an employer is which fifth, and with what.
Read the original ↗
Reviewed September 24, 2026. The summaries are Standard Practice’s own reading of public documents and are not legal advice. The marks identify the kind of source and are ours; no government body, court or research organization has reviewed or endorsed this assessment.