Install in minutes
The Outlook add-in deploys org-wide through the Microsoft 365 admin center, and the Chrome extension covers Gmail. No new tab, no change to how the team works.
HR & Recruitment › Discrimination
"We should hire someone younger, she will probably start a family soon." A throwaway line in a hiring thread is the evidence in a discrimination claim. VerbaPulse flags it before the email sends.
Real output from the product. VerbaPulse flags both biased spans here, the age reference and the family-status assumption, and marks the discriminatory reasoning for removal. For discrimination the fix is the decision, not the wording: the reasoning comes out and a person reviews it. Softening the phrasing does not make a biased decision lawful.
Outlook, Gmail and LinkedInWhere your team already writes
Microsoft 365 CertifiedOutlook add-in
Azure, SwedenEU processing on the cloud edition
No content retained by defaultRisk type and action only
Every HR team has an equal-opportunity policy. The risk is not the policy, it is the candid internal email: a reference to someone being too old, an assumption about a woman starting a family, a shorthand about who will fit. These lines are written quickly, between busy people, and they are discoverable in a claim.
The writer is not trying to discriminate. They are thinking out loud about a decision. But the words attach a protected characteristic to that decision, and that is exactly what a tribunal looks for.
VerbaPulse reads the draft as it forms and flags the span that creates the exposure, with a plain reason.
Install in minutes
The Outlook add-in deploys org-wide through the Microsoft 365 admin center, and the Chrome extension covers Gmail. No new tab, no change to how the team works.
Write as usual
As the draft forms, a risky span is flagged with severity and a plain reason, so the writer sees the exposure in the line they just wrote.
Fix before it sends
Apply the more careful wording, or remove the line, while the message is still a draft. By default, metadata-only events feed an audit trail your team can show.
VerbaPulse does not make hiring decisions or replace HR judgment. It catches the biased phrasing in the draft, while the wording can still change, so a protected characteristic does not get attached to a decision in writing. It is one control inside email compliance for HR and recruitment, and it complements the systems you already run.
For the evidence behind this, our language risk benchmark runs real, anonymized cases through the product and reports what it flags.
Language that ties a people decision to a protected characteristic: age references, gender or family-status assumptions, and proxies for race, nationality, or disability, including "culture fit" when it stands in for one of these. This page describes language risk and is not legal advice.
It flags the biased span as it is written and, where the wording can be neutralized, offers a rewrite. For example, "someone younger" is flagged as age bias with rewrites like "a new team member", and a family-status assumption is flagged for removal.
No. It does not decide who to hire and it does not block anything. It only checks the outbound email for language that attaches a protected characteristic to a decision.
Not by default. Drafts are analyzed in memory and never written to disk, and they are never used to train AI models. By default the audit trail keeps risk events (type, severity, action taken) with no message text and no user identity. An organization can opt in to keeping the flagged phrase, the suggested rewrite and the explanation.