From HRMorning
You're the one everyone asks.
Beacon keeps your company's HR context at hand: in the meeting, between interviews, ahead of the vendor call, and as you prepare to meet your attorney. Answered with the source attached.
Check it before you say it.
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Beacon is an informational HR guidance tool, not a lawyer and not a legal-advice service. For your specific situation, consult a qualified employment attorney.
You were hired to build something. Not to look things up.
Think about the job you took.
Hiring that holds up. Policy that actually protects people. A place where the rules are clear and somebody is paying attention. That's the work.
Now think about your Tuesday.
- SharePointThe handbook question
- The benefits portalA different situation every time
- Google, then SHRMThe compliance question
- The HR forumForty replies, no consensus
- That articleYou read it six weeks ago
None of that was the job. All of it took the day.
And the reason it takes so long isn't that the answers are hard to find. It's that nothing you use knows your company. So you explain it again every time. Forty-six employees. Three states. Justworks for payroll. No ATS yet.
You explain your company once
Beacon keeps two kinds of memory. What's true about your company, which is headcount, industry, the states you operate in, what's in your stack, and which policies you have on file. And what's true about you, which is your role, what you own, and what you keep coming back to.
Add a colleague and they inherit it: the person who handles benefits starts from the same forty-six employees and the same three states you told Beacon about. On your own, the point is the same — you say it once.
Beacon knows your industry, so it watches the world your company operates in. A rule changing in your states. A trend moving through your sector. What companies like yours are running into this quarter.
Upload your handbook, your policies, your offer templates. Beacon reads them and cites them back to you the way it cites everything else. That means an answer can be "your handbook says 90 days, and Colorado's rule says otherwise."
Microsoft 365, Google Drive, Dropbox. Beacon's connectors pull the documents that live in those systems into the same place as everything else it knows, so they become sources it can quote.
Your HRIS holds the records. Your benefits portal holds the plans. Beacon holds what sits around them: your policies, your states, and the employment rules that apply.
Every answer names its source
Ask Beacon a compliance question and the answer arrives with the statute attached. Not a summary of a summary. The source, linked, opening beside the answer so you can read the paragraph it came from.
Which means you can forward the answer.
Do we have to include pay in a Colorado job post?
Yes. Colorado's Equal Pay for Equal Work Act requires the compensation and benefits in every job posting. Your handbook's hiring section doesn't cover it yet, so I've flagged that below.
C.R.S. § 8-5-201
Colorado Equal Pay for Equal Work Act, Part 2. The statute opens next to the answer so you can read the paragraph it came from before you forward it.
On compliance questions, Beacon is built to answer from a statute or source it can cite, and it shows you the citation. When it doesn't have a source, it says so instead of guessing.
Someone stops you after a meeting with a leave question. You check Beacon before you answer, and the rule it's quoting is right there on the screen.
Send it to your CFO. Send it to your attorney. The citation goes with it, and the conversation starts at "here's what the rule says" instead of "where did you get this?"
12,000+ cited HR sources. Articles, employment-law case summaries, whitepapers, workshop recordings, and video, all from HRMorning's own archive. It syncs hourly, so there's no training cutoff to age past.
When a question reaches past the archive, Beacon draws on vetted public sources for news, trends, and compliance. Those come back cited the same way as everything else.
You learn the rule, not just the result. An answer with its source attached teaches you something. An answer without one asks you to take its word.
Beacon is an informational HR guidance tool, not a lawyer and not a legal-advice service. For your specific situation, consult a qualified employment attorney.
The gaps you know about aren't the problem
You could list the things you're worried about right now. The open req. The review cycle. The handbook section you keep meaning to rewrite.
That list isn't what gets companies in trouble.
- Trends
- Employment rules
- Compliance
- Software/service matchmaking
- Benchmarking
- Learning & development
- Career development
- Policy builder
- Peer contact
The dangerous gaps are the ones you've never thought about, because nothing has ever told you they exist. A policy a company your size should have on file. A rule that changed in a state you started hiring in four months ago. A filing date nobody owns.
Beacon knows your size, your states, and what you've told it you have. So it can tell you what a company like yours is missing, and hand you a draft of it. You get three of these a day at most. Not a notification feed. Three things worth knowing, ranked.
Ask something Beacon can't fully answer today and it holds the thread. When an article, a ruling, or a rule change lands that answers it, Beacon tells you. Weeks later, unprompted, with the source.
The tab you open before your coffee
Your Daily Brief
Ready once a day inside Beacon, built from your company's context and what's actually new. A brief about your states and your topics, with links straight into the source.
Your Compliance Calendar
Jurisdiction-level deadlines for the states you operate in. The date shows up the week before, not the week of.
A starting point, always
You never face an empty prompt box. Beacon puts suggested paths in front of you, written from what it already knows. You don't have to be good at prompting. You have to be able to click.
Not a lawyer, not legal advice. Carried in the file.
Drafts you can actually send
Policies, memos, checklists, templates, summaries. Jurisdiction-aware and sized for your company, so a 46-person employer doesn't get a policy written for 4,000. Every draft carries its disclaimer with it, including in the downloaded file.
Nine specialists, one conversation
Ask about a termination in Illinois and you've asked three questions at once. What the rules say, what Illinois requires, and what your policy says. Beacon routes to whoever owns each part, runs them together, and hands you one answer.
You never pick a specialist. You just ask.
- TrendsWhat HR teams are watching, and what it means for you
- Software/Service MatchmakingHR tools that fit your size, your states, and the stack you already run
- Peer ContactHR pros dealing with what you're dealing with
- Employment RulesWhat the rules and the court decisions say, with the source attached
- ComplianceStatute-level requirements for every state you operate in
- Policy BuilderPolicies written for your jurisdictions and your headcount
- Benchmarking & DataWhat comparable employers actually do
- Learning & DevelopmentWorkshops and courses matched to the gap you're solving
- Career DevelopmentYour own career, not just everyone else's
A blank prompt box is a blank page
Every AI product in HR right now is a chat window. A chat window puts the whole burden on you. It asks you to already know what to ask. If you don't know that Colorado's AI Act took effect June 30, you can't ask about it.
So Beacon goes first.
It brings you what it knows you should see. It notices the thing you left unfinished. The conversation is there when you want it. It just isn't the only thing in the room.
Everyone wants to be your daily driver
Your HRIS wants it. Your payroll platform wants it. Microsoft definitely wants it. Every one of them can only see its own slice.
Beacon has no silo to defend. That's the whole point.
On general AI models. ChatGPT and Claude are genuinely capable, and cheaper. Worth saying plainly. Here are the four things they can't do:
| Dimension | A general model | Beacon |
|---|---|---|
| Sources | Confident prose. You verify it yourself. | The statute is named, linked, and opens beside the answer |
| Your company | You re-explain your headcount, states, and stack every session | Knows it, and so does anyone you add |
| Currency | A training cutoff | Syncs hourly against HRMorning's library |
| Initiative | Waits for you to ask | Morning brief, deadlines, and the gaps you haven't noticed |
Galileo is built on 25 years of research and it's very good at "what does good look like?" That's a real strength and it isn't what Beacon is for. Beacon answers "what do I do today, at my company, in my state," with the statute attached.
Built for a company, not a browser tab
A product built on citation should tell you where its limits are.
Not by application code that could have a bug in it. At the database layer, on every table, with a dedicated test suite proving one organization can't reach another's data.
Members, admins, and permissions are checked where the data lives.
If Beacon said it, you can see what it read.
Your team is already asking these questions somewhere, in tools nobody vetted. Beacon gives them one place to do it that you can govern. Isolated by organization, auditable on every answer.
Beacon is an informational HR guidance tool, not a lawyer and not a legal-advice service. What it gives is compliance assistance: what the rules say, who they cover, and the source. Every answer says so on the answer itself, and every draft carries it in the file. If the honest answer to your question is "ask your attorney," Beacon says that.
You've been reading us for years
177,000+ HR professionals read HRMorning.
This brand has never published a claim without naming where it came from. Every article cites the case, the agency, the study, or the attorney by name. That's the standard Beacon holds itself to, and it's the reason we could build this at all. The corpus was already cited.
Beacon is what happens when all of it can answer a question about your company.
In a year you'll know things you don't know you're missing
You've been doing this job for a while. When did you last get measurably better at it?
Most tools help you finish today. This one changes what you know by next quarter, because every answer arrives with the rule behind it. Read enough of them and you stop looking things up, because you know.
Twelve months of that is a different professional.
Better HR doesn't arrive on its own
It arrives through you. You're the way good practice enters this company, and right now you're guessing at parts of it. Not because you're careless. Because nobody gave you a way to hold all of it at once.
Before you sign up, answer these four about your own company. In writing.
- What does your handbook say about remote work in your newest state? Not what you'd say. What the document says. Can you find it in under a minute?
- What's the next compliance filing deadline you're responsible for? Exact date.
- What changed in the HR rules for your states in the last 90 days?
- Which policy should a company your size have that you don't?
If you had to open more than one tab, or ask someone else, that's the part Beacon holds for you.
Start free
Beacon is built by HRMorning. Your first answer will have a source on it.
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