A pre-publication recruiting gate that combines approved jurisdiction rules, job and location facts, compensation evidence, and qualified review to block or route risky postings while preserving the range from posting through offer records.
Genesis score7.05/10
Make PayRangeRelay real.0/500
500 more votes and PayRangeRelay is authorized for build.
0%500 to authorize
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The case
New state laws confirm a live multi-state deadline wave, while reviewed recruiting platforms expose fields but no standalone cross-state pre-publication enforcement gate was found. PayRangeRelay is compliance decision support, not legal authority. Official source, interpretation, job fact, location candidate, range evidence, rule result, exception, qualified review, recruiter correction, publish approval, provider acknowledgement, public readback, offer range, candidate decision, correction, and employment outcome remain separate.
Who pays — and why
A multi-state employer's recruiting operations, compensation, HR compliance, employment counsel, or HR systems team publishing jobs across several jurisdictions. Employee count, hiring volume, job-location logic, remote-work policy, recruiting systems, compensation governance, reviewer capacity, procurement authority, and budget remain unvalidated.
Market signalNo direct competitor or standalone product price was found. Unified recruiting-data infrastructure exists, but its commercial packaging does not establish PayRangeRelay pricing or employer demand.Observed market reference, not fixed product pricing
What it unlocks
A rule registry separating jurisdiction, authority, official source, effective date, employer threshold, posting scope, remote-work applicability, pay-range requirement, good-faith standard, benefits or other disclosure, salary-history restriction, qualified interpretation, version, and supersession
A job case for legal employer, job, requisition, work locations, remote eligibility, candidate locations where permitted, employment type, approved level, compensation band, currency, pay period, benefits text, source evidence, recruiter owner, and unknowns
A provenance bridge linking approved band, posted range and version, later posting amendments, candidate-visible record, offer-range candidate, compensation approval, signed offer, discrepancy, remediation, complaint, and outcome
How Genesis scored it
7.05across seven criteria
8
Productive tension
A gate can prevent unlawful or inconsistent postings, while overbroad rules can block valid hiring and turn legal uncertainty into false certainty.
8
Temporal window
Confirmed Virginia and Maine effective dates in July 2026 create a current rollout wave.
5
Convergence
Two cross-references and two direct connections show moderate recurrence without inbound links.
Why it scored well
Confirmed new state laws, an identifiable multi-state employer buyer, unified recruiting interfaces, a missing standalone gate, and the provenance chain from approved band to posting and offer support a timely product.
What's holding it back
No structural incumbent copying cost was established, the original interface evidence was incomplete, jurisdiction and remote-location logic require qualified legal review, recruiting platforms can add validation, buyer workflow and budget remain incomplete, and false blocks can disrupt hiring.
Signals detected3 sources crossed
SignalPrimary-law and employment-law update review
SignalRecruiting platform review
SignalRecruiting integration review
Direction briefpayrangerelay.md
payrangerelay.md
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