About

Corestride ER — the People’s Approach, operationalized for in-house HR.

Corestride ER is the workspace HR teams reach for between a manager flagging a problem and an employment-action decision that needs to hold up under review. It runs the People’s Approach — intake, fact-finding, decision, coaching, documentation — as a single record so HR review is the standard step, not an afterthought. Drafts are starting points; severance and release language routes through counsel; protected-class framing and FMLA-adjacent context get a second reviewer before any employment action.

Why Corestride ER exists

The principle behind the product.

Every HR-grade investigation arrives with the same promise: the work has been seen by HR. Most of the tools HR teams reach for today skip that step — they optimize for the deliverable, not the record the deliverable rests on. Corestride ER was built around the gap that follows: the absent HR-review step is what makes a defensible case defensible.

The People’s Approach is the answer. Five ordered steps — intake, fact-finding, decision, coaching, documentation — running through one case URL so the audit trail produces from one record, not a thread of side documents. The platform operationalizes it inside the workspace, so HR review is the standard path inside the flow, not a bolted-on step after the fact.

The team

One shared workspace, run by a small HR team that has lived this problem.

Corestride ER is built by people who have owned the ER queue — and by the legal, engineering, and design colleagues who make the workspace hold up under review.

Maya Okafor

Founder & Head of Product

Built Corestride ER after a decade inside in-house HR teams — the last three running ER through a Series-B → Series-D scale-up and through the post-IPO retrenchment that exposed every gap in off-the-shelf case tools. Drafts are starting points; severance and release language routes through employment counsel; protected-class framing and FMLA-adjacent context get a second reviewer before any employment action.

What HR buyers verify first

Three signals HR buyers look for before they roll out a new tool.

Compliance posture, regulatory tracking, and a structured workflow that holds up under audit. Each is a feature the workspace already operationalizes — not a roadmap promise.

Compliance posture

Compliance-flag callouts grounded in the live feed

Every draft generated by the platform surfaces compliance-flag callouts that reference the same regulatory update feed the case workspace reads from. HR review can verify the framing the draft rests on in one place — jurisdictions, effective dates, and the controlling rule — without leaving the case dossier.

Regulatory tracking

Per-jurisdiction regulatory updates, surfaced daily

When a case is opened, the case workspace surfaces the most recent regulatory update relevant to the matter’s jurisdiction. The editorial team tracks federal, all 50 states, and EU/UK jurisdictions; the daily digest emails the HR team every change that could move an open case — so the right call lands first, not after counsel flags it.

Structured workflow

One ordered method across every case

Every matter runs the same five-step ordered sequence: intake, fact-finding, decision, coaching, documentation. The structure is not a checklist — it is the case record. HR review log entries, dossier notes, and any required second-reviewer sign-off live in the same workspace, keyed to the same case URL.

Drafts are starting points for HR. Severance and release language route through employment counsel; protected-class framing and FMLA-adjacent context get a second reviewer before any employment action. The People’s Approach is described in full on the methodology page.

See the workspace in motion.

Six intake fields, jurisdiction-aware template, inline compliance flags. The case dossier lives at /cases — one URL produces the audit trail, end to end.

Open a case Read the methodology See how it works