A better experience for you & your prospects.
CaseFile AI is a supplement for your existing intake. It offers motivated leads a fast and easy way to share a more detailed account of their situation, compares it against relevant statutory requirements, and fast-tracks top prospects to the top of your intake queue.
All claims are checked against statutory requirements on both federal & state levels, supporting all discrimination, whistleblower, and FMLA-related claims under the jurisdiction of the EEOC, OSHA, DOL Wage & Hour Division, and applicable state administrative agencies.
And every finished profile flows straight into the case management system your team already works in — no rekeying, no exports.
Leads share their story — and we translate it for them.
Your prospect speaks or types what happened, in their own words. No legal jargon, no forms to decode. CaseFile listens and resolves their account into the building blocks of an employment claim — and shows them, in plain language, what it has captured so far.
- Speak it aloud or type — whichever is easiest for the lead.
- Their narrative maps to adverse action, protected activity, and more.
“They let me go a week after I came back from medical leave…”
We've processed your statement
Please continue so we can get a full picture of your situation and match it to protections that may apply.
Then we ask the questions you need to evaluate the claim.
Whatever the story leaves open, CaseFile fills in with targeted follow-ups — each one mapped to a statutory element of the claim. The lead answers in a few taps, and you get exactly the facts you'd ask for on a first call, without making the call.
- Every question ties back to a requirement for the claim.
- Leads only answer what's relevant to their situation.
What reason did the company give?
It's best to include a rebuttal to your employer's side of the story in any filing.
A complete profile, ready to evaluate.
Everything resolves into a single plaintiff profile — claims scored by strength, every factor weighed for and against, deadlines surfaced. Open it and decide whether it's a fit in minutes.
Jonathan Myers
High
Employee Statement
“I worked at ACME for over four years and thought I was a valued part of the team. Three months before I was let go, I got a strong performance review and a small raise. After I came back from a brief medical leave, the tone shifted overnight — I was cut out of meetings, two of my reports were reassigned without explanation, and a week later I was told it ‘wasn’t a good fit’ anymore.”
FMLA Retaliation
82LikelyJonathan was terminated seven days after returning from certified FMLA leave, citing ‘performance’ despite a positive review months earlier. The tight temporal proximity and absence of any prior discipline support a retaliation theory.
It drops right into your case management system.
Every finished profile syncs straight into the tools your team already works in — no rekeying, no exports, no new system to learn.