Hartford Business Journal

HARTFORDBUSINESS.COM | SEPTEMBER 7, 2026 11 STARTUPS, TECHNOLOGY & INNOVATION own, O'Donnell said. COMP uses a point system estab- lished by each employer for workplace infractions and progressive discipline. Managers still must review what the AI assistant, Kat, produces, and restau- rant companies can require additional approval from another manager or human resources. COMP's Chief Technology Officer Lucas Gray said Kat also doesn't "learn" from one restaurant and apply that information to another. Customer data is kept separate, and the system draws from a defined set of materials, including the employer's handbook and rules that apply in its jurisdiction. If Kat cannot find enough informa- tion to answer a question, Gray said, it directs the manager to an owner or human resources. O'Donnell stressed that Kat is not intended to serve as a substitute for an employment attorney. Allowing the AI assistant to practice law is a "big flashing neon no-no," he said. "Frankly, a lot of our time was spent making sure that the app does not practice law," he said. Potential risks When businesses use AI for employment-related purposes, human involvement is critical, according to Lisa Zaccardelli, chair of the labor and employment practice at Hinckley Allen in Hartford, who is not affiliated with COMP. Zaccardelli, who primarily represents employers, said AI can make employ- ment processes more efficient, but it also introduces potential risks involving discrimination, privacy and a rapidly changing patchwork of state laws. Human oversight, she said, is "crit- ically important," along with training managers on how to use AI tools and evaluate the information they produce. Consistency in disciplinary practices and good documentation can help employers manage legal risk, Zaccar- delli said, and a tool that simplifies those tasks could be particularly useful in service businesses such as restaurants, where managers face numerous demands on their time. But she cautioned against applying AI recommendations too mechanically. For example, an attendance policy might normally call for discipline after a certain number of absences or instances of tardiness. An AI system, however, might not know that an absence involves protected sick leave, a medical condition or another circumstance that could change how an employer legally should respond. Incomplete or biased information supplied by a manager could also affect the AI's output. O'Donnell said COMP has sought to address those risks by building multiple levels of human review into the system. The app also does not collect demographic information such as an employee's race. As COMP works to expand its customer base, it is also raising additional capital. O'Donnell said the company is not yet profitable but aims to reach profitability within the next 18 to 36 months. He declined to disclose its revenue or how much has been invested in developing the platform. The founders eventually hope to expand COMP nationally and see potential for the app beyond restau- rants, particularly in industries where frontline managers face similar docu- mentation and compliance responsi- bilities. For now, their focus remains on the hospitality industry. Barnett said restaurant operators are routinely approached by compa- nies selling new technology, but COMP stood out enough that several industry operators have also become investors. "We get presented with software daily," Barnett said, "but when you see something that actually makes your life easier and better — not just for the owner, but for the employees as well — it's really cool to see that." Wood-n-Tap co-founders Mike Hamlin (left) and Phil Barnett. Their Hartford Restaurant Group was a founding investor in COMP and is expanding its use of the app. HBJ File Photo PRESENTED BY THURSDAY SEPTEMBER 17 | AQUA TURF CLUB | 5:00-8:00 PM SUPPORTING SPONSORS MAJOR SPONSOR SCAN FOR DETAILS & TICKETS OR VISIT HARTFORDBUSINESS.COM/HBJ-EVENTS

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