AI Hiring Compliance — Can Your AI Defend One Decision?

Four jurisdictions already regulate how software screens people for jobs, and every one of them puts the burden on the employer deploying the tool rather than only the vendor selling it: GDPR Article 22 (in force since 2018), the Illinois Artificial Intelligence Video Interview Act (2020), New York City Local Law 144 (enforced since July 2023) and the EU AI Act, which classifies recruitment AI as high-risk with obligations deferred to 2 December 2027. TalentScoutify links every score to the CV line, transcript moment or assessment item behind it, persists the model and prompt version for high-stakes results, offers candidates a human-review path with logged overrides, runs four-fifths adverse-impact audits on live decisions, and keeps an append-only AI-decision log that exports whole. This page summarises publicly available law for general information only and is not legal advice.

AI Hiring Compliance — Can Your AI Defend One Decision?

Four jurisdictions already regulate how software screens people for jobs, and every one of them puts the burden on the employer deploying the tool rather than only the vendor selling it: GDPR Article 22 (in force since 2018), the Illinois Artificial Intelligence Video Interview Act (2020), New York City Local Law 144 (enforced since July 2023) and the EU AI Act, which classifies recruitment AI as high-risk with obligations deferred to 2 December 2027. TalentScoutify links every score to the CV line, transcript moment or assessment item behind it, persists the model and prompt version for high-stakes results, offers candidates a human-review path with logged overrides, runs four-fifths adverse-impact audits on live decisions, and keeps an append-only AI-decision log that exports whole. This page summarises publicly available law for general information only and is not legal advice.

AI hiring compliance FAQ

Is AI hiring already regulated?

Yes. GDPR Article 22 has applied since 2018, the Illinois Artificial Intelligence Video Interview Act since 2020, and New York City’s Local Law 144 has been enforced since July 2023. The EU AI Act classifies recruitment AI as high-risk, with its high-risk obligations deferred to 2 December 2027 — a delay, not a repeal.

Does buying an AI hiring tool make my company compliant?

No. These regimes bind the employer deploying the tool, not only the vendor selling it, so no product can make you compliant on its own. What a tool can do is produce the evidence your compliance programme needs: an explainable rationale for every score, a human-review path, a bias audit, and records you can actually produce.

What does the NYC Local Law 144 bias audit require?

An automated employment decision tool used on NYC candidates needs an independent bias audit no more than a year old, a public summary of that audit on the employer’s website, and at least 10 business days’ notice to candidates. TalentScoutify computes the four-fifths adverse-impact math on live decisions and exports each snapshot as a dated artifact — appointing the independent auditor remains the employer’s responsibility.