Local Law 144, audited and published.
If you screen New York candidates with software, the city requires an independent bias audit every year, plus a public summary of what it found.
FORHR Director, Chief People Officer or General Counsel
WHENYou run an automated tool somewhere in hiring or promotion, and the audit is annual whether or not anyone has done one.
The obligation sits with the employer running the tool, not with the vendor who sold it. Most companies discover this after they have been running one for two years.
Inventory
Every automated tool touching hiring or promotion, including the ranking and matching features inside your ATS that nobody thinks of as AI.
Audit
Selection rates by sex and by race and ethnicity category, plus the intersectional breakdown, calculated on your own data.
Publish
The public summary in the form the law asks for, on your own site, dated.
Notice
The candidate notice obligations, checked against what you currently send and drafted where they are missing.
What you are running, where it sits in the funnel, and which instances are in scope.
Selection and scoring rates by category, with the intersectional breakdown.
Written to publish, not to file away.
Drafted, dated, and mapped to where each one has to appear.
We run the same dossier under the EU AI Act: per employee, auditor-ready, repeated yearly.
$8,000, annual.
Tell me where you are with this and I will tell you whether it is the right thing to start with. If it is not, I will say which one is.
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