The Risk
Most organizations using AI in hiring today:
-
Cannot clearly explain how decisions are made
-
Have not tested for bias across protected groups
-
Are unprepared for emerging regulations
This creates real exposure:
-
Legal risk under laws like NYC Local Law 144
-
Reputational damage if bias is discovered
-
Loss of qualified candidates due to flawed systems
If you cannot explain your AI decisions, you cannot defend them.
What This Audit Delivers
A structured, practical evaluation of your AI hiring systems—focused on risk, fairness, and compliance.
🔍 1. Bias Identification
We evaluate your systems to detect:
-
Disparate impact across candidate groups
-
Patterns of exclusion (including disability-related barriers)
-
Proxy variables that may introduce unintended bias
👉 Outcome:
You understand where bias exists—and how it affects decisions
📜 2. Regulatory Readiness
We assess your alignment with:
-
NYC Local Law 144 (Automated Employment Decision Tools)
-
EU AI Act (high-risk AI systems)
-
Emerging U.S. state-level AI regulations
👉 Outcome:
You know whether your systems are compliant—or exposed
📊 3. Explainability & Transparency
We evaluate:
-
Whether your AI decisions can be explained
-
What documentation exists (or is missing)
-
How your system would hold up under scrutiny
👉 Outcome:
You can confidently explain and justify hiring decisions
🧾 4. Audit-Ready Documentation
You receive:
-
A clear audit report
-
Risk summary (high / medium / low)
-
Recommended actions
👉 Outcome:
You are prepared for:
-
Internal reviews
-
External audits
-
Regulatory inquiries
🧩 What We Review
Depending on your setup, this may include:
-
Resume screening tools
-
Candidate ranking algorithms
-
Assessment platforms
-
Interview scoring systems
👤 Why This Is Different
Most audits focus only on technical metrics.
I bring:
-
Deep HR tech and AI governance experience
-
A practical understanding of how hiring systems actually work
-
A lived perspective on how bias impacts real people
This is not a theoretical review—it’s a real-world evaluation of risk and impact.
📈 Business Impact
This isn’t just about compliance—it’s about better outcomes.
-
Reduce legal and regulatory risk
-
Improve hiring quality and fairness
-
Strengthen employer brand
-
Build trust with candidates and stakeholders
🛠️ How It Works
Step 1: Discovery
Understand your hiring process and tools
Step 2: Evaluation
Analyze systems for bias, compliance, and explainability
Step 3: Report
Deliver findings, risks, and clear recommendations