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ai-hiring
11 posts with this tag.
Other tags:All postsacceptable-useacceptable-use-policyaccess-controlaccountabilityadmtadtechadvertisingagentic-aiai-acceptable-useai-adoptionai-agentsai-apisai-assistantsai-browserai-codingai-coding-tools
·5 min read
AI Hiring Compliance for Small Teams: The Complete Guide (2026)
Using AI to screen candidates? 5 overlapping laws apply to small teams in 2026: NYC LL144, FCRA, Illinois AIVEA, EEOC, and Colorado SB 189.
·9 min read
FCRA and AI Hiring: The Disclosure Requirement Most Companies Are Missing (2026)
If your AI hiring tool uses external candidate data, the Fair Credit Reporting Act may require written notice, authorization, and adverse action notices. Even if you think of it as software, not a background check. Here is what triggers FCRA and what to do about it.
·9 min read
The Workday AI Lawsuit: What Every HR Team Using AI Screening Must Do Now
In Mobley v. Workday, a federal court granted preliminary ADEA collective certification in May 2025 and ruled the AI vendor can be liable as an agent of employers. Seven steps HR teams must take before their next AI-screened hire.
·9 min read
BIPA AI Hiring Compliance Checklist for Illinois Employers (2026)
Illinois BIPA requires written consent, a public retention policy, and destruction schedules before collecting any biometric data, including AI-generated facial geometry and voice prints. Use this checklist to verify your hiring process is compliant.
·10 min read
AI Content Detectors and False Positives: A Governance Guide for High-Stakes Decisions (2026)
NeurIPS desk-rejected 178 papers using an AI detector, and human-written work got caught. Here is what AI content detector false positives mean for teams using them in hiring, grading, or moderation, and a decision framework before you deploy one.
·10 min read
Colorado AI Act Overhaul: What Employers Must Know About SB 26-189 Before January 1, 2027
Colorado replaced its original AI Act with SB 26-189, signed May 14, 2026. The new law drops bias audits and impact assessments in favor of a lighter notice-and-transparency framework. Effective January 1, 2027, it requires pre-use notice, post-adverse-action notice within 30 days, and 3-year recordkeeping for any employer using AI in hiring, promotions, or terminations.
·10 min read
AI Bias Audit Requirements by State (2026): NYC, Colorado, Minnesota, New Jersey Compared
NYC Local Law 144 is no longer the only AI bias audit requirement. Colorado, Minnesota, and New Jersey all have active requirements for HR teams using algorithmic decision tools in 2026. Here's what each state requires and what a multi-state employer must do.
·9 min read
Texas TRAIGA Biometric AI in Hiring: Consent, Audit, and What HR Teams Must Do (2026)
Texas TRAIGA requires explicit consent before collecting biometric data in AI hiring tools, even from public sources. Here's what HR teams and AI vendors using facial recognition, voice analysis, or video interviews must do.
·8 min read
Illinois AI Employment Law 2026: 6-Step Compliance Checklist for Employers Using AI to Screen Candidates
Illinois law requires employers to notify candidates before using AI to analyze video interviews, give an opt-out option, and disclose which characteristics the AI evaluates. In effect since January 1, 2026. Here is the 6-step compliance checklist and sample consent language.
·6 min read
EEOC AI Hiring Guidance 2026: 8-Step Employer Compliance Checklist
EEOC AI hiring compliance checklist 2026: 8 steps to assess disparate impact, obtain vendor bias documentation, and avoid EEOC liability when using AI tools for hiring, screening, or performance evaluation.
·11 min read
AI Hiring Tool Compliance 2026: NYC, Illinois, Connecticut, Colorado: State-by-State Matrix
Four US states now regulate AI in hiring decisions. NYC Local Law 144 requires annual bias audits. Illinois HB 3773 requires consent before AI video interview analysis. Connecticut CART Act takes effect October 1, 2026. Colorado ADMT framework: January 1, 2027. State-by-state compliance matrix.