Algorithmic HR Bias & Regulatory Compliance
Automated hiring tools create employer liability under Title VII and a growing set of local mandates. The tool vendor does not absorb that risk — you do.
Core services
Mitigating employer liability in automated hiring.
Compliance here is procedural: what you disclosed, what you audited, and what you can prove you did before a candidate complained. Where an evaluation tool acts autonomously, the same bounded-authorization question applies — what was it permitted to decide, and can you evidence the limit?
AEDT Compliance Frameworks
Procedural architectures for Title VII and local mandates such as NYC Local Law 144, including independent bias-audit protocols.
Bias Audit Coordination
Scoping and documenting the independent audits the law increasingly requires.
Candidate Notification
Legally compliant disclosures regarding automated evaluation tools, and workable opt-out protocols.
Data Minimization
Advising HR on stripping demographic metadata before algorithmic candidate processing.
Vendor Diligence
Assessing the hiring tools themselves before they become your liability.
Recordkeeping
The documentation that turns a good-faith program into a defensible one.
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