Who needs an AI hiring bias audit?

Any employer or employment agency that uses an Automated Employment Decision Tool (AEDT) to screen candidates or employees for hiring or promotion needs a bias audit under NYC Local Law 144. This includes companies that use AI-powered resume screeners, automated coding assessments, AI video interview analysis, chatbot-based screening, or any tool that substantially assists or replaces human decision-making in hiring.

Beyond NYC, California's AB 331 is extending similar requirements statewide, the EU AI Act classifies employment AI as high-risk requiring conformity assessments, and the EEOC has issued guidance making clear that Title VII applies to AI hiring decisions.

Even if your company is not yet legally required to audit, proactive auditing reduces legal risk and demonstrates good faith compliance.