New York City’s Local Law 144 requires a current independent bias audit for automated employment decision tools.
Hiring and HR
Let the screening agent move strong candidates forward, and keep recruiters on the close calls
Strong matches advance without waiting for a recruiter. A borderline rejection goes to a person, and an automated rejection stops if the tool’s bias audit has lapsed.
Connecting the agent? See the developer guide for Employment & HR Technology
Why talent teams hold screening agents back
Hiring rules vary by city and state, and a rejected candidate can ask why.
Colorado’s SB 26-189 repealed and replaced SB 24-205, and takes effect January 1, 2027.
Recruiters need to know which rejections were theirs to decide.
What HR and legal get
No demographic proxies
A rule stops any score that relies on demographic proxy features.
A clear human step
The record shows where the agent recommended and where a recruiter decided.
Answers for candidates
When a candidate asks why, the rubric, score, and decision are in one place.
Changing the cutoff without surprises
A new review band, from proposal to the recruiter’s queue.
Head of talent acquisition
Wants the agent handling first-round screening for high-volume roles.
People analytics lead
Proposes a review band: scores from 45 to below 50 go to a recruiter instead of being rejected.
Employment counsel
Watches the change in Shadow, sees which candidates it would have held, and approves it.
Recruiter
Gets borderline candidates in the Inbox with the score and rubric, and makes the call.
Built-in handoff
A new cutoff can run in Shadow before it touches a candidate
Employment counsel
Everyone sees which candidates the change would hold before it applies. Employment counsel then approves it before it reaches live screening.
See the six role portals and how work moves between themHiring and workforce decisions to connect
Screening is the usual first agent. Assessments and scheduling can follow under the same rules.
Candidate screening
Check the bias audit, proxy features, and cutoff before the agent advances or rejects anyone.
Assessments and interviews
Keep the scoring rubric and its version with each result, next to the recruiter’s decision.
Scheduling and internal moves
Recommendations that affect pay or hours go to a manager with the facts behind them.
Start with one high-volume role
Bring your screening rubric and cutoffs, and see how many candidates the agent can move forward on its own.