Frequently asked questions
Do I need a bias audit?
If you use an automated employment decision tool (AEDT) to screen, rank, or score candidates for a job that is performed in New York City, including remote roles, NYC Local Law 144 requires an annual independent bias audit before you use the tool.
What counts as an AEDT?
Any computational tool that substantially assists or replaces human discretion in a hiring or promotion decision: resume screeners, video-interview scorers, automated assessments, and ranking algorithms. If you are unsure, send us the tool and we will assess it.
What happens if I do not comply?
Penalties run from $500 for a first violation up to $1,500 per day for continuing violations, and each day a non-compliant tool is used can count as a separate violation. You also must post a public summary of the audit and notify candidates at least 10 business days in advance.
Are you an independent auditor?
Yes. The law requires the auditor to have no financial interest in the tool or in the employer using it, and to have had no role in building it. We meet that independence standard, which a self-serve compliance platform cannot.
What data do you need from us?
Aggregated selection or scoring data by demographic category wherever possible, so we rarely need raw applicant records. If historical data is not available, we run the audit on test data and say so in the report. Everything is transferred securely and minimized.
Is this legal advice?
No. We provide independent audit findings and recommendations, not legal advice, and we do not certify compliance. We work alongside your employment counsel, who confirms your obligations.