# AI hiring compliance for recruiters

Source: https://talent.kudoswall.com/resources/ai-hiring-compliance-guide

This guide is for **talent teams using AI to rank resumes**. It is not a vendor procurement-clause template and not a directory of “bias audit firms.”

## Recruiter rules of thumb

- A human reviews the shortlist. Do not auto-reject from an AI score.
- Score each candidate against the job description, not against other applicants.
- Ignore PII in the model instructions (names, demographics).
- Show why a resume ranked (qualifications and skill gaps).
- Recruiter-controlled strictness (must-haves vs transferable skills) beats a black box.

## Laws talent teams actually hit

- **NYC Local Law 144** — Automated Employment Decision Tools: annual bias audit and public impact-ratio posting when the tool is used in NYC hiring.
- **GDPR Article 22** — no solely automated decisions with legal or similarly significant effect; human review matters.
- **EU AI Act** — hiring/screening systems are high-risk; transparency and human oversight apply.
- Other regimes (EEOC / Four-Fifths Rule, CCPA, DPDP in India, POPIA, etc.) still expect fair, explainable screening.

HaiTalent is built for explainable, PII-blind, human-in-the-loop screening. This page is not legal advice.