Editorial · Analysis
Long-form writing on AI hiring.
Long-form writing on the regulatory landscape for AI in hiring, vendor evaluation patterns, and the litigation shaping vendor liability. New posts roughly weekly.
§ Archive
What makes a defensible NYC LL 144 bias audit
After Mobley's second amended complaint, 'we have a bias audit' is no longer sufficient. Here's what makes one defensible.
By HireAIScore editorial
Read→Mobley v. Workday: what the second amended complaint actually changes
Until January, Mobley was a vendor-liability case. With the second amended complaint, it's also an audit-methodology case - and that affects every vendor.
By HireAIScore editorial
Read→§ Source material
All regulations→The regulations this writing argues from.
US Federal (N.D. Cal.); ADA, ADEA, Title VII claims
Mobley v. Workday
The class-action case shaping US vendor-liability case-law for AI hiring. Live as of 2026-05-21.
Read→New York City, USA
NYC LL 144
NYC LL 144 requires employers using AEDTs for NYC-based candidates to commission annual independent bias audits, publish results, and give candidate notice. In force since 2023.
Read→Illinois, USA
Illinois HB 3773
Illinois HB 3773 extends the Illinois Human Rights Act to cover AI-driven employment decisions. Effective 1 January 2026.
Read→Colorado, USA
Colorado AI Act
Colorado's first-in-the-US AI Act covers consequential decisions including employment. Effective 30 June 2026.
Read→European Union
EU AI Act
How the EU AI Act treats AI in hiring, what deployer obligations apply from August 2026, and how to map vendor evidence onto Annex IV and Article 27.
Read→