Who it is for
HR and talent teams whose applicant tracking system screens, ranks or scores candidates, including AI features nobody deliberately switched on.
Employment is one of the high risk categories, and it is the one small companies stumble into without noticing, because the AI arrived inside a recruitment tool they already paid for.
What is inside
- ATS AI Feature Audit, to find the AI already running in your hiring stack
- Human Oversight Protocol, the control that closes your GDPR Article 22 exposure today
- Candidate AI Disclosure Notices, ready to paste for adverts, forms and interviews
- Jurisdiction Scope Worksheet, which rules reach you and from when
- Bias Audit Workbook, the impact ratio method worked through with real numbers
- AI in Hiring Policy, the governing document, ready to circulate
- ATS Vendor Questions, seven sections to send your software provider
- Recruiter AI Training, a 45 minute session plus attendance log
- Four Excel registers: feature register, override log, notice log, training log
How it arrives
AI IN HIRING COMPLIANCE KIT
9 documents, every one in PDF and Word, registers in Excel.
Questions people ask
The EU high risk deadline is December 2027. Why would I buy this now?
Because the EU deadline is not the one that reaches you first. GDPR Article 22 has applied since 2018 and covers automated rejection of job applicants. NYC Local Law 144 and the Illinois rules are in force today. The 2027 date is the last of six to arrive, not the first.
We do not think we use AI in hiring at all.
Most buyers of this kit thought the same. The AI usually arrives inside an applicant tracking system as a ranking or auto screening feature, switched on by a vendor update. The ATS Feature Audit exists to settle that question in about ten minutes.
Does this include the bias audit?
No, and be careful of anything that claims to. Where NYC Local Law 144 applies, the audit must be performed by an independent auditor. This kit sets out the method, organises your data and records the result, which makes that engagement shorter and cheaper. It does not replace it.
Is this legal advice?
No. These are operational templates, not a legal opinion on your circumstances, and they do not by themselves make you compliant. If a candidate has raised a discrimination complaint, or a regulator has contacted you, use these to get your facts in order and then speak to a qualified lawyer.
This is not legal advice. These are operational templates, not a legal opinion on your circumstances, and they do not by themselves make you compliant. Where the stakes are high, use them to prepare and then have a qualified lawyer review your position.