Bias Audit & Compliance

EEOC adverse impact analysis, NYC Local Law 144 compliance, and AI transparency

Total Interviews
2
Overall Compliance
Review
Days Until Audit Due
0
Consent Rate
100%
EEOC 4/5ths Rule Analysis

The EEOC 4/5ths rule states that if the selection rate for a protected group is less than 80% of the rate for the group with the highest rate, adverse impact may be indicated.

No bias analysis data available yet. Bias analysis requires completed interviews with demographic data.

The system will automatically calculate adverse impact ratios when sufficient interview data is available.

NYC Local Law 144 Checklist
Bias audit conducted
Annual bias audit by independent auditor required
Pending
Audit summary published
Summary posted on employer's website
Pending
Candidate notification
Candidates notified of AEDT use 10 business days before
Implemented
Alternative process available
Candidates can request non-AI evaluation
Implemented
Data retention compliance
Audit data retained for required period
Implemented
Audit Schedule
No audit conducted yet
Overdue - Audit Required
Upload External Audit Report
Upload the bias audit report from your independent auditor (PDF or Word)
Bias Mitigation Measures
Structured interview questions
All candidates for the same role receive the same base questions
Standardized scoring rubrics
AI scoring uses predefined evaluation criteria per job role
No demographic data in scoring
Name, age, gender, and ethnicity are excluded from AI evaluation inputs
Human oversight required
All AI recommendations require human review before hiring decisions
Regular model monitoring
EEOC 4/5ths rule analysis computed on ongoing interview data
AI Scoring Factors

The following factors are used by the AI when evaluating interview responses:

  • Technical Competency - Accuracy and depth of technical answers relative to job requirements
  • Communication Skills - Clarity, structure, and coherence of responses
  • Problem-Solving Ability - Approach to analyzing and resolving presented scenarios
  • Relevant Experience - Alignment of stated experience with job role requirements
  • Cultural Fit Indicators - Values alignment and teamwork orientation (behavioral only)
The AI does not consider: appearance, accent, gender, age, race, disability status, or any protected characteristic.
How the AI Model Works

Our AI interview system uses the following approach:

  1. Question Selection - Questions are drawn from a pre-configured question bank specific to the job role
  2. Response Analysis - GPT-4 evaluates transcribed responses against evaluation criteria defined by human recruiters
  3. Scoring - Each response is scored on a scale aligned with the evaluation rubric. Individual scores are aggregated for an overall assessment
  4. Recommendation - The system produces a recommendation (Strong Yes / Yes / Maybe / No / Strong No) based on aggregate scores
  5. Human Review - All AI-generated recommendations are presented to human recruiters who make the final hiring decision
Data Collection & Usage

The following data is collected and how it is used:

Data TypePurposeRetention
Video/Audio recordingsInterview evaluation365 days
TranscriptsAI analysis & human review730 days
Contact informationCommunication & scheduling1095 days
Resume dataQualification matching1095 days
AI scores & recommendationsHiring decision support1095 days
Audit logsCompliance & security2555 days
Candidate Notification Text

The following notice is provided to candidates before AI-assisted interviews:

This company uses artificial intelligence (AI) technology to assist in evaluating candidates during the interview process. By proceeding, you acknowledge and consent to the following: 1. AI ANALYSIS: Your interview responses will be analyzed by AI technology to assess your qualifications for the position. 2. VIDEO/AUDIO RECORDING: Your interview session may be recorded for evaluation purposes. 3. DATA PROCESSING: Your interview data will be processed and stored in accordance with our Privacy Policy. 4. HUMAN REVIEW: AI-generated assessments may be reviewed by human evaluators who make final hiring decisions. 5. NO AUTOMATED DECISIONS: While AI assists in the evaluation, final hiring decisions are made by human recruiters. You may request an alternative selection process without AI involvement.