01
AI-assisted sourcing and screening
AI handles the volume work — sourcing and first-pass screening — with a human reviewing every match before a candidate is contacted.
Full-cycle recruiting powered by AI sourcing and screening — with a human reviewing every decision that touches a candidate. Built compliant in the EU and NYC from day one.
Six years of full-cycle search — sourcing, screening, structured interviews, offer support — now run on AI tooling and checked at every step against the same standards we audit other companies against.
AI handles the volume work — sourcing and first-pass screening — with a human reviewing every match before a candidate is contacted.
Roles filled from CSM to CEO, across agtech, fintech, media, climate, and AI/SaaS.
Drop-in recruiting capacity for teams scaling fast, without the overhead of a full-time hire.
Hiring process design for teams building their first AI-assisted pipeline that also holds up under audit.
The same standards that govern our own recruiting are available as a service — for companies that need their hiring systems checked, fixed, or covered.
A full read on where your hiring process stands against EU AI Act and NYC Local Law 144 requirements.
FixHands-on work to close the gaps the audit finds, from process redesign to documentation.
CoverContinued monitoring as your hiring tools and regulations both keep changing.
Grounded in behavioural science, not checklist compliance.
The bias audit isn't a keyword scan of your job postings. It examines where hiring decisions actually drift from the criteria they're supposed to follow, and where AI tools amplify that drift.
It also tells you what a compliant, well-designed AI-assisted search looks like: recruiting is the other half of the work.
AI handles the high-volume work of sourcing and screening candidates, but a human recruiter reviews and approves every match before a candidate is contacted or advanced — no hiring decision is made by AI alone.
Yes. PeopleNotResumes runs its own recruiting compliant with NYC Local Law 144, and also offers compliance audits to help other companies meet the same requirement for automated employment decision tools.
Yes. Recruiting and hiring-tool compliance work is built to align with EU AI Act requirements for high-risk AI systems used in employment decisions.
A bias audit examines where hiring decisions drift from stated criteria and where AI tools amplify that drift. A compliance check verifies a hiring process meets specific legal requirements like the EU AI Act or NYC Local Law 144.