If you use AI anywhere in hiring and recruit in New York or the EU, the rules now apply to you. We help you meet them, and we treat the work as a chance to strengthen how your team actually hires: clearer decisions, a fairer process, and a better candidate experience along the way.
Three services, kept deliberately simple: we find every compliance gap you have, we close them before your deadline, and we keep you covered as the rules and your tools change.
We find every gap. A complete picture of your exposure under LL144 and the EU AI Act, in two weeks.
We close every gap on the list and hand you the proof: audit-ready, notice-compliant, deadline met.
We keep you compliant as tools, laws, and your team change. You hire; we watch the rules.
Every requirement on each side is handled inside Check, Fix, and Cover: nothing bought twice, nothing missed.
If an automated employment decision tool screens, scores, or ranks candidates for a NYC role, including remote roles reporting into NYC, you need a bias audit from an independent auditor within the last year, a published results summary, and notice to candidates before the tool is used. Most teams we meet are missing at least one of the three, usually notice, and it's very fixable, often within weeks.
AI used to recruit or select candidates in the EU is classified high-risk. As a deployer you'll need to use tools per the provider's instructions, assign competent human oversight, monitor operation, keep logs, and inform workers. The deadline is real, but so is the runway. With a plan started now, most teams can meet their deployer duties comfortably before December, and come out of it with a hiring process they trust more, not less.
The EU AI Act names the failure mode directly: oversight must guard against automation bias, the documented human tendency to defer to machine output. Law firms handle the documents. We design the decision process: when humans review, what they see, what forces genuine judgment rather than rubber-stamping, and how override behavior is measured over time.
That's the difference between compliance you can file and compliance you can defend, and it's also why this work pays for itself: a team that reviews AI output well simply makes better hires.
PeopleNotResumes is led by Carla Burger, who pairs a decade in technology talent acquisition with an Executive MSc in Behavioural Science now underway at the London School of Economics. We've sat on the recruiter's side of the ATS, and we study the decision science regulators are now writing into law. We're based in Austin and London, the same footprint as the statutes we cover.
NYC Local Law 144 is a New York City law regulating automated employment decision tools (AEDTs). Employers using an AEDT for NYC roles need an independent bias audit within the past year, a public summary of the audit results, and notice to candidates at least 10 business days before the tool is used. It has been enforced since July 5, 2023.
Yes. AI systems used to recruit or select candidates are classified as high-risk under Annex III of the EU AI Act. Employers deploying them must ensure competent human oversight, monitor and log operation, follow the provider's instructions, and inform workers, with high-risk obligations applying from December 2, 2026.
An AEDT is a computational process, drawn from machine learning, statistical modeling, data analytics, or artificial intelligence, that substantially assists or replaces human decision-making in hiring or promotion. Resume screeners, candidate scoring, and ranking features inside your ATS commonly qualify.
A Local Law 144 bias audit calculates selection or scoring impact ratios across sex and race/ethnicity categories to test whether the tool treats groups differently. The audit must be done by an independent auditor, and a summary of results must be published.
Our methods come from behavioural science: the compliance work is grounded in peer-reviewed research on automation bias and decision quality, applied through training at the London School of Economics. Regulators wrote human oversight into both laws; we design oversight the way the research says it actually works.
No. We are a behavioural-science compliance consultancy. We build and run the operational side of compliance and work alongside your legal counsel, who remain your source of legal advice.
The Compliance Score covers both jurisdictions at one fixed fee and ends with a complete fix plan you own either way, whether you close the gaps with us or on your own.
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