Confirm the tool and use
We inventory the relevant tools and document their role in hiring or promotion. The scope assessment determines which uses are covered and defines the work needed for the engagement.
A bias audit.
The publication pack to go with it.
An independent bias audit, a public results summary and candidate-notice drafts for hiring tools covered by NYC Local Law 144. The engagement starts by establishing which tools and uses are within scope.
Scope & pricingExample deliverable
Local Law 144
Delivery file
The audit and publication materials.
- Document 01
Scope assessment
Tool, version and covered use.
HR and legal review - Document 02
Independent audit
Method, data and required results.
Supporting calculations attached - Document 03
Public summary
Dated summary of the findings.
Prepared for publication - Document 04
Candidate notices
Draft content, timing and placement.
Employer review required
Why it helps
Bring the tool, the audit and the notices together.
Hiring software can play different roles in a decision, so the first question is how your organization actually uses the tool. For covered automated employment decision tools, NYC requires a bias audit, public information about its results and specified notices to the people affected.
We help your HR and legal teams assemble the required work into a traceable set of deliverables. The audit connects its results to the data and method used. The publication materials give your team a summary and notice drafts to review, along with a record of where those materials need to appear.
How we deliver it
How the audit file is prepared.
Perform the independent audit
The auditor documents the data, method and required selection or scoring rates and impact ratios. The results include the applicable category and intersectional breakdowns, with the supporting calculations retained.
Prepare the publication materials
We prepare a dated public summary and the applicable candidate-notice drafts. Your team receives the results, supporting references and a record of required timing and placement for review and publication.
What you receive.
For HR, people and legal teams using automated hiring tools.
Start by confirming which tools and uses fall within the law’s scope.
NYC requirementsTool inventory
The tools, their uses and the scope assessment.
Bias audit
Category and intersectional results, with the required impact ratios.
Public summary
A results summary prepared for publication.
Candidate notices
Drafts and a record of where they need to appear.