Searches are built compliant from the start: EU AI Act and NYC Local Law 144 aligned, not retrofitted after the fact.
PeopleNotResumes runs recruiting the way the compliance practice says hiring should be run: AI does the sourcing and screening lift, a human owns every decision that touches a candidate. Six years of full-cycle search, dozens of clients, roles filled from CSM to CEO — now built on AI tooling, checked at every step against the same standards we audit other companies against.
Searches are built compliant from the start: EU AI Act and NYC Local Law 144 aligned, not retrofitted after the fact.
Carla built PeopleNotResumes as a recruiting firm in 2019 and ran full-cycle searches for six years before turning the same scrutiny on the hiring systems themselves. She's currently completing an Executive MSc in Behavioural Science at LSE, supervised by Dr. Dario Krpan, and has led recruiting functions at WiredScore (scaling from 50 to 150) and Workweek Media. The bias audit methodology draws directly on that graduate research.
The bias audit isn't a keyword scan of your job postings. It's built on behavioural science methodology developed as part of an Executive MSc in Behavioural Science at the London School of Economics — examining where hiring decisions actually drift from the criteria they're supposed to follow, and where AI tools amplify that drift. That's also why the same person who runs your audit can tell you what a compliant, well-designed search looks like: recruiting is the other half of the work.
Client names shown with permission. Signed engagements, 2021–2026.
EU AI Act and NYC Local Law 144 compliant — for our own recruiting, and as a service we run for other companies (Compliance Score, Fix, Cover, and Bias Audit).
Tell us the role and where the pipeline is stuck. You'll hear back within one business day with a scope, a timeline, and a fee.
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