We run full-cycle AI recruiting with a human approving every hire — and we sell the compliance work standalone, for teams who just need NYC Local Law 144 and EU AI Act gaps closed, with or without us as your recruiter.
Full-cycle search — sourcing, screening, structured interviews, offer support — run on AI tooling with a human reviewing every match. We do the hiring for you.
See how it works →Check, Fix, Cover — a standalone engagement for any company’s hiring systems, whether or not you ever use us to recruit. NYC and EU coverage, one fixed fee.
See how it works →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.
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.
You don’t need to use us as your recruiter to buy this. Every requirement on each side is handled inside Check, Fix, and Cover: nothing bought twice, nothing missed.
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.
A bias audit checks the algorithm. It cannot check the recruiter who accepts the algorithm’s ranking 97% of the time without reading a single profile.
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 behaviour 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.
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 Compliance Score is a two-week gap assessment against both NYC Local Law 144 and the EU AI Act. A bias audit is one specific requirement inside that assessment — an independent statistical review of your hiring tool's outcomes across groups.
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.