One Pager for Executives
Your AI hiring tool may already be breaking the law.
Three new laws (with likely more on the way) now regulate any AI system that scores, ranks, or screens job candidates. Penalties of up to $1,500 per violation, per day. Hughes AI Audit is the technical partner that gets you compliant before enforcement catches up.
The tool you may not realize you have
An Automated Employment Decision Tool (AEDT) is any AI system that produces a score, ranking, or recommendation used to help make hiring or promotion decisions. If a vendor sells you software that filters resumes, ranks applicants, or scores interviews — and that output influences who moves forward — you are deploying an AEDT. The law doesn't care whether the AI makes the final call. If it substantially assists the decision, it's regulated.
Local Law 144
Requires an annual independent bias audit, public disclosure of impact ratios by race, sex, and intersectional categories, and 10-day candidate notice before any AEDT is used. Fines up to $1,500 per violation, per day.
HB 3773
Prohibits AI hiring that discriminates — and specifically bans using zip codes as proxies for race. Requires notice to all employees when AI is used. Covers the full employment lifecycle, not just hiring.
SB 24-205
Mandates a risk management program aligned with the NIST AI framework, annual impact assessments, human-in-the-loop disclosure, and a right for candidates to appeal AI decisions. AG enforces as a deceptive trade practice.
What Hughes AI Audit actually delivers
Bias & Proxy Audit
We run the math NYC requires — selection rates, scoring rates, impact ratios by race, sex, and every intersectional combination — with full LaTeX proofs an independent auditor can verify. We also scan your AI's input features for Illinois proxy-variable violations.
Public Disclosure Package
We generate the LL144 "Summary of Results" your website needs — complete with intersectional tables, small-sample privacy suppression, Unknown demographic transparency, and a NIST-aligned data integrity statement.
Multi-State Notice Engine
One unified candidate notice that satisfies NYC, Illinois, and Colorado simultaneously — including the Colorado human-in-the-loop disclosure, data correction rights, and appeal process your legal team needs documented.
Who partners with Hughes — and why
Employers & HR Leaders
You adopted an AI hiring tool to save time. Now it's a liability. We handle the technical audit work so your team doesn't have to learn statistical testing, impact ratios, or intersectional math. You get audit-ready artifacts and a defensible compliance record.
Legal Teams & Outside Counsel
You understand the exposure but can't legally act on the math. We bridge that gap — producing the quantitative evidence, LaTeX proofs, and regulatory-mapped documentation you need to advise clients or defend against disparate impact claims.
AEDT Vendors & HR Tech Companies
Your clients are asking if your tool is "compliant." We give you a third-party audit package you can hand to every customer — covering NYC, IL, and CO in one engagement. It's a sales accelerator, not just a cost of doing business.
Small & Mid-Size Firms
You don't have a compliance department, but you use Indeed assessments, HireVue, or another screening tool. These laws don't have a small-business exemption (Colorado's is extremely narrow). We make compliance affordable and fast before a complaint arrives.
