What evidence should be kept?

Create an inventory record for each AI tool, vendor, owner, hiring stage, geography, and model version. Connect or upload applicant-flow counts by protected group and decision outcome. Run automated adverse impact checks and assign risk owners to flagged tools or stages.

hiring AI compliance tool

Hiring AI Compliance Tool for HR and Legal

A hiring AI compliance tool helps employers turn fragmented spreadsheets, vendor PDFs, and applicant-flow exports into a structured control process for automated employment decision systems.

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Where this fits

HR owns the vendor relationship, legal owns risk review, and analytics owns the data export.

The business needs one dashboard for resume screening, video interview, assessment, and ranking tools.

The team wants evidence that can be updated quarterly instead of rebuilt from scratch annually.

Operating steps

Create an inventory record for each AI tool, vendor, owner, hiring stage, geography, and model version.
Connect or upload applicant-flow counts by protected group and decision outcome.
Run automated adverse impact checks and assign risk owners to flagged tools or stages.
Generate an executive summary, technical appendix, and remediation plan from the same data.
Monitor changes when a vendor, model, threshold, role family, or location changes.

Common risks

Compliance evidence is scattered across email threads and cannot be reconstructed quickly.
A tool is used in one business unit without being added to the central inventory.
The team cannot tell whether a flagged result was accepted, remediated, or awaiting review.

How HireBias Audit connects

HireBias Audit is built as a hiring AI compliance tool for mid-market employers that need inventory, testing, reporting, and follow-up in one workspace.

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