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Trust & compliance

NYC Local Law 144

NYC Local Law 144 and Hello Recruiter

Independent bias audit complete, October 2026

Hello Recruiter’s AI resume screening and AI interviews completed an independent bias audit under NYC Local Law 144 in October 2026, and the results are public. If you hire for New York City roles, you link to that summary, give candidates notice, and you’re ready to use Hello Recruiter.

At a glance

Law: NYC Local Law 144 of 2021, on automated employment decision tools (AEDTs)
Applies to: Employers and employment agencies using an AEDT for jobs located in New York City
Enforced since: July 5, 2023
Enforced by: NYC Department of Consumer and Worker Protection (DCWP)
Hello Recruiter status: Independent bias audit complete, October 2026. Next audit due by October 2027.
Last reviewed: October 2026

What the law requires

An AEDT is a tool that uses AI, machine learning or statistics to substantially help screen candidates for hiring or promotion. The law covers a job if it is based at a New York City office at least part time, if it is remote but tied to a New York City office, or if the employment agency doing the hiring is in New York City.

Before using an AEDT for those jobs, an employer must do four things:

Bias audit. Make sure the tool had an independent bias audit within the past year. The audit calculates selection or scoring rates and impact ratios by sex, race/ethnicity and their intersections.
Publish the results. Post a summary of the most recent audit and the tool’s distribution date (the date you started using it) on your careers page, or link to them.
Notify candidates. Tell candidates who live in New York City, at least 10 business days before use, that an AEDT will be used and which job qualifications and characteristics it assesses. Include how to request a reasonable accommodation or an alternative process. The notice can go in the job posting, by email or mail, or on your careers page.
Share data information on request. Make information about the type and source of data collected and your data retention policy available on your website, or within 30 days of a written request.

Each day a tool is used without a current audit, and each missed notice, is a separate violation. Penalties run up to $500 for a first violation and $500 to $1,500 for each one after. A December 2025 audit by the New York State Comptroller found DCWP’s enforcement weak, and DCWP committed to tougher enforcement.

How Hello Recruiter helps you comply

The law places these duties on employers, not on the vendor. Hello Recruiter does the work a vendor can do so your part is short.

What the law requires	What Hello Recruiter does	What your team does
Independent bias audit in the past year	Commissioned an independent audit of AI resume screening and AI interviews (Idiro Analytics, October 2026). Re-audits every year and after any material change to scoring.	Check before use that the audit is less than a year old.
Public summary of results	Publishes the summary on this page and on our trust center.	Link to it from your careers page.
Distribution date	The audit summary lists June 2026, when the tools were first released. The date the law asks you to publish is the one you started using them.	Post the date you started using Hello Recruiter for NYC roles next to the link.
Candidate notice, 10 business days before use	Provides the notice text below. Jurisdiction detection flags NYC roles and shows candidates that AI is part of the process.	Post or send the notice at least 10 business days before you use Hello Recruiter on those candidates.
Qualifications and characteristics assessed	Every score is measured against criteria and weights your recruiters set on the job, so the list already exists.	Copy the job’s criteria into the notice.
Accommodation and alternative process	Recruiters can enter a scorecard manually, run the evaluation themselves and fully override the AI scores.	Say in the notice how to ask, and act on requests.
Data type, source and retention, on request	Scores use only resume content and interview transcripts. Records are kept 4 years for US roles by default, and you can change it.	Answer written requests within 30 days.
Anti-discrimination laws still apply	AI results go to people in the Human Review Center. Nothing is decided automatically.	Your people review results and make every hiring decision.

Candidate notice you can use

Fill in the bracketed parts, then post it in the job listing, send it by email, or put it on your careers page.

[Company] uses Hello Recruiter, an automated employment decision tool, to help evaluate applicants for [role]. It assesses your resume and your interview against these qualifications: [criteria from the job]. Our recruiters review every result and make every hiring decision. A summary of the tool’s most recent independent bias audit is at [link]; we began using it on [distribution date]. To request an alternative selection process or a reasonable accommodation, contact [email]. You can also request information about the data we collect, its source and our retention policy at [email].

Bias audit results

Auditor: Idiro Analytics, Dublin (independent of Hello Recruiter, with no role in building the tools)
Audit date: October 2026. Next audit due by October 2027.
Tools audited: Hello Recruiter Resume Screening System and Hello Recruiter Interviewing System
Distribution date: June 2026, when the tools were first released. Employers publish the date they started using them.
Data: Test data, because historical candidate data with enough demographic coverage wasn’t available. 37,800 resumes (1,350 base resumes for finance, healthcare and construction roles, each in 28 versions that differ only in protected traits) and 6,048 interview records. No real candidate data was used.
Unknown category: None. Every test record was assigned a sex and race/ethnicity category by design.
Categories: Sex, race/ethnicity and their intersections, as Local Law 144 requires, plus nine more for California, Colorado and Illinois: age, religion, national origin, disability, sexual orientation, veteran status, criminal history, medical condition and gender identity
Result: Lowest impact ratio 0.985 for resume screening and 1.00 for AI interviews in the Local Law 144 categories, and 0.986 and 1.00 across the nine further traits, against a common benchmark of 0.80. The auditor found no evidence of algorithmic bias in either tool.
Documents: The summary of results, with the full scoring-rate and impact-ratio tables, and the full report are on our trust center.

Between audits, Hello Recruiter re-runs the audit’s test data whenever the underlying AI model changes and checks the results stay consistent. A change to scoring criteria, how scores are combined or how they’re used triggers a new independent audit.

Common questions

Is Hello Recruiter an AEDT under NYC Local Law 144?
When its scores substantially help you screen candidates for a New York City job, treat it as one. Hello Recruiter had its resume screening and AI interviews audited on that basis, so you don’t have to decide alone.
Who is responsible for Local Law 144 compliance: Hello Recruiter or the employer?
The employer. DCWP’s guidance says vendors aren’t responsible for the audit but may have one done. Hello Recruiter commissions the audit; you publish the summary, give notice and make the decisions.
Can we rely on Hello Recruiter’s bias audit?
In most cases, yes. The audit used test data, which the rules allow when there isn’t enough historical data for a statistically significant audit. If you’ve built up significant hiring data with Hello Recruiter in New York City, ask your counsel; we can include it in the next annual audit.
What must the candidate notice say, and when?
That an AEDT is used, which qualifications and characteristics it assesses, and how to request an accommodation or alternative process. Give it at least 10 business days before use, in the job posting, by email or on your careers page.
How often is the bias audit done?
Every year. An employer can rely on an audit for one year from its date. Hello Recruiter’s next audit is due by October 2027.
Does the audit mean Hello Recruiter is certified?
No. Local Law 144 has no certification. The audit is an independent statistical test of how the tool scores different groups.

See the audit paperwork

The public summary is above. The full audit report and our security documents are on our trust center.

Request our security package

Other AI hiring laws

This page explains how Hello Recruiter supports compliance. It is not legal advice. Your obligations depend on where you hire and how you use Hello Recruiter, so confirm them with your counsel. If this page differs from our legal documents, the documents govern.