The AI Hiring Compliance Checklist

"We handle compliance." employer bears the primary legal obligation. Not the vendor. Your vendor sold you a tool. They didn't sell you a legal shield. The EEOC Set the Direction EEOC guidance on AI in employment is technically not binding. But it tells you where federal enforcement is headed. Core position: Title VII disparate impact applies to AI hiring tools. Your AI screening tool has adverse impact on a protected group? You're liable. Even if a vendor built it. "I bought it from a vendor" is not a defense. ADA guidance too. Video analysis tool that scores negatively for atypical speech patterns or limited eye contact? Potential ADA violation. Employer must ensure the tool doesn't screen out candidates with disabilities unless the trait is directly job related. The EEOC has settlement authority and authorizes lawsuits. Current commissioners have publicly named AI hiring as an enforcement priority. When the agency that decides whether to sue you says "we're watching this," take it seriously. NYC Local Law 144: The Only Audit Mandate detailed breakdown The audit obligation is on you, the employer. Not your vendor.