[{"data":1,"prerenderedAt":96},["ShallowReactive",2],{"uc-reg-nyc-local-law-144":3},{"regulation":4,"includeUnpublished":11,"indexable":12,"useCases":13},{"id":5,"label":6,"issuer":7,"region":8,"url":9,"description":10},"nyc-local-law-144","NYC Local Law 144","New York City","north-america","https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page","Bias audits and notices for automated employment decision tools used in hiring and promotion in New York City.",false,true,[14,50,79],{"slug":15,"title":16,"shortTitle":17,"definition":18,"status":19,"industries":20,"functions":24,"patterns":26,"audience":29,"autonomy":30,"adoptionStage":31,"evidenceCount":32,"publicEvidenceCount":32,"organizations":33,"bestGrade":36,"headline":37,"lastVerified":47,"indexable":12,"euAiActTier":48,"euAiActBasis":49},"ai-candidate-sourcing-and-talent-rediscovery","AI agent for candidate sourcing and talent rediscovery","AI candidate sourcing and rediscovery","AI that builds and works the candidate pipeline before an application arrives: it matches open roles against a company's own past applicants sitting unused in the applicant tracking system, ranks and surfaces the best fits for a recruiter to approach, and optimizes career site content and outreach to attract more of the right applicants, instead of a recruiter starting each search from an empty external search or a job board.","published",[21,22,23],"cross-industry","manufacturing","technology",[25],"human-resources",[27,28],"recommendation-and-personalization","prediction-and-scoring","employee-facing","assist","early-adopters",2,[34,35],"Box","Forvia","C",{"kpi":38,"label":39,"unit":40,"n":41,"nUpTo":42,"kind":43,"value":44,"qualifier":45,"claimant":46,"organization":34,"vendorReported":11},"processing-time-reduction","Cycle time reduction","percent",1,0,"reported",16,"exact","organization","2026-09-29","high","Annex III point 4(a) lists AI systems intended to be used to recruit or select natural persons, including to place targeted job advertisements and to analyse and filter applications. Ranking a company's own past applicants and new candidates against an open role, and deciding who a recruiter sees first, is filtering and evaluating candidates for that purpose.",{"slug":51,"title":52,"shortTitle":53,"definition":54,"status":19,"industries":55,"functions":59,"patterns":60,"audience":64,"autonomy":65,"adoptionStage":31,"evidenceCount":66,"publicEvidenceCount":66,"organizations":67,"bestGrade":73,"headline":74,"lastVerified":77,"indexable":12,"euAiActTier":48,"euAiActBasis":78},"recruitment-screening-and-interview-scheduling","AI for recruitment screening and interview scheduling","Recruitment screening and scheduling","AI that answers candidates' questions, collects applications in conversation, schedules interviews and, where the organization chooses, assesses applications against the job requirements for a recruiter, who makes every selection decision. In the EU, the screening part is a high risk AI system under Annex III point 4 of the AI Act.",[21,56,57,58],"government","travel-and-hospitality","professional-services",[25],[61,62,28,63],"conversational-agent","classification-and-routing","agentic-workflow","customer-facing","copilot",5,[68,69,70,71,72],"Chipotle Mexican Grill","Gojob","U.S. Immigration and Customs Enforcement","Mastercard","Trace3","B",{"kpi":38,"label":39,"unit":40,"n":41,"nUpTo":42,"kind":43,"value":75,"qualifier":76,"claimant":46,"organization":71,"vendorReported":11},90,"approximately","2026-09-27","Annex III point 4(a) lists AI systems intended to be used for the recruitment or selection of natural persons, in particular to place targeted job advertisements, to analyse and filter job applications and to evaluate candidates. Screening, ranking and scoring applications is therefore high risk. A component limited to a narrow procedural task, such as booking interview slots or answering process questions, can fall outside the high risk category under Article 6(3), but only if it does not materially influence the outcome and does not profile people, and that assessment must be documented (Article 6(4)). Deployers of the high risk part must follow the instructions for use, assign competent human oversight, keep logs, inform workers' representatives and inform candidates that a high risk system is used (Article 26). An organization that builds its own screening system becomes its provider, with conformity assessment duties. The chatbot part also carries the Article 50 disclosure duty.",{"slug":80,"title":81,"shortTitle":82,"definition":83,"status":19,"industries":84,"functions":86,"patterns":87,"audience":29,"autonomy":30,"adoptionStage":31,"evidenceCount":88,"publicEvidenceCount":88,"organizations":89,"bestGrade":73,"headline":93,"lastVerified":77,"indexable":12,"euAiActTier":94,"euAiActBasis":95},"internal-talent-marketplace-matching","AI internal talent marketplace for matching employees to projects, roles and mentors","Internal talent marketplace","An internal platform that uses AI to infer employees' skills and interests and recommend short term projects, open roles, mentors and learning to them, while showing managers which employees fit an opportunity, so that work is staffed from inside before hiring or contracting externally.",[21,22,85,56],"payments",[25],[27,28],4,[90,71,91,92],"Federal Bureau of Prisons","Schneider Electric","Unilever",null,"context-dependent","Annex III point 4 lists AI used for the recruitment or selection of natural persons (4(a)) and AI used to make decisions affecting promotion, or to allocate tasks based on individual behaviour, personal traits or characteristics (4(b)). A marketplace that ranks employees for internal roles or allocates projects on the basis of inferred traits is therefore high risk. Recommending learning content or mentors to an employee who chooses freely is usually not. Deployers of the high risk part must inform workers' representatives and the affected employees before use (Article 26).",1790683502651]