New York City's Local Law 144 regulates automated employment decision tools (AEDTs). Before one can be used to screen or rank candidates, it needs an independent bias audit, published results and advance notice to candidates. The first step nobody can skip: identifying which of your hiring tools count as an AEDT.
New York City's Local Law 144 has been in effect and enforced since 2023. It governs automated employment decision tools — software that uses machine learning or AI to substantially assist or replace a hiring or promotion decision for roles in New York City.
Unlike the broad state laws, LL144 is narrow and operational: if a tool meets the AEDT definition, a specific set of steps must happen before it's used — every year.
Every one of these obligations starts in the same place: knowing exactly which AI systems you run and what they touch. That's the read we produce.
The hard part of LL144 isn't running the bias audit — it's knowing which tools require one. The definition turns on whether a tool uses AI to substantially assist a hiring decision, and that answer lives in how the software actually works.
A resume-ranking feature, an assessment scorer, a sourcing model from a vendor — any of these can be an AEDT, and they're often spread across an ATS, internal code and third-party integrations. Miss one and you've published an incomplete bias-audit posture without knowing it.
Every model, API and LLM call in your code — including the shadow AI nobody reported.
Which systems make consequential decisions, and what regulated data flows into each one.
A signed, source-traced map your counsel turns into the notices and assessments NYC Local Law 144 requires.
Local Law 144 is a New York City law, in effect since 2023, that regulates automated employment decision tools (AEDTs). Before an AEDT can be used to screen candidates or employees for NYC roles, it must pass an independent bias audit within the prior year, the results must be published, and candidates must be notified in advance.
An AEDT is a computational process derived from machine learning, statistical modeling or AI that issues a score, classification or recommendation used to substantially assist or replace a hiring or promotion decision. Determining which of your tools meet that bar requires understanding how each actually works — in the code, not on a vendor datasheet.
Violations carry civil penalties that can accrue per violation and per day, and each day an AEDT is used without a compliant bias audit or required notices can count separately. Because penalties scale with the number of tools and days, an incomplete inventory is a direct financial risk.
We surface every place AI touches a hiring or promotion decision in your stack — across your own code, your ATS integrations and third-party tools — so you know exactly which systems qualify as AEDTs and need a bias audit, published results and candidate notice. No surprises after the fact.
This page is general information, not legal advice. AI statutes and their effective dates are moving targets; confirm what applies to you with your own counsel. We produce the technical read — the source-traced map of the AI in your code — that your counsel maps to the obligations that actually bind you.
Two weeks. Fixed price. Read-only. We surface every place AI touches a hiring decision in your stack — so you know which tools Local Law 144 reaches.
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