AI Hiring Compliance Kit

The 2026 AI-hiring laws are here. Most employers have no idea if they're exposed.

In 2026 a wave of laws started regulating AI in hiring - NYC Local Law 144, Illinois HB 3773, Colorado's AI Act, California, Texas, and the EU AI Act. If you use anything that screens, ranks, scores or filters candidates, some of them may already apply to you - with candidate-notice timing, bias-audit and disclosure duties you can't see coming.

This skill turns that fog into a plain-English readiness plan and a folder of ready-to-send documents. It is built to be honest: it flags where a qualified employment attorney is needed and always tells you to verify the current text of any statute, because these laws change fast.

Tell your agent how you hire, where your candidates are (which states / the EU), your size, and what AI you actually use - and it returns the full Readiness Report in one reply.

What every report gives you

1. Your exposure verdict - a clear LOW / MEDIUM / HIGH, tied to the tools you use and where you hire
2. What likely applies to you - a table of only the laws plausibly triggered by YOUR facts, each with the trigger, the core obligation in one plain line, and a verify flag (uncertain items are marked NEEDS ATTORNEY)
3. Your compliance clock - the concrete timing and recurring duties: e.g. applicant notice at least 10 business days before the tool evaluates a candidate; independent bias audit (typically annual) posted publicly; impact assessments for "deployers"
4. Ready-to-send: Applicant AI Notice - a clean, plain-language notice for your careers page or email: that AI is used, what it evaluates, the data it uses, and how to request a human (non-AI) review
5. Ready-to-send: Bias-Audit Vendor Request - an email to your AI vendor asking for their independent bias-audit summary, date, methodology and results, plus a 5-item checklist of what a usable audit must contain
6. Alternative-process procedure - a short internal procedure for honoring a candidate's request for a human review
7. Documentation to keep on file + your top 3 fixes this week + when to call an attorney

Why it's built right

Honest by design: it never states a legal specific as settled fact without a "verify current text for your jurisdiction" flag, never invents a law, deadline or fine, never scare-sells, and routes real risk (multi-state scale, active complaint, high-risk automated rejection, EU exposure) to a human attorney. It's a readiness plan and a document folder - not legal advice.

Great for employers, HR / People-ops, recruiters and staffing agencies - and for consultants who want to build this as a client deliverable (a consultant-formatted version is offered).

Text-only skill: no scripts, no network calls, zero extra permissions. Tested on Claude.