NYC’s Local Law 144 put a spotlight on automated hiring tools (AEDTs): annual bias audits, public audit summaries, and candidate notices. Translation: leaders need speed and defensibility. NYC Government American Bar Association
How ARBI helps you clear the bar—without slowing down:
- Bias-aware by design: Consistent job-specific rubrics, adverse-impact monitoring (selection rates + impact ratios), and redaction options reduce noise and risk.
- Show-your-work AI: Every shortlist is backed by evidence excerpts (skills, outcomes, gaps) you can export for HR/legal and publish as compliant summaries.
- Operational fit: SSO, encryption, role-based access; APIs into Workday, Greenhouse, iCIMS; SaaS, on-prem, or air-gapped.
Outcome: You ship offers faster, with traceable decisions that stand up to audits and EEOC scrutiny—no black boxes, no guesswork.
Give ARBI one open role. We’ll return an auditable shortlist in minutes, with the exact reasons behind every pick. For a demo of ARBI, please reach out to us at [email protected]
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