Who it’s for
For the people who have to answer for hiring AI.
HR-tech vendors that build hiring AI
Your clients ask: “how do I know your AI is fair?”
The question arrives in a procurement form, or from a client’s DPO, and a slide does not answer it. Your customers are the ones bound by the hiring rules. You are the one who has to supply the evidence.
Audit measures your system’s real outcomes from counts alone and gives you a signed report to hand over. If you would rather build the checks into how your engineers work, Flow puts them in the ticket. One or the other: we do not audit what we helped build.
Employers who use hiring AI
You bought the tool. The duty came with it.
Using a vendor’s system does not move the responsibility to the vendor. The person overseeing a hiring system has to be able to see what it does to each group of candidates, and to act on it.
An independent audit of the outcomes in your own hiring, from counts alone, gives that person something to stand on. It is also what New York City already requires.
AI teams who carry governance
Governance landed on you. Often without a team.
CTOs and technical founders
No compliance staff, and the AI Act on the engineering lead’s desk.
Governance and compliance leads
Citations you can forward to legal without checking them again.
Advisors
Fractional CAIOs and consultants who need an evidence trail per client.
The rules, dated
EU AI Act
Hiring and worker-management systems are high-risk under Annex III. Those obligations apply from 2 December 2027, deferred by the Digital Omnibus. Binding today: the Article 5(1)(f) prohibition on emotion inference at work, since 2 February 2025, and Article 50 transparency, since 2 August 2026.
NYC Local Law 144
An automated employment decision tool needs a bias audit by an independent auditor before it is used, and a public summary of the results. In force since 5 July 2023.
Colorado AI Act (SB 24-205)
Duties for consequential decisions, employment included. In force since 30 June 2026.
EEOC, Title VII
The four-fifths rule. Disparate impact applies to a model as it does to any other selection procedure.
Statuses as of 29 September 2026. Regulatory information, not legal advice.
AI shouldn’t be at the helm of HR. People should, with evidence.
The EU AI Act requires human oversight of high-risk hiring systems (Art. 14). We help you show it is real.
The assistant: sign in with your email. We confirm access by email. The high-risk obligations for hiring systems, Article 14 included, apply from 2 December 2027. Regulatory information, not legal advice.