PsygilityHR Compliance
Defensible Hiring, Compliance & AI Governance Services
Automation delivers data. We deliver defensibility: bias tested, audit ready hiring systems with human verified oversight so you can move fast and stay compliant.
Why Companies Rely on Us
- Defensible by design - UGESP/Title VII foundation + NIST AI RMF practices, with human verified methods.
- Regulator aligned - NYC LL144 (annual independent audit + public summary + 10 business day candidate notice), Colorado SB 24-205 (effective 2026: notice + opt out, principal factors explanations, Impact Assessments), California ADMT/CCPA (effective 2026: pre-use notice, access/appeal rights, risk assessments), Illinois AIVIA/IHRA, NJ LAD, EEOC/OFCCP.
- Independent - We evaluate and audit AI hiring tools; we don’t build or operate them.
- Evidence driven - Every engagement ships with a versioned Evidence Binder (4/5ths tables, validation memo, change log, notices).
What We Do
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🧩 Defensible Hiring Kits (10-day turnaround)
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🔁 Annual Update Plans (quarterly change logs + 4/5ths snapshots)
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📜 Compliance Subscription (multi-state policies + evidence)
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💠 Independent AI Governance & AEDT Bias Audits
Our Services Include
Defensible Hiring Kit
- Job analysis → competency map
- Selection map (stages, weights, cut scores, human-in-loop gates)
- Structured interview + SJT/work sample with anchored ratings
- Validation plan (content/criterion)
- 4/5ths (80%) workbook
- Evidence Binder + signed expert determination
- Public-facing NYC LL144 summary template & candidate-notice snippet (if applicable)
Outcome: A repeatable, defensible, regulator ready process in ~10 business days.
Annual Update Plan
- Quarterly change log with citations
- Quarterly 4/5ths snapshot
- Annual binder refresh
Outcome: Continuous defensibility.
Compliance Subscription
- Multi-state policy library (harassment, leave, wage/hour, accommodations, CA WVPP)
- Evidence repository (acknowledgments, trainings, posters, versioning)
- Quarterly 4/5ths snapshot + insight memo
- Vendor re-review & contract clause check (audit rights, cooperation, indemnity)
Outcome: Always current, always evidence ready.
Historical Adverse Impact Audit
- 12-24 months of selection data
- Stage by stage selection rates + 4/5ths + statistical tests
- Risk flags + mitigation plan
Outcome: Documented bias testing and remediation guidance.
AI Governance & AEDT Bias Audit (Setup and Ongoing)
- Risk register + controls; vendor due diligence
- Independent bias audit (AIR, false negative parity, calibration) + public summary + 10 day candidate notice support
- Candidate notices + opt out, vendor clauses, human in loop policy pack; principal factors explanations for adverse decisions, AI Impact Assessment with exec sign off
- Access/appeal info, risk assessment scaffolding
- Quarterly monitoring + annual re-audit for continuous defensibility
Outcome: Independent, regulator aligned assurance.
Who We Work With
- Multi-state businesses with repeat roles
- Employers using automated screening/scoring (resume rankers, video interviewing, assessments)
- Federal contractors and regulated industries needing validation evidence
Act Before Regulators Ask
- NYC Local Law 144 is active: annual independent AEDT bias audits, public audit summaries, and 10-business-day candidate notices before use.
- Colorado SB 24-205 now takes effect June 30, 2026 with deployer duties: notice + opt-out, principal-factors explanations, and AI Impact Assessments.
Colorado General Assembly - California ADMT/CCPA: privacy risk assessments and pre-use ADMT notices are effective Jan 1, 2026, with access/appeal disclosures.
Move first: secure a defensible, monitored system and avoid reactive audits.
Ready to Get Audit Ready?
Contact us and get a clear plan for defensible hiring, compliance, and AI governance.