I am planning to use AI for hiring. Who special… | Parse
I am planning to use AI for hiring. Who specializes in bias mitigation compliance for NYC Local Law 144?
Data as of Sep 24, 2026 · Based on 293 AI responses from ChatGPT Search and Google AI Mode · See how Parse measures this
Multiple providers specialize in Local Law 144 compliance for AI hiring tools. Holistic AI, Babl AI, FairNow, and are frequently cited for offering independent bias audits, governance platforms, and required documentation. Additionally, firms like DCI Consulting, , and Fisher Phillips provide specialized legal and analytical guidance to help organizations manage audit assurance and regulatory risk.
Best suited as a one-stop-shop for compliance governance, offering bias audits, disparate impact testing, and documentation hosting to streamline the entire Local Law 144 reporting process.
Provides independent third-party bias audits that are highly specialized for Local Law 144, focusing on deep demographic testing and ethical risk assessment for recruitment tools.
Local Law No. 144: NYC Employers & Vendors Prepare for AI Bias ...https://www.credo.ai/blog/local-law-no-144-nyc-employers-vendors-prepare-for-ai-bias-audit-with-credo-ais-responsible-ai-governance-platform-2
NYC Local Law 144-21 and Algorithmic Bias | Deloitte UShttps://www.deloitte.com/us/en/services/audit-assurance/articles/nyc-local-law-144-algorithmic-bias.html
2%
NYC AI Bias Law: Impact on Firms Using HR Automation Toolshttps://www.pivotpointsecurity.com/what-is-nycs-ai-bias-law-and-how-does-it-impact-firms-using-hr-automation/
2%
Fairly AI | NYC Local Law 144: Automated Employment Decision Tools Compliance Guidehttps://www.fairly.ai/blog/how-to-comply-with-nyc-ll-144-in-2025
Under NYC Local Law 144 , employers and employment agencies using Automated Employment Decision Tools (AEDTs) are required to complete an annual, independent third-party bias audit before using these systems to screen candidates or employees for roles based in New York City.
Several specialized compliance platforms, algorithmic auditors, and legal advisory practices focus specifically on conducting these mandated bias audits and managing comprehensive regulatory compliance:
BABL AI — Specializes in credentialed, independent third-party bias audits for HR tech vendors and enterprises using hiring algorithms (such as previous public audits for Eightfold AI and HackerRank). Their audits utilize structured frameworks aligned with rigorous audit evidence standards and independent certifications tailored for NYC AEDT enforcement.
Warden AI — A compliance platform purpose-built for employers, staffing agencies, and HR tech vendors. It executes the required statistical analyses—including selection rate calculations and impact ratios broken down by sex and race/ethnicity—to deliver audit reports ready for public posting.
Specialized Employment & AI Legal Counsel (e.g., firms like Ron Cook Law Firm ) — Advises organizations on the broader legal boundaries of Local Law 144 compliance, helping structure vendor independence requirements, reviewing statutory definitions of AEDTs, fulfilling the 10-business-day candidate notification rules, and aligning with Title VII and NYC Human Rights Law.
Core Compliance Requirements to Keep in Mind
Independent Third-Party Audit: The audit must be performed by an impartial person or entity that does not have a financial or operational conflict of interest with the vendor or employer.
Calculations Required: The audit must calculate the selection rate and impact ratio for all applicable categories of sex, race, and ethnicity.
Public Disclosure: A summary of the bias audit results, along with the date the tool was put into use, must be published on the employer or agency's public-facing website prior to utilizing the tool.
Candidate Notification: Candidates or employees must be provided notice of the AEDT's use at least 10 business days prior to using the tool, along with instructions on how to request an alternative selection process or data accommodation.
Enforcement Penalties: Penalties managed by the NYC Department of Consumer and Worker Protection (DCWP) start at $500 for a first violation and range from $500 to $1,500 for each subsequent day a non-compliant tool is operated.
If you'd like to narrow this down, please let me know:
Are you looking for an independent auditor to test an existing tool, or legal counsel for policies and candidate notices?
Is the tool a third-party vendor product or internally developed?
If you’re planning to use AI for hiring in NYC, I’d separate (1) the independent bias auditor from (2) employment counsel/compliance advisors. Local Law 144 requires an independent bias audit for covered automated employment decision tools (AEDTs), publication of the audit summary, and candidate notice requirements.
Firms/providers worth evaluating
deloitte.com — Has a dedicated NYC LL 144 practice covering bias audits, model testing, governance, and ongoing monitoring. This is a good option if you want a larger audit/risk firm involved rather than just a point solution.
ll144audit.com — Specializes specifically in NYC LL 144 bias audits and advertises independent audits, statistical disparate-impact testing, reporting, and support for common recruiting platforms.
aedtaudits.com — Another specialist focused specifically on independent LL 144 audits, with a stated focus on U.S. employers using AI-assisted hiring.
biasauditusa.com — Focuses on independent AEDT bias audits and explicitly distinguishes auditing from legal advice, recommending coordination with employment counsel.
What I would require from whoever you hire
Don't select a provider merely because it says "LL 144 compliant." Ask for:
Proof of independence. The NYC rules define an independent auditor as someone not involved in developing or using the AEDT being audited.
A methodology mapped directly to the current NYC rules, including selection/impact ratios and required demographic categories.
Experience with your particular AI hiring workflow—e.g., résumé screening, ranking, assessments, video interviewing, or generative-AI evaluation.
A complete audit report plus the public-facing summary, not just a dashboard or certification.
Help with the non-audit obligations, particularly the required candidate notice and website disclosures. NYC's own guidance makes clear that the audit is only one part of compliance.
Coordination with employment counsel. An auditor can test disparate impact, but you still need to determine how LL 144 interacts with federal/state employment-discrimination requirements and your particular hiring process.
One reason I'd take the selection seriously: a December 2025 New York State Comptroller audit found numerous potential LL 144 compliance issues in its review and criticized weaknesses in NYC's enforcement process, while recommending stronger technical review.
If you tell me what AI hiring tool you're considering (e.g., Workday, Eightfold, HireVue, custom ChatGPT-based screening, etc.) and roughly how many NYC candidates you expect to process, I can compare 3–5 LL 144 specialists by independence, methodology, pricing, and whether they handle the audit + compliance workflow.
Resolution Economics - New York - 550 5th Ave 6th floor, New York, NY 10036, United States
Oben Legal - 215 E 95th St, New York, NY 10128, United States
COMPLIANCE RISK GROUP - 221 River St 9th floor, Hoboken, NJ 07030, United States
be the change HR - HR Consulting and Outsourcing Firm - 1350 6th Ave FL2 - 1127, New York, NY 10019, United States
MITCHELL LAW GROUP - 295 Madison Ave 12th floor, New York, NY 10017, United States
Employment Advisory Services Inc - 1501 M St NW Ste 1000, Washington, DC 20005, United States
AL Consulting - 112 W 34th St., New York, NY 10120, United States
Employment Compliance Strategies - 231 N Ave W #150, Westfield, NJ 07090, United States
IQEQ Law - New York, NY 10004
IQEQ Law PLLC - 237 36th St, Brooklyn, NY 11232, United States
Crescent Consulting - 2 Stowe Rd #3A, Peekskill, NY 10566, United States
Synergy Consulting Group - 1280 Lexington Ave, New York, NY 10128
If you’re planning to use AI to screen, rank, or otherwise substantially assist with hiring decisions in NYC, I’d look for a specialist independent bias auditor, rather than relying solely on the AI vendor’s own “fairness” certification.
NYC Local Law 144 requires an AEDT to have a bias audit conducted by an independent auditor within one year before use, with the audit summary made publicly available and specified notices provided to candidates.
Firms worth evaluating
BABL AI (The Algorithmic Bias Lab) — specializes in algorithmic bias auditing and has conducted published LL144 audits, including an audit for Eightfold. Its public comments to NYC also specifically addressed LL144.
Resolution Economics — Resolution Economics - New York — NYC-based economics/statistics consultancy whose services include AI governance, model evaluation, bias/risk assessment, and employment-discrimination analysis. This could be useful if you want both statistical and employment-law expertise.
Chameleon Consulting — Chameleon Consulting LLC — NYC-area AI governance consultancy that specifically references NYC Local Law 144 in its public materials. I would verify whether its engagement would constitute the required independent bias audit, rather than general compliance consulting.
Oben Legal — — NYC compliance advisory firm with a Responsible AI practice. This is potentially more useful for the surrounding the audit than as the statistical auditor itself.
One important distinction
LL144 compliance isn't just “get a bias audit.” The NYC rules also involve candidate notice, publication of the audit results, and data-source/retention disclosures. The employer or employment agency remains responsible for compliance; having an AI vendor tell you its product is “LL144 compliant” isn't necessarily sufficient.
There's also increased scrutiny of actual compliance: a 2025 New York State Comptroller audit found potential LL144 noncompliance in 17 of 32 companies it reviewed, illustrating why I'd want an auditor that can document its methodology rather than simply provide a certification.
When interviewing an auditor, ask these five questions:
Will you act as an independent auditor, with no financial interest in the AEDT vendor?
Do you perform the required sex, race/ethnicity, and intersectional impact analyses?
Can you audit our actual hiring outcomes/data, rather than just the vendor's model in isolation?
Will you provide a publishable LL144 audit summary and documentation of methodology?
Can you separately advise on the 10-business-day candidate notice, accommodation language, website disclosures, and recordkeeping requirements?
If you tell me what kind of AI hiring tool you're considering (resume screening, interview scoring, candidate ranking, etc.) and roughly how many NYC hires you make per year, I can narrow this to the most relevant 3–5 providers and compare their LL144-specific capabilities and independence.
Under NYC Local Law 144, employers using Automated Employment Decision Tools (AEDTs) must undergo an annual, independent bias audit . Crucially, the law explicitly prohibits AI or HR tech vendors from auditing their own tools . The auditor must have no financial ties or involvement in developing the tool.
Specialized compliance platforms, technical auditors, and advisory firms focus specifically on independent bias mitigation and NYC Local Law 144 compliance:
Specialized AI Compliance Platforms: Purpose-built software and audit services providers explicitly structure independent disparate impact calculations and data-sharing pipelines. Examples include Warden AI's NYC Local Law 144 Platform , which provides independent statistical analysis and audit reports ready for public posting, and Lumenova AI's NYC Local Law 144 Compliance Solutions , which assists with algorithm assessment criteria and tracking.
Major Accounting and Consulting Firms: Large consultancy practices have dedicated Responsible AI and algorithmic auditing practices that act as independent third parties for LL 144. Firms like Deloitte's Audit & Assurance on Local Law 144 , PwC, and EY run formalized algorithmic fairness and governance evaluations tailored to employment screening regulations.
Boutique Algorithmic Ethics & Legal Consultancies: Specialized data-science and employment-law consultancies (such as ORCAA or specialized tech-focused employment law practices) evaluate disparate impact, intersectional race/ethnicity/sex metrics, and the 4/5ths rule thresholds required by the NYC Department of Consumer and Worker Protection (DCWP).
If you'd like, let me know:
What specific AI/hiring tool you are planning to deploy
Whether you need a referral to a pure technical auditor or a full-service legal/compliance advisory firm
I can help narrow down the ideal partner for your setup.
Navigating NYC Local Law 144 (the Bias Audit Law for Automated Employment Decision Tools or AEDTs) requires independent third-party auditing, data preparation, and notice compliance. Several specialized firms, platforms, and legal/technical providers focus specifically on these algorithmic bias assessments and compliance workflows:
BABL AI - An independent AI auditing firm that specializes explicitly in NYC Local Law 144 compliance. They use formal audit frameworks (such as their Criterion Audit Framework) and provide certified independent evaluations for major HR tech vendors and enterprise employers.
Holistic AI - Provides a comprehensive governance and software platform tailored for Local Law 144. Their tool automates data cleaning, calculates required impact ratios, flags demographic disparities, and prepares the mandatory public summary documentation (though you may still require independent sign-off).
Warden AI - Offers an AI bias audit and compliance platform designed to help employers and HR tech providers navigate annual third-party audits, impact ratio metrics, and operational readiness for NYC regulations.
Employment & Tech Law Firms - Specialized labor and employment practices (such as Littler Mendelson, Jackson Lewis, or Davis Wright Tremaine) frequently partner with technical auditors to review the 10-day candidate notification workflows, assess whether a tool legally qualifies as an AEDT, and structure compliant public disclosure summaries.
To help narrow down which provider fits your needs, tell me:
Are you the employer using the AI tool , or the HR tech vendor supplying it?
Do you need an end-to-end software platform to manage data internally, or a certified third-party auditor to sign off on a public report?
If you are planning to use AI for hiring in New York City, you will typically want a specialist who understands NYC Local Law 144 (Automated Employment Decision Tools, or AEDT), employment discrimination law, and algorithmic bias auditing. The right provider is usually an independent bias auditor or a consulting/legal firm with AI governance expertise—not just the AI vendor itself.
Some organizations and specialists known in this space include:
BABL AI — specializes in algorithmic bias audits, including audits used for NYC Local Law 144 compliance. Their work has appeared in published LL144 audit reports.
Holistic AI — provides AI risk management, governance, and algorithmic auditing services.
FairNow — focuses on AI governance, compliance workflows, and responsible AI practices.
ForHumanity — develops AI audit and certification frameworks and has auditor programs relevant to AI governance.
HireVue, Harver, and other HR-tech vendors often maintain compliance documentation and coordinate audits for their own tools, but employers still need to verify that requirements are met for their specific use case.
For legal/compliance review, many employers also involve employment law firms with AI practices, such as:
Cooley LLP
Seyfarth Shaw LLP
Littler Mendelson P.C.
When selecting a specialist, look for these capabilities:
Independent LL144 bias audit experience
They should understand the required disparate-impact testing and reporting expectations.
The audit must be performed by an independent auditor within the required timeframe before use.
Employment-law knowledge
LL144 does not replace federal, state, or NYC anti-discrimination obligations.
Technical AI expertise
They should be able to evaluate how your system scores, ranks, recommends, or filters candidates—not just review paperwork.
Documentation support
You will need processes for audit summaries, candidate notices, vendor records, and governance.
If you are choosing a vendor, a good first question is: “Can you provide your most recent independent NYC Local Law 144 bias audit, the auditor’s credentials, and documentation showing how your tool’s outputs were tested?”
If you tell me your situation (startup vs. enterprise, NYC-only hiring vs. national hiring, and the type of AI tool—resume screening, interview scoring, sourcing, assessments, etc.), I can narrow the list to the most appropriate specialists.
Under NYC Local Law 144, employers using Automated Employment Decision Tools (AEDTs) must complete an annual, independent third-party bias audit before using AI to screen candidates or employees in New York City.
Several specialized firms, compliance platforms, and independent auditors focus specifically on algorithmic bias mitigation, impact ratio calculations, and audit-ready documentation for Local Law 144 compliance:
BABL AI : An active independent AI auditor that uses specialized evaluation frameworks (like their Criterion Audit Framework) and certified lead auditors to evaluate enterprise hiring tools and vendors for disparate impact.
Warden AI : A compliance platform purpose-built for HR tech vendors, staffing firms, and employers that conducts the required independent statistical bias analyses (selection rates by race/ethnicity and sex) and generates public-ready compliance reports.
Holistic AI : Provides AI governance and compliance solutions that automate data cleaning, calculate impact ratios, and create documentation packages, though you should verify their independent third-party sign-off workflow depending on your specific auditor requirements.
ORCAA : An algorithmic auditing consultancy founded specifically to evaluate and score automated decision systems and software for fairness, bias, and disparate impact.
When choosing a specialist, ensure they meet the legal definition of independent and impartial under the New York City Department of Consumer and Worker Protection (DCWP) guidelines, meaning they have no financial or operational stake in the AI tool being evaluated.
If you'd like, let me know:
Are you the employer using the software , or the HR tech vendor supplying the tool?
Do you need a full independent audit sign-off , or an internal platform to prep your data first?
I can help narrow down the best partner for your timeline.
Resolution Economics - New York - 550 5th Ave 6th floor, New York, NY 10036, United States
Oben Legal - 215 E 95th St, New York, NY 10128, United States
COMPLIANCE RISK GROUP - 221 River St 9th floor, Hoboken, NJ 07030, United States
be the change HR - HR Consulting and Outsourcing Firm - 1350 6th Ave FL2 - 1127, New York, NY 10019, United States
IQEQ Law PLLC - 237 36th St, Brooklyn, NY 11232, United States
Employment Advisory Services Inc - 1501 M St NW Ste 1000, Washington, DC 20005, United States
MITCHELL LAW GROUP - 295 Madison Ave 12th floor, New York, NY 10017, United States
AL Consulting - 112 W 34th St., New York, NY 10120, United States
Employment Compliance Strategies - 231 N Ave W #150, Westfield, NJ 07090, United States
IQEQ Law - New York, NY 10004
Crescent Consulting - 2 Stowe Rd #3A, Peekskill, NY 10566, United States
Synergy Consulting Group - 1280 Lexington Ave, New York, NY 10128
Yes. If your goal is AI-assisted hiring in NYC, I’d separate the market into independent bias-audit specialists and legal/compliance advisors.
Strong candidates to evaluate
BABL AI — One of the clearest specialists for the actual independent bias audit. BABL has performed LL144 audits for hiring platforms, including Eightfold and Harver, and its reports explicitly address disparate impact under NYC Local Law 144.
Resolution Economics — Resolution Economics - New York — particularly interesting if you want a combination of statistical/economic analysis, employment-discrimination expertise, AI governance, and litigation defensibility. Its NYC practice specifically describes AI bias/risk assessment and employment-discrimination analysis.
PeopleNotResumes — Offers a broader LL144 compliance engagement, including gap assessment, arranging an independent bias audit, candidate notices, and ongoing compliance. It explicitly says it is a behavioral-science consultancy rather than a law firm, so I'd pair it with employment counsel for legal advice.
Warden AI — Focused heavily on AI governance and LL144, with recent guidance specifically addressing how employers should select an independent auditor.
Oben Legal — Oben Legal — more appropriate if you want legal/compliance governance around responsible AI, rather than simply someone to run the statistical audit.
What I'd prioritize
Don't choose a vendor merely because it says its hiring product is "LL144 compliant." The legal obligation falls on the employer/employment agency using the AEDT, including the independent bias audit, publication of the audit summary, and required candidate notice. NYC's current guidance confirms those requirements.
The NYC Comptroller's 2025/26 review also found 17 potential instances of noncompliance among 32 companies it examined, which makes documentation and defensibility particularly important.
For an RFP, I'd ask each provider:
Are you independent of the AI hiring vendor?
Have you performed NYC LL144 audits specifically?
Will you test race/ethnicity, sex, and intersectional groups using the methodology required by the NYC rules?
Will you produce a report suitable for public posting?
Do you audit our actual configuration/data and use case, rather than just the vendor's generic model?
Can you help with the non-audit requirements—candidate notice, documentation, governance, and ongoing monitoring?
Can employment counsel review the final compliance position?
My first calls would be BABL AI for the independent audit and Resolution Economics if you want a more litigation/statistics-heavy assessment. If you want someone to manage the whole compliance program, PeopleNotResumes is worth evaluating alongside them.
If you tell me what kind of AI hiring tool you're considering (resume screening, ranking, video interviewing, assessments, etc.) and roughly how many NYC hires you make, I can narrow this to 3–5 providers and compare their specialties, independence, methodology, and likely fit.
Resolution Economics - New York - 550 5th Ave 6th floor, New York, NY 10036, United States
COMPLIANCE RISK GROUP - 221 River St 9th floor, Hoboken, NJ 07030, United States
AL Consulting - 112 W 34th St., New York, NY 10120, United States
Employment Compliance Strategies - 231 N Ave W #150, Westfield, NJ 07090, United States
Employment Advisory Services Inc - 1501 M St NW Ste 1000, Washington, DC 20005, United States
IQEQ Law PLLC - 237 36th St, Brooklyn, NY 11232, United States
Roffman Horvitz, PLC - 8260 Greensboro Dr Ste 550, McLean, VA 22102, United States
Crescent Consulting - 2 Stowe Rd #3A, Peekskill, NY 10566, United States
By the Numbers Consulting Services Corp. - 2817 Fulton St, Brooklyn, NY 11207, United States
Seen@Work - 55 Broadway, New York, NY 10006, United States
Guidepost Solutions - 260 Madison Ave Third Floor, New York, NY 10016, United States
Yes. If you’re planning to use AI for hiring in NYC, I’d distinguish between (1) an independent LL144 bias auditor and (2) a broader compliance/legal adviser. Local Law 144 requires an independent bias audit within one year of AEDT use, public disclosure of the audit results, and candidate notice requirements. NYC’s enforcement is active, and a 2025 NY State Comptroller audit found significant gaps in the city’s enforcement process.
Firms worth considering
BABL AI — One of the strongest specialist choices if your primary need is the actual independent algorithmic bias audit. BABL has conducted LL144 audits, including a 2026 audit of Eightfold's AI Interviewer.
Deloitte — A good choice if you want a large professional-services firm that can combine LL144, statistical bias analysis, governance, and broader employment/AI compliance. Deloitte specifically advises on NYC LL144 and the independent-auditor requirement.
Resolution Economics — Particularly interesting if you want deep econometrics/statistical analysis and employment-discrimination expertise rather than simply a software compliance check. Its NYC office is at 550 Fifth Avenue.
AEDT Audits — A more specialized, audit-focused provider advertising independent LL144 audits with a fixed-fee model and relatively fast turnaround.
My recommendation
If you're choosing an AI hiring system now, I wouldn't start by asking a vendor, “Are you LL144 compliant?” I'd ask:
Who is the independent auditor?
Can I see the actual most recent bias-audit report, not merely a compliance certificate?
Does the audit cover race/ethnicity and sex, including intersectional groups where applicable?
What exactly is the AEDT doing—screening, ranking, scoring, interviewing, or recommending candidates?
Who handles the required 10-business-day candidate notice and alternative-selection-process notice?
What happens when you change the model, scoring rubric, job family, or data?
Will the vendor let your independent auditor access the underlying selection-rate data?
That last point is especially important: LL144 compliance isn't simply a property of the AI vendor. The employer using the tool has obligations too. NYC's own guidance says the employer/employment agency must ensure the audit, public summary, and notices are in place.
If you tell me what kind of AI hiring you're considering (resume screening, AI interviews, assessments, ranking candidates, etc.) and roughly how many hires/candidates you process, I can narrow this to 3–5 best-fit providers and compare their audit methodology, pricing, independence, and compliance coverage.
Several specialized AI governance, compliance, and auditing firms focus specifically on NYC Local Law 144 (which requires independent bias audits for AEDTs —Automated Employment Decision Tools—used to screen or rank candidates).
Specialized Compliance & Auditing Providers
Warden AI NYC Compliance Platform : Offers independent AI bias auditing, statistical calculation of selection rates by race/ethnicity and sex, and audit reports ready for public summary posting.
Holistic AI Bias Audit Solution : Provides compliance packages including impact ratio analyses, mitigation roadmaps, public summaries, and candidate notice templates.
NYC Bias Audit Guide & Services : Resource and compliance advisory platform helping organizations navigate independent audit requirements, public disclosures, and candidate notifications.
Core Requirements under Local Law 144
Independent Bias Audit: The audit must be performed by an independent third party to evaluate potential selection rate disparities across sex and race/ethnicity categories.
Public Summary: A summary of the bias audit results must be published on the employer's or employment agency's website prior to using the tool.
Candidate Notification: Employers must notify candidates or employees subject to the tool at least 10 business days before evaluation, detailing the job qualifications and characteristics assessed.
Would you like help evaluating a specific AI hiring tool or do you need assistance drafting a candidate notice template for your hiring workflow?
LL144 Audit — Another specialist provider focused specifically on the statutory bias-audit deliverable, including disparate-impact calculations and documentation.
BABL AI — Specializes in credentialed, independent third-party bias audits for HR tech vendors and enterprises using hiring algorithms (such as previous public audits for Eightfold AI and HackerRank). Their audits utilize structured frameworks aligned with rigorous audit evidence standards and independent certifications tailored for NYC AEDT enforcement.
Warden AI — A compliance platform purpose-built for employers, staffing agencies, and HR tech vendors. It executes the required statistical analyses—including selection rate calculations and impact ratios broken down by sex and race/ethnicity—to deliver audit reports ready for public posting.
