ChatGPT SearchOct 7, 2026
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Data as of Oct 16, 2026A topic in Algorithmic Bias Auditing Services.
Reviewed by Dimitry Apollonsky
AI summary
Babl leads narrowly over Warden AI for algorithmic fairness and independent bias audits in NYC hiring. Holistic AI is framed for broader governance and continuous monitoring, while ORCAA is suited to rigorous analysis of difficult data situations.
Independent third-party algorithmic audits focused on fairness and Local Law compliance.
Broader governance, Local Law compliance, and continuous monitoring programs.
Rigorous bias analysis for difficult data situations.
Mentioned in · Jul 5 – Oct 16, 2026
ChatGPT SearchOct 7, 2026
If you’re planning to use AI in hiring and want NYC Local Law 144 compliance, I’d look for an independent bias-audit specialist rather than relying solely on the AI vendor. NYC requires covered AEDTs to have an independent bias audit within the preceding year, a publicly available audit summary, and required candidate notice.
| Firm | What they specialize in | Best fit |
|---|---|---|
| BABL AI | Dedicated AI auditing and assurance; specifically offers independent NYC LL144 bias audits, including selection-rate/impact-ratio analysis and public-summary preparation. They have also performed audits for hiring-tech companies. | Specialist choice if you want an independent AI-bias auditor |
| PwC — Independent Bias Audit | Formal LL144 independent bias audits covering race/ethnicity, sex, and intersectional categories. | Large employer / enterprise procurement |
| Deloitte | AI/algorithmic bias, audit methodology, data governance and broader risk/compliance consulting around LL144. | Organizations wanting broader AI governance, not just the annual audit |
| Bias Audit USA | Boutique service focused specifically on independent AI-hiring bias audits, LL144 reporting and candidate-notice materials. | Smaller/midsize employer wanting a focused audit |
| PeopleNotResumes | Behavioral-science compliance consultancy offering LL144 compliance assessments, remediation, independent-auditor coordination and ongoing compliance. | If you want implementation + remediation, not merely an audit |
There are really three different needs:
An auditor can address #2 without necessarily providing legal advice or implementing #3. For example, Bias Audit USA explicitly says it is not a law firm and doesn't provide legal advice.
For a company just getting started with AI hiring, I'd interview BABL AI, PwC, and a boutique such as Bias Audit USA or PeopleNotResumes, asking each to explain exactly what they will own versus what your employment counsel must handle.
Also, don't assume that having your AI vendor say “we're LL144 compliant” satisfies your obligation—the NYC guidance puts the responsibility on the employer/employment agency using the AEDT.
If you tell me your company size, the AI hiring tool(s) you're considering, and whether you're hiring NYC residents or for NYC positions, I can narrow this to 3–5 providers and compare cost, independence, audit methodology, legal/compliance coverage, and enterprise suitability.
Google AI ModeSep 23, 2026
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.[](https://aicompliancevendors.com/frameworks/nyc-local-law-144)
Several specialized compliance platforms, algorithmic auditors, and legal advisory practices focus specifically on conducting these mandated bias audits and managing comprehensive regulatory compliance:
Can you list companies that perform the required bias audit certifications for AI employment software in New York City?
We need to comply with NYC regulations for our hiring AI. Which companies provide bias audit certification services for these tools?
Google AI ModeSep 24, 2026
Under New York City’s Automated Employment Decision Tool (AEDT) law (Local Law 144), the certification and audit process works via independent third-party auditors , rather than through a government-approved list.[](https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page)[[2](https://www.nyc.gov/assets/dca/downloads/pdf/about/DCWP-AEDT-FAQ.pdf)](https://www.nyc.gov/assets/dca/downloads/pdf/about/DCWP-AEDT-FAQ.pdf)
Key details regarding who conducts these audits and how they are defined include:
Would you like me to set up an information agent to keep you updated on any upcoming regulatory changes or enforcement updates regarding NYC's Local Law 144? Alternatively, I can share what specific statistical metrics (like impact ratios) an independent auditor is required to evaluate.
ChatGPT SearchSep 24, 2026
If you’re referring to New York City Local Law 144 (2021), there is not a single NYC government agency that “certifies” bias audits. Instead, the employer or employment agency using an automated employment decision tool (AEDT) must have a qualifying independent auditor conduct the bias audit.
If you'd like to narrow this down, please let me know:
The auditor must be independent. NYC's rules specifically prohibit an auditor from being employed by, or having a financial interest in:
The audit generally must examine disparate impact, including selection rates and impact ratios across required race/ethnicity and sex categories.
So, in practice, specialized independent AI-bias/algorithmic-audit firms, statistical consultants, and some professional-services firms conduct these audits. There isn't an NYC-issued certification that a particular company must hold.
Before using an AEDT in NYC, you generally need to:
The NYC Department of Consumer and Worker Protection (DCWP) is the agency that enforces Local Law 144; it does not itself perform or certify each employer's audit.
If you tell me what AI hiring tool you're planning to use (e.g., resume screening, video interviewing, candidate scoring), I can also identify what kind of NYC-compliant auditor you should hire and what the audit needs to contain.
