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AI Hiring Compliance Pack
A person makes every hiring decision, every step is logged, and auditor-ready data is one export away.
Using AI to screen or assess candidates brings notice, logging and audit duties that many employers are unsure how to meet. This pack adds human-review checkpoints to AI Resume Screening or AI Interview Intelligence. Every recommendation and decision is logged, and candidate notice text is drafted for your counsel. Selection-rate data is ready for an independent auditor. It is not legal advice.
- A person makes every advance or reject decision
- Every AI recommendation and human decision logged
- Selection-rate export formatted for an independent bias auditor
$1,500
10–20 working days
What it is
AI Hiring Compliance Pack adds human-review checkpoints, decision logging, draft candidate notices and an auditor-ready export to your Upmark hiring product. It helps you prepare for rules such as NYC Local Law 144 and the EU AI Act. It is not legal advice, and your counsel signs off.
Why businesses buy it
AI can speed up screening, but hiring is an area where you need to show how decisions were made. Rules such as NYC Local Law 144 and the EU AI Act expect notices, human oversight and records. Pulling that together after the fact is slow and stressful. This pack builds it into the hiring tool you already use, so the records exist from day one. The written scope sets out exactly what is included and what stays with your counsel and auditor.
Problems this solves
AI hiring tools create notice and audit duties you cannot yet meet
The pack adds human checkpoints, a decision log, draft candidate notice text and a selection-rate export. It helps you prepare for NYC Local Law 144 and the EU AI Act; it is not legal advice.
Nobody can show later who decided on a candidate, or why
The decision log records the AI recommendation, the named reviewer, the outcome and a timestamp for every advance or reject step. It is stored alongside your ATS records.
Auditors ask for data that takes weeks to pull together
A selection-rate export by category is set up in the format independent bias auditors usually request. You book the auditor; the data is ready when they ask.
A good fit if
You hire in New York City or the EU and use, or plan to use, AI to screen or assess candidates.
You run, or are buying, AI Resume Screening, AI Interview Intelligence or one of their editions.
You want a person, not the AI, to make every advance or reject decision.
You have counsel who can review candidate notices and an ATS that can store decisions.
Not the right fit if
You do not yet use an Upmark hiring product. Start with AI Resume Screening or AI Interview Intelligence.
You need the independent bias audit itself. Book an independent auditor; this pack prepares the data they ask for.
You want a full audit trail across every AI system you run, not only hiring. See AI Audit Trail.
You want the whole hiring process automated together. See AI Recruitment Stack.
How it works
- You share the parent product's order reference, ATS admin access and the names of the people who decide on candidates.
- We add a human decision checkpoint, so every advance or reject step waits for a named reviewer.
- Every AI recommendation and human decision is logged with the reviewer, the outcome and a timestamp.
- We draft candidate notice text explaining the use of AI, for your counsel to review and approve.
- A selection-rate export by category is set up in the format independent bias auditors usually request.
- You get an EU AI Act deployer checklist for the configured use, a short written walkthrough and testing with the parent product.
What you provide within 72 hours
Your portal lists these the moment you order. Delivery starts the working day after everything is in and your access is checked.
- The order reference of your Upmark hiring product.
- ATS admin access, shared by invite or a key you control, never by email.
- The people who review and decide on candidates.
- Your counsel, to review the draft candidate notice text.
- Your business information (company basics, hours and brand voice), shared during intake.
- One decision-maker who approves the setup.
The 72-hour rule. Send everything on your checklist, including access, within 72 hours of ordering so your build starts on time.
Timeline
Start
Order reference, ATS access and reviewers confirmed.
Week 1
Decision points, log fields and export categories agreed.
Week 2
Human checkpoints, decision log and selection-rate export built.
Week 2
Notice text drafted for counsel; tested with the parent product.
Week 2
Your review and one revision round.
Go-live
Pack live, deployer checklist and walkthrough delivered.
| Option | Delivery time | Price |
|---|---|---|
| Standard | 10–20 working days | $1,500 |
What you receive at handover
- A human decision checkpoint on every advance or reject step
- A decision log covering the AI recommendation, reviewer, outcome and timestamp
- Candidate notice text drafted for your counsel to approve; legal sign-off is not included
- A selection-rate export by category, formatted for an independent auditor
- An EU AI Act deployer checklist for the configured use (guidance to help you prepare; not legal advice)
- A a short written walkthrough and 14 days of support
Expected benefits and how to measure them
- Helps you show that a person made each hiring decision
- Can shorten the time needed to prepare data for a bias audit
- Makes AI use in hiring easier to explain to candidates
- Decisions with a named human reviewer
- Check the decision log each month after launch for any advance or reject step without a named reviewer.
- Time to prepare audit data
- Note how long it took to gather selection data before launch, then time the export for your next audit.
- Candidates sent the approved notice
- Compare the number of candidates who received the notice with the number screened, using your ATS reports.
Before you start: Record how hiring decisions are recorded today and how long it would take to produce selection-rate data on request.
These are things to track, not promised results. Outcomes depend on your data, your team and your market.
Running costs
There are no running costs beyond the parent product. If you need an independent bias audit, you book and pay an auditor of your choice directly. We charge once for the pack.
Ask about running costsCustom requirements
Covering a second hiring product, collecting demographic data from candidates or legal sign-off is outside this pack. Add a note at checkout for a written Change Quote where the work is something we can do.
Request a custom versionKeep it running
The pack is maintained under the parent hiring product's maintenance, which grows a little to include it. Log or export changes, such as a new job category, come out of its monthly change hours. That suits teams whose hiring plans change through the year.
Adds $75/mo to maintenance
Covered by the main product's maintenance, which grows by this amount.
How maintenance worksHow this compares
| Do it yourself with a SaaS tool | Hire a custom agency | Upmark Labs | |
|---|---|---|---|
| Price | Doing it yourself costs internal hours and legal time | A compliance consultant usually bills by the hour | Ours is one fixed price, shown before you buy |
| Decisions | Depends on how the tool is set up | Advice on what to change | Ours makes a person approve every advance or reject step |
| Records | Scattered across the ATS and inboxes | A policy document | Ours logs every AI recommendation and human decision |
| Audit data | Pulled together by hand when asked | A list of what to collect | Ours sets up a selection-rate export for your auditor |
Questions about this product
Does the AI Hiring Compliance Pack make us compliant with Local Law 144?
No product can do that on its own. The pack helps you prepare by adding human checkpoints, decision logs, draft notices and the data an independent auditor asks for. It is not legal advice. Your counsel must approve the notices, and the independent bias audit must be done by someone independent of the tool.
Why can't Upmark carry out the bias audit itself?
Because the audit has to be independent of the tool, and we build and configure the tool. What we can do is prepare the selection-rate export by category in the format auditors usually request. You then book an auditor of your choice and pay them directly.
What exactly goes into the hiring decision log?
For every advance or reject step: the AI recommendation, the named reviewer, the human decision and a timestamp. The log sits with your ATS records, so you can show later who decided what and when. The exact fields are agreed at the start, based on what your ATS can store.
Who writes the candidate notice about using AI?
We draft the notice text for your configured hiring process, explaining where AI is used and how a person reviews each decision. Your counsel reviews, edits and approves it before it is used. We do not give legal advice, and the final wording is your decision.
Does the pack collect demographic data from candidates?
No. Collecting demographic data is outside this pack. The selection-rate export uses the categories your ATS already stores. If your ATS does not hold them, talk to your counsel about how to collect them lawfully before an audit. We confirm at intake what your ATS can provide.
Which hiring tools and applicant tracking systems does it work with?
It adds to one Upmark hiring product, such as AI Resume Screening, AI Interview Intelligence or one of their editions. It works with the ATS already connected to that product, for example Greenhouse, Lever, Workable, Ashby or BambooHR. Your ATS must be able to store decisions and categories.
How does the pack help with the EU AI Act?
It includes an EU AI Act deployer checklist for the configured hiring use, alongside human oversight and decision logging. The checklist helps your team see what to prepare as a deployer of a high-risk system. It is not legal advice, so review your obligations with your own counsel.
Keep a person in charge of every hiring decision.
Add the AI Hiring Compliance Pack and your AI hiring tool gets human checkpoints, a full decision log and audit-ready data. Your counsel and auditor can review it all.
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