Govern the AI in your hiring process before regulators find it first
TRAIGA helps HR and talent teams document hiring AI systems, run bias risk assessments, generate candidate disclosures required by TRAIGA, and satisfy EEOC guidance — all from a single platform built for employment AI compliance.
Which hiring AI systems carry regulatory risk?
TRAIGA covers any AI system that materially influences an employment decision. Here are the most common categories HR teams use — and the specific regulatory exposure each creates.
Resume screening and parsing AI
AI systems that parse, score, or rank resumes are directly in scope under TRAIGA and EEOC AI guidance. These systems must be documented, bias-tested, and disclosed to candidates who receive adverse outcomes.
Video interview analysis AI
AI that analyzes candidate facial expressions, speech patterns, word choice, or emotional signals during recorded interviews carries significant bias risk and requires specific oversight documentation under TRAIGA.
Candidate ranking and scoring platforms
Third-party platforms like HireVue, Pymetrics, or custom ML models that rank candidates based on predicted job fit must be inventoried, assessed for disparate impact, and covered by appropriate disclosures.
Background screening AI
AI-powered background checks that aggregate and score candidate data from multiple sources affect protected classes and require documentation of training data, bias testing methodology, and human review processes.
Workforce planning and headcount AI
Predictive workforce planning tools that forecast headcount, recommend role eliminations, or rank employees for restructuring decisions affect livelihoods and require governance documentation under TRAIGA.
Compensation and promotion AI
AI systems used to set compensation bands, recommend salary increases, or rank employees for promotion opportunities affect pay equity and require bias testing and audit trail documentation.
HR AI governance capabilities built for your team
Six integrated features that take your HR team from zero visibility into hiring AI to a fully documented, audit-ready governance program.
Hiring AI System Inventory
Centralized registry for every AI system in your hiring and HR tech stack — from ATS-embedded scoring to third-party video interview analysis. Capture vendor, model, use-case, candidate population, and human review checkpoints.
Bias Risk Assessment
HR-specific risk scoring that accounts for protected class exposure, disparate impact potential, training data demographics, and human override capabilities. Produces a risk tier that maps to TRAIGA and EEOC guidance.
Candidate Disclosure Generator
One-click generation of candidate-facing AI disclosures required by TRAIGA for consequential hiring decisions. Pre-populated from your system inventory — plain-language notices suitable for ATS communication workflows.
Bias Testing Documentation
Structured fields for documenting bias testing methodology, test datasets, disparate impact ratios, and remediation actions. Produces the audit record that regulators and plaintiffs' attorneys expect to see.
Human Review Workflow Documentation
Document and track the human-in-the-loop checkpoints in your hiring process — who reviews AI recommendations, under what conditions overrides occur, and how exceptions are logged.
HR AI Governance Reporting
Board-ready and C-suite AI governance reports that summarize hiring AI risk posture, bias testing status, control implementation, and open incidents — supporting your DEI and legal risk reporting obligations.
HR AI governance in four steps
From blank slate to documented, audit-ready hiring AI governance — TRAIGA guides your HR, legal, and compliance team through each step.
Inventory every hiring AI tool in your tech stack
Register each AI system used in your hiring funnel — ATS scoring, video interview analysis, background screening AI, and workforce planning models. TRAIGA's guided form captures exactly what regulators want to know: vendor, model, candidate population, and decision context.
Run automated bias risk assessments
TRAIGA's HR-specific risk engine evaluates each system on protected class exposure, disparate impact potential, training data bias, and human review adequacy. Get a calibrated risk tier — and the specific controls required at each level.
Document bias testing and human oversight
Record your bias testing methodology, results, and remediation steps in structured fields designed for regulatory examination. Document who reviews AI recommendations, when, and how. Build the audit record your legal team needs.
Generate candidate disclosures automatically
One-click generation of TRAIGA-compliant candidate notices. Pre-populated from your system inventory and formatted for use in ATS communication workflows. No manual drafting — no missed disclosures.
The regulatory landscape for hiring AI
Employment AI is regulated at the federal, state, and municipal level. TRAIGA maps your compliance posture across every applicable framework.
Texas Responsible AI Governance Act (TRAIGA)
Scope: AI systems used in consequential employment decisions for Texas-operating employers
- AI system inventory and registration
- Risk assessment for hiring AI systems
- Candidate-facing disclosures for adverse AI decisions
- Human oversight mechanism documentation
- Bias testing documentation requirements
EEOC AI & Algorithmic Fairness Guidance
Scope: AI tools used by employers subject to Title VII, ADA, and ADEA
- Disparate impact analysis for AI selection tools
- Adverse impact testing before deployment
- Record-keeping obligations
- Reasonable accommodation obligations for AI barriers
New York City Local Law 144
Scope: Employers using automated employment decision tools (AEDTs) in NYC
- Bias audit by independent auditor before use
- Public posting of bias audit summary
- Candidate notification before AEDT use
EU AI Act — Employment AI
Scope: High-risk AI systems used in recruitment, selection, and promotion
- Classified as high-risk (Annex III)
- Conformity assessment required
- Technical documentation
- Transparency obligations for affected workers
- Human oversight for all decisions
HR & hiring AI governance — frequently asked questions
Common questions from HR leaders, employment counsel, and talent acquisition teams navigating AI regulation.
- Does TRAIGA apply to AI used in hiring?
- Yes. The Texas Responsible AI Governance Act covers any AI system used in a consequential decision that affects a person's employment, promotion, compensation, or termination. Employers operating in Texas that use AI for resume screening, candidate ranking, video interview analysis, or workforce planning are required to inventory these systems, conduct risk assessments, implement controls, and provide candidate-facing disclosures for adverse AI decisions.
- What hiring AI systems require documentation under TRAIGA?
- Any AI system that materially influences a hiring or employment decision must be documented. This includes: resume parsing and scoring AI, applicant tracking systems with AI ranking features, video interview analysis tools, third-party candidate assessment platforms, background screening AI, workforce planning models, and compensation or promotion recommendation systems. If your organization deployed or configured the AI — even a vendor product — your organization bears the governance obligation.
- What candidate disclosures are required by TRAIGA for hiring AI?
- TRAIGA requires employers to inform candidates when AI is used in a consequential hiring decision and to provide notice that an adverse decision was influenced by AI. Disclosures must be in plain language, accessible to the candidate, and provided before the AI-influenced decision where practicable. TRAIGA's disclosure generator auto-produces these notices from your system inventory data, formatted for ATS communication workflows.
- What bias testing documentation do we need?
- Regulators and employment law practitioners expect documentation of: the bias testing methodology used, the demographics of the training and validation datasets, disparate impact ratios across protected classes (race, gender, age, disability), any remediation steps taken when disparate impact was identified, and the date and party responsible for testing. TRAIGA provides structured fields for all of this documentation and produces an audit-ready record.
- How does TRAIGA handle vendor-supplied AI in ATS platforms?
- Many ATS platforms — Workday, Greenhouse, Lever, iCIMS — include AI-powered ranking or scoring features. Your organization, as the deployer, bears governance accountability under TRAIGA regardless of whether the AI was built by the ATS vendor. TRAIGA provides a vendor questionnaire template to collect the documentation you need from your ATS and HR tech vendors, and structured fields to record what they provide.
- Does TRAIGA cover AI used in performance management?
- Yes. AI systems used in performance rating, promotion scoring, or disciplinary decision support are covered under TRAIGA's employment AI provisions. These systems affect employees' job security and compensation and require the same inventory, risk assessment, and oversight documentation as hiring AI.
- How does New York City Local Law 144 relate to TRAIGA?
- NYC Local Law 144 requires employers using automated employment decision tools in New York City to conduct an annual bias audit by an independent auditor, post audit results publicly, and notify candidates before using an AEDT. TRAIGA (the platform) supports compliance with both NYC LL 144 and the Texas TRAIGA Act — the bias testing documentation features satisfy LL 144's audit preparation needs, and the disclosure generator produces the candidate notices both laws require.
- Can TRAIGA help us prepare for an EEOC investigation involving hiring AI?
- Yes. TRAIGA's immutable audit trail, structured risk assessment records, bias testing documentation, and control implementation logs provide exactly the evidence package needed in an EEOC investigation or employment litigation involving algorithmic hiring decisions. The platform is designed to make your governance story defensible — not just documented.
Other TRAIGA solutions
Healthcare AI Governance
Purpose-built for hospitals and health systems navigating TRAIGA and clinical AI oversight.
Finance AI Compliance
For banks, insurers, and fintechs managing AI risk in credit, fraud detection, and underwriting.
Enterprise AI Governance
Large organizations deploying AI across multiple business units and jurisdictions.
Document your hiring AI — before the next regulation lands
Employment AI regulation is accelerating at the federal, state, and municipal level. Start your HR AI governance program today — free, starting at $79/month, first system inventoried in minutes.
TRAIGA candidate disclosures generated instantly
Bias documentation built for EEOC examination
NYC Local Law 144 audit prep included