eeoc

Open, auditable implementations of the algorithms behind ATS resume screening and gamified hiring assessment. EEOC four-fifths analysis, NYC LL144 bias audits, counterfactual perturbation testing, and published psychometric task paradigms.

Open-source statistical engine for auditing AI employment decision systems: adverse impact analysis under the Uniform Guidelines (29 CFR 1607), name-swap bias testing, and model drift detection

HR Tech AI Incident Card profile. 13 event types + 4-tier severity + 7 regulator-referral pathways with evaluation-state tracking. Covers EEOC + ADA + NYC LL 144 audit-failure + IL 820 ILCS 42 + MD HB 1202 + CO SB 24-205 + OFCCP + class-action filings.

HR Tech AI Procurement Decision Card v0.3 vault-contract profile naming 19 candidate-data categories + 7-doctrine consent_basis + 9 protection levels + ADA accommodation pathway 5-flag block + 7 vendor due-diligence artifacts. 6 categories default NOT a model input (biometric, credit, social, protected-class, accommodation, ADA-medical).

Profile of evidence-bundle-spec scoped to AI employment-tool bias coverage. NYC LL 144 annual-bias-audit + EEOC AI Guidance + UGESP four-fifths-rule + 2-SD test + Bostock + ADA accommodation-pathway-impairment. HR Tech scaffolding, not certification.

HR Tech audit-stream Operator: per-hiring / promotion / performance / termination AI tool access events hash-chained for EEOC + ADA + Title VII + ADEA + GINA + OFCCP + NYC LL 144 + IL AI Video Interview Act + MD HB 1202 evidence. Workday/UKG/Greenhouse-bridged. Two invariants: human-hiring-decision + NYC LL 144 candidate-notice.

AGPL-3.0 reference impl of HR Tech audit-stream. Only Suite audit-stream with TWO truly orthogonal candidate-protection invariants: human-hiring-decision (EEOC + Title VII) + NYC LL 144 candidate-notice with 14-day backward window. Runs MomentumHR × HireAssess v2.x end-to-end.

AI resume screener bias audit — EEOC four-fifths, counterfactual drift, recruiter-AI agreement (κ). Live demo.

Multi agent AI that audits hiring documents for bias. Three specialist agents analyse every document in parallel. A synthesis engine weighs their agreement & a red team challenges every finding before it reaches you

HR Tech Operator: per-jurisdiction lifecycle ledger of US state + local employment-AI laws. First Suite tracker supporting sub-state jurisdictions (US-XX-CITY pattern). Seed: NYC LL 144, IL 820 ILCS 42 + HB 3773, MD HB 1202, CA AB 331, CO SB 24-205.

Profile of evidence-bundle-spec scoped to EEOC AI Guidance (May 2023) readiness across 6 obligation families: title-vii-disparate-impact + ada-accommodation + adea-age-fairness + gina-genetic-info-prohibition + eeoc-recordkeeping + ofccp-federal-contractor. HR Tech scaffolding, not certification.

Synthetic people-data governance lab covering HR access risk, EEO data lineage, and workforce identity reconciliation across HRIS, Tableau, background screening, and client reporting. Demonstrates HRBP advising, HRIS analysis, business requirements, audit controls, and cross-functional program governance.