AI hiring compliance: the evidence layer.
Published July 26, 2026 · OmniStrat AI
To comply with AI-hiring laws in 2026, an employer using AI in interviews or screening must give candidates notice, obtain consent, be able to explain each AI decision, and produce records on request. OmniStrat generates all four automatically: Agora attests the consent, Foundry logs and explains the decision.
What each law requires
| Law | In force | Requires |
|---|---|---|
| Illinois AI Video Interview Act (+ HB 3773) | Feb 2026 / Jan 2026 | Notice, explanation, and consent for AI-analyzed interviews; discriminatory AI use is a civil-rights violation |
| NYC Local Law 144 | Active | Annual bias audits of automated hiring tools, public disclosure; $500–$1,500/day penalties |
| Colorado ADMT law | Jan 2027 | Notice + explanation for consequential automated decisions |
The record you must be able to produce
For any disputed decision: proof the candidate was notified and consented, what the AI evaluated and decided, and evidence none of it was altered afterward. Point tools produce fragments across vendors; the laws assume one coherent record.
How the attested pipeline satisfies it
Run interviews in Agora (schedule, meet, sign in one sealed room. Consent captured cryptographically) and screen via Foundry (every AI decision logged, explainable, tamper-evident). Consent + decision become one verifiable record. The three-vendor stack replaced in the process.
For staffing agencies
Agencies carry this exposure across every client jurisdiction. Attested interview records become a sellable differentiator: every placement ships with an audit-ready file.
Consolidate one hiring workflow in 30 days; the records generate themselves. (This page is general information, not legal advice.)
Start free →