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Compliance tools ​

Available onEvery plan
Who can do thisOwners and admins

Infyva gives you the data and checklists that hiring rules in New York City, Illinois and the EU ask for. These tools help you keep track. They are not legal advice, and your company stays responsible for meeting the rules that apply to it.

Export impact-ratio data for NYC Local Law 144 ​

NYC Local Law 144 asks for an independent bias audit of automated hiring tools. Infyva gives you the data an auditor needs.

This is data for an auditor, not an audit

The export is data for an independent auditor. It is not a bias audit. The auditor runs the audit.

  1. In the sidebar, click Settings, then Impact-ratio data.
  2. Under Period, choose Last 12 full months or a past calendar year.
  3. Check the tables on the page.
  4. Click CSV, PDF or JSON to download the export.

The tables come from your candidates' voluntary self-ID answers and their hiring outcomes. There is one table by sex, one by race/ethnicity and one for both together. Each table has Category, Individuals, Selected, Selection rate, Impact ratio, Scoring rate, Scoring impact ratio and Notes.

How the numbers work:

  • Selection rate is the share of people in a category who were selected (advanced, offered or hired). Pending candidates count in the total.
  • Impact ratio is a category's rate divided by the rate of the most-selected category. Ratios under 0.80 are marked against the EEOC four-fifths guideline.
  • Scoring rate is the share of a category scoring above the median overall score.
  • Candidates who declined or left the question blank are counted apart and left out of the ratios.
  • Categories under 2% of the total are flagged so the auditor can decide whether to exclude them.

To protect candidates, any group smaller than the minimum group size, which is never below 10, shows as "fewer than" that number, totals that would reveal a hidden group are hidden, and data covers whole calendar months only. Self-ID answers are stored apart from candidate records and are never used in scoring or shown to your hiring team.

Keep the NYC notice checklist for a job ​

  1. Open the job, open the More job actions menu and click Job settings.
  2. Under New York City notice (Local Law 144), make sure This role is in New York City is on. If the job's location mentions New York City, the page says where it found it. If not, turn it on yourself when the role is based there.
  3. Enter the date in Notice given to candidates on. The page shows the earliest date AI interviews can start: 10 business days after the notice.
  4. Tick each item as you complete it:
    • Candidates are told at least 10 business days before the tool is used.
    • Candidates are told which job qualifications and characteristics the tool assesses.
    • Candidates are told how to request an alternative selection process or an accommodation.
    • Information on the type of data collected, its source and your retention policy is available.
    • A summary of the most recent bias audit is published before the tool is used.
  5. Enter the Date of the most recent bias audit. The audit must be no more than 365 days old.

When everything is done, the checklist says Every item is marked done and the notice period has passed.

The same Job settings page has checklists for Illinois and the EU when a job is based there.

Choose what happens when a step is missing ​

Available onEvery plan
Who can do thisOwners and admins

For jobs in New York City, Illinois or the EU, you choose what Infyva does when the job's checklist isn't complete.

  1. Open Settings > Compliance policies.
  2. Under Rules by job location, pick Off, Warn or Block for each:
    • NYC Local Law 144
    • Illinois AI Video Interview Act
    • EU AI Act
  3. Click Save policies. The change goes in the audit log.
ChoiceWhat it does
OffNothing.
WarnThe default. The invite dialogs show what is missing.
BlockNo new interview or Vibe coding round can be sent for the job until its checklist is complete. This covers invites, booking links and the bookings made from them, reschedules, resends, API invites and automatic invites.

On Block, an owner or admin can still send with a written reason, which goes to the audit log. Taking a job out of a blocked jurisdiction also needs an owner or admin.

Infyva reads the job's location to decide which rules apply, and a recruiter can mark a job in or out on its settings.

Stream the audit log to your SIEM ​

The Compliance policies page also has Audit log to your SIEM. See Audit log.

Next steps ​