8 states.
8 AI hiring laws. One checklist.
Pick where you hire and which AI tools you use. Get every notice, audit, and deadline each state requires, verified against the statutes themselves.
Where do you hire?
selected AI hiring law tracked nothing tracked yetNY = New York City Local Law 144
What kinds of AI tools?
Categories only. This filters the obligations below. You name the actual products in the inventory.
Verified against enrolled statute text. CT PA 26-15 · CO SB 26-189 · 775 ILCS 5/2-102(L) · NYC LL 144 · 2 CCR § 11008
The problem
2026 is the first year states enforce AI hiring laws, and every state wrote a different one.
The patchwork is inconsistent by design
Illinois binds at one employee and reaches unintentional discrimination. Colorado regulates 'consequential decisions' with a 30-day adverse-outcome letter. Connecticut phases in through 2027. NYC wants a public bias audit. One ruleset cannot satisfy them all.
Remote hiring triggers all of it
A Texas company screening one remote applicant in Illinois or New York City is inside those laws. Where your applicants sit, not where you sit, decides which statutes apply.
Notice without proof is not a defense
Most of these laws turn on whether you told candidates, in the right words, at the right time. 'We sent a compliant notice' only holds up if you can show what was sent, and when.
How it works
Three steps to covered.
Map your states
Click every state where you have employees or applicants. The checker shows exactly which obligations attach and when.
Inventory your AI tools
Resume screeners, video interview scoring, assessments, chatbots. Every tool that touches an employment decision, cataloged once.
Generate every notice
Answer one short set of questions per tool: what it does, what data it looks at, who to contact. Every state's notice is written from those answers, with the right delivery method and timing for each.
Who it's for
Built for the people employers actually call.
HR consultants
Run every client's multi-state exposure from one place. White-label the checklists and notices under your own brand.
Employment attorneys
Every obligation carries its statutory citation, verified against enrolled text rather than a law firm blog. Review the notices, don't rebuild them.
Fractional HR & SMB employers
Enterprise AI-governance platforms start where your budget ends. This covers the employment slice, the part with 2026 deadlines, at SMB prices.
Pricing
Free to check.
The checker
- Multi-state compliance checker
- Every state notice, rendered
- Delivery checklist per jurisdiction
- Statute citations on everything
Notice pack
- Every applicable state notice, rendered
- Per-tool notice storage and delivery logs
- Colorado 30-day adverse-letter workflow (Jan 2027)
- Retained for the full statutory window
Verifying you're human…
Secure checkout by Stripe. One payment, no subscription.
A compliant notice is only a defense if you can prove when it was delivered, so proof of delivery is what you are buying. One payment, no subscription, nothing to cancel. The record is kept for as long as the statutes require it to exist: four years, plus a grace period.
FAQ
Fair questions.
The deadlines don't move.
Connecticut, October 1, 2026. Colorado and California, January 1, 2027.