What SeekIQ does where AI hiring laws apply. Plain facts about the product. Not legal advice.
Some places set rules for software that helps assess job candidates. SeekIQ works out which rules apply to each job and each candidate. Then it changes what candidates are told and what automation may do. Your own counsel decides how the laws apply to your hiring.
Six rule sets. Chosen from the job, the candidate and your workspace.
SeekIQ reads the job's location, the candidate's location and your workspace's country. A rule set applies when a place it covers matches.
01European Union and EEA
The job, the candidate or your workspace is in the EU, Iceland, Liechtenstein or Norway. Read with the EU AI Act and GDPR Article 22.
02United Kingdom
The job, the candidate or your workspace is in the UK. Read with UK GDPR Article 22.
03New York City
The job is in New York City, or it is remote and the candidate lives there. Read with Local Law 144.
04Illinois
The job is in Illinois or the candidate lives there. Read with the AI Video Interview Act, the Biometric Information Privacy Act and the Illinois Human Rights Act.
05Colorado
The job is in Colorado or the candidate lives there. Read with the Colorado AI Act.
06Maryland
The job is in Maryland or the candidate lives there. Read with the Maryland law on facial recognition in job interviews.
Candidates are told first. Before the AI interview, in plain words.
When a rule set applies, the notice carries what that law asks the candidate to be told.
- A notice before the interviewIt says what is assessed and how the assessment works. It names the data used and its source. It says how to ask for a person instead.
- On the apply form tooWhen the job's location brings in a rule set, the apply form shows the notice before the candidate applies.
- English and BanglaThe notice is in English and Bangla. Candidates who interview in another language read it in English.
- A record of what was shownThe consent record keeps the rule sets that applied and the version of the notice the candidate saw.
What changes in each place. The product acts on the rules, not only the notice.
New York City
The AI interview and autopilot decisions wait until a notice has been up for 10 business days. The earliest notice counts: your public AI in hiring page, the job posting or the apply form. They also wait for a bias audit from the past year published on that page. The posting carries the notice and links to your published bias audit summary.
Illinois and Maryland
On Standard or Strict integrity, face checks need a signed release (Illinois) or a signed waiver (Maryland) with the candidate's typed name before the interview. A candidate can decline. Face checks are then off for them. Your AI in hiring page carries a written biometric policy.
Colorado, the EU and the UK
An automated rejection comes with the main reasons, the data used and where it came from, how the automated rule contributed, a way to correct the data and an appeal to a person.
Automatic rejection stays off in the EU, the UK and New York City until an owner of the workspace confirms it in two steps.
A person, when they ask. Every automated rejection can go to a person.
- The alternative processWhere a rule set asks for it, a candidate can choose a person instead of the AI screen, on the apply form or before the interview. Your team gets a request. Autopilot never decides for that candidate.
- An appeal to a personEvery automated rejection links to a review request. A person on your team answers it.
- Deletion on a scheduleRecordings, face photos and the face record are deleted 30 days after capture, or after your paid recording period of 90, 180 or 365 days. Candidates can ask for deletion sooner.
Data for your auditor. Not the audit itself.
A yearly export
Selection rates and impact ratios by sex, by race or ethnicity and by both together, as a CSV file and a printable page.
Voluntary self-identification
Optional questions on the apply form. Answers are stored apart, never shown to reviewers and never used in scoring.
Your public page
Publish the summary and its date on your AI in hiring page, at /c/your-workspace/ai-in-hiring on your careers site.
SeekIQ does not give legal advice and does not promise that using it meets any law. Confirm with your own counsel how these laws apply to your hiring, and choose your own independent auditor.