EU AI Act
ClearTalent's human-accountable architecture addresses the regulation's requirements for high-risk AI systems deployed in employment and worker selection contexts.
Compliance & Trust
Regulatory confidence, built into every layer.
AI in hiring is under growing scrutiny. The platform was built with that reality in mind, keeping a human accountable for every hiring decision and creating a documented record throughout the process.
Human-verified
Every advancement, ranking, and hiring decision is made by a person.
Consistent
Every candidate for the same role goes through the same structured evaluation.
No AI scoring
Scores come from validated IO methodology and human review, never AI.
Audit-ready
Drill-down reporting across every stage of the candidate journey.
Every hiring decision belongs to a person.
At the core of ClearTalent is a straightforward principle: no candidate is advanced, ranked, or hired without a human making that call. AI surfaces structured information and helps keep the process consistent, but the decision itself always rests with a recruiter or hiring manager, not an algorithm.
That human-in-the-loop approach is central to responsible AI in hiring. Across regulations including the EU AI Act, GDPR Article 22, NYC Local Law 144, Colorado SB 24-205, California FEHA, and EEOC Title VII, employers face growing expectations around human oversight, transparency, fairness, and accountability in employment decisions.
When every outcome can be traced to a human decision informed by structured, validated data, there is no black-box hiring decision. Candidates, employers, and compliance teams have greater visibility into how decisions are made and the information behind them.
Why it matters
Good science and good compliance point in the same direction.
The same design choices that make hiring more rigorous, structured, validated, and consistently administered with a human accountable for every decision, also make the process more defensible.
Explore the scienceRegulatory coverage
Built with today's AI employment landscape in mind.
ClearTalent is designed around recognized standards and frameworks for responsible AI and fair employee selection. These principles shape the platform from the ground up, rather than being treated as a checklist after the product is built.
GDPR (including Article 22)
Decisions are human-driven, candidates can access their data, and full deletion is available on request. Individuals retain meaningful control throughout the process.
NYC Local Law 144
Built to address New York City's requirements for automated employment decision tools used in hiring and promotion.
Colorado AI Act (SB 24-205)
Effective June 2026. ClearTalent's architecture addresses Colorado's consumer-protection framework for high-risk AI in employment, ready from day one and not retrofitted.
California FEHA
Structured to address California's requirements around automated decision systems that affect employment outcomes.
Illinois HB 3773 & BIPA
Addresses Illinois requirements covering AI use in recruitment and the handling of biometric data in employment contexts.
Texas TRAIGA
Aligned with Texas's Responsible Artificial Intelligence Governance Act and its standards for AI systems involved in consequential decisions.
EEOC (Title VII, ADA, ADEA, GINA)
Structured, validated, and identically administered evaluations support federal anti-discrimination and accessibility obligations across every candidate.
OFCCP / EEO
Consistent evaluation criteria and complete audit records support federal contractor compliance requirements.
Built-in compliance capabilities
Every layer of the platform is designed to protect you.
One standard for every candidate
Everyone applying for the same role goes through the same Position Requirements, assessments, Culture Fit Survey, Reference Check structure, and interview questions. Consistency isn't a setting. It's built into how the platform works.
Human approval before anything goes live
AI-generated job content passes through automated checks and then lands in a recruiter's queue for review. Nothing reaches a candidate until a person has reviewed and approved it.
IO-grounded, validated assessments
Assessment content is built on Industrial-Organizational psychology, the scientific discipline behind structured hiring. Validated methodology provides a consistent foundation for evaluating candidates and helps reduce subjectivity.
People make the calls
Recruiters and hiring managers use reporting to inform their decisions, not to rubber-stamp an algorithm's output. No score is generated by AI, and no candidate moves forward without a human making that decision.
Data rights built in, not bolted on
Candidates can request deletion of their data, with privacy controls built into the platform's core design rather than added as a compliance checkbox.
Evidence at every level
Reporting spans the candidate journey, from overall outcomes down to individual question responses. Compliance, legal, and audit teams can access the detail they need to understand and document how decisions were made.
Want to walk through the compliance story?
We can show you exactly how ClearTalent's architecture addresses your obligations across federal, state, and international AI employment law, and take the regulatory conversation off your plate.