Services
Full review of your applicant tracking and AI screening configuration: rejection criteria, scoring weights, adverse-impact ratios, and where human review is (or isn't) actually happening. Delivered as a written report with a remediation roadmap ranked by exposure.
The single biggest liability gap in most hiring systems: no clear record distinguishing an algorithmic rejection from a human one. We assess whether your systems currently create that record, and what it would take to build one that holds up under discovery.
Scenario-based training for recruiters, hiring managers, and HR leadership on properly reviewing AI-flagged candidates and the current legal landscape — Title VII applied to algorithmic discrimination, EEOC guidance, and state AI-hiring statutes.
Mapping what your ATS or background-screening vendor's system actually does with candidate data, and where vendor conduct — not just employer conduct — creates exposure.
A tabletop exercise modeling exactly what a plaintiff's discovery request into your hiring systems would look like, and whether your current documentation would survive it.
Certificate lifecycle and machine identity risk review, drawing on deep infrastructure security experience — for organizations that need both AI governance and core security posture assessed together.
Litigation hold protocol design, records retention and destruction policy audit, and staff training on recognizing and avoiding spoliation before it becomes a Rule 37(e) sanction.
Design and implementation of a confidential reporting mechanism that routes directly to legal/independent investigators — bypassing management chains where retaliation risk actually lives — plus an audit of any existing channel's real independence.
Controlled, consent-based testing using a real employee submitting a fictitious scenario through your actual reporting system, to observe how it's handled in practice.
Cross-referencing complaint history against promotion, pay, and performance-review patterns to identify whether the organization is inadvertently protecting or rewarding repeat subjects of complaints.
A vetted observer works a genuine role within your organization for a defined period, documenting their authentic day-to-day experience. Findings are delivered as an aggregate, pattern-level report under legal privilege — never individual call-outs without independent corroboration.
Use the calculator to build a scoped estimate, or book a paid working session on your specific exposure.
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