Defensible Hiring, Compliance & Staffing Solutions
Build bias tested, audit ready hiring systems that stand up to scrutiny. From compliant recruiting to AI governance.
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Why This Matters
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The world of work is changing faster than HR laws can keep up.
New regulations from NYC’s AEDT bias audit law to Colorado’s AI Act, plus emerging state rules in California and Illinois, employers must hire, assess, and document fairness, and audit, document, and explain how hiring decisions are made.At PsygilityHR, we help organizations build psychology based hiring systems that are defensible, compliant, and bias aware, so you can recruit confidently and stay ahead of evolving regulations.
Our Focus Areas
💠 Independent AI Governance & AEDT Bias Audits
📜 Compliance Subscription (Multi-State Policies + Evidence)
🔁 Annual Update Plans (Quarterly Change Logs + 4/5ths Snapshots)
🧩 Defensible Hiring Kits (10 Day Turnaround)
Why PsygilityHR
We’re not another recruiting firm and we’re not a law office. PsygilityHR operates where psychology meets compliance. We bring the science of fair, validated hiring to every process, helping companies build systems that are agile, compliant, and ready for audit.
What sets us apart:
- I/O Psychology Foundation - Job-relatedness, validation, and fairness built into every tool.
- Regulatory Alignment - UGESP; Title VII with EEOC/OFCCP guidance; NYC Local Law 144 (AEDT audits/notices); Colorado SB 24-205 (high-risk AI, effective 2026); California FEHA + CPPA ADMT rules; Illinois AI-in-Employment & Video Interview Act; New Jersey LAD algorithmic guidance; NIST AI RMF.
- Independent Auditing - We evaluate AI hiring tools; we don’t build them.
- Audit Ready Documentation - Evidence binders, 4/5ths analyses, and policy logs included in every engagement.
Staffing, Evolved
Need help finding talent while maintaining compliance?
PsygilityHR offers Compliant Staffing Solutions - recruiting that applies the same defensible hiring standards we design for our clients.
Every candidate we source is evaluated through structured, bias-tested methods, ensuring fair, consistent, and legally defensible outcomes.
The PsygilityHR Approach
1️⃣ Design the System
We build validated selection maps, structured interviews, and scoring frameworks aligned to your roles and laws.
2️⃣ Audit and Improve
We test for adverse impact, document controls, and deliver evidence binders.
3️⃣ Maintain Compliance
Quarterly updates and monitoring keep you ahead of state and AI governance changes.
4️⃣ Recruit Confidently
Use the same validated system to fill roles fast without legal risk.
Ready to Get Audit Ready?
Don’t wait for a regulator to ask for documentation.
Build your defensible hiring and compliance systems now so your next audit or investigation is just another day at work.