Résumé screeners, candidate scoring, chatbot interviewers — if an AI tool touches your hiring, a stack of new laws now applies to you. Aegis Firma shows you exactly which ones, what each one requires, and the deadlines you are working against.
No credit card for the free bias self-check · deterministic, no AI guesswork
169
jurisdictions tracked deterministically
Aug 2, 2026
EU AI Act Art. 50 transparency duties apply (high-risk hiring rules now Dec 2027)
15
US privacy laws with data-subject rights
$0
per-customer AI cost — nothing to hallucinate
Most teams adopt an AI hiring tool to save time, not realizing it pulls them into a fast-moving body of employment, privacy, and AI-specific regulation. The obligations do not depend on whether you built the tool — under most of these laws, the employer using the tool is on the hook.
New York City’s Local Law 144 has required an independent bias audit of automated employment decision tools since 2023. Illinois amended its Human Rights Act to cover AI in employment as of January 1, 2026. Colorado’s SB 26-189 adds AI hiring-technology transparency duties from January 1, 2027. The EU AI Act’s transparency obligations (Art. 50) apply from August 2, 2026, and its high-risk hiring-AI obligations — deferred under the 2025 Digital Omnibus — now apply from December 2027, so you have time to get ahead of them calmly. More states are moving.
On top of that sits ordinary privacy law: candidates and employees have data-subject rights under 15 US state privacy laws and GDPR, each with its own response clock. Aegis Firma tracks all 169 jurisdictions deterministically and shows you the specific subset that applies to your company — so "are we compliant?" stops being a guess.
Map
Tell us where you operate and which AI tools you use. Aegis Firma returns the exact laws that apply, with deadlines.
Inventory
Catalog every AI tool in your stack and risk-classify each one against the EU AI Act and US employment-AI rules.
Document
Generate the AI use policy, candidate disclosures, bias-audit records, and DPIAs each law expects — your counsel reviews and signs off.
Respond
Handle data-subject requests through one portal with a built-in SLA timer, so privacy clocks never run out.
Applicable-law map
A populated map of which privacy and AI-hiring laws apply to your company, across 169 tracked jurisdictions, with deadline alerts.
AI tool inventory + risk classifier
Catalog every AI tool your team uses and classify each against EU AI Act risk tiers and US employment-AI rules.
AI hiring-bias audit workbook
Structure and record the bias-testing evidence laws like NYC Local Law 144 expect, by protected characteristic.
AI policy + disclosure generator
Deterministic generation of AI use policies and candidate disclosure notices — drafts your lawyer can work from, at zero AI cost.
Multi-state DSR portal
One intake portal for data-subject requests across 15 US privacy laws and GDPR, with a 30-day SLA timer per request.
DPIA / ROPA / data map
The data-protection impact assessments and records of processing that profiling and automated decision-making trigger.
What Aegis Firma is not
Aegis Firma is not a law firm and does not give legal advice. What it does is turn a confusing regulatory picture into a concrete list — these laws apply to you, here is what each one asks for, here are the documents — so your counsel reviews a finished draft instead of starting from a blank page. The compliance program is yours; we make it fast to build and easy to keep current.
Pricing
Plans start at $79/month for Solo and $199/month for Team. Business at $499/month bundles the multi-state DSR portal. Annual billing is two months free.
See full pricingWe use a third-party ATS with AI screening — are we still responsible?
Yes. Most of these laws place obligations on the employer that deploys the tool, not only the vendor that built it. You generally need to do due diligence on the vendor, keep a human meaningfully in the loop, and notify candidates. You cannot outsource the obligation by buying software.
Which laws apply if we only hire in the US?
It depends on where your candidates and employees are. NYC Local Law 144, Illinois’ amended Human Rights Act, Colorado’s AI Act, and a growing list of state privacy laws can all apply to a US-only employer. The free law-finder returns your specific list in about a minute.
Does the EU AI Act apply to a US company?
It can. If you assess candidates located in the EU, or the output of your AI hiring tool is used in the EU, the EU AI Act may reach you: the Art. 50 transparency obligations take effect August 2, 2026, and the high-risk hiring-AI obligations now take effect December 2027 (deferred under the 2025 Digital Omnibus). Aegis Firma’s risk classifier flags both for each tool in your inventory so you can prepare on the right timeline.
Do you write our policies for us?
Aegis Firma generates the AI use policy, candidate disclosures, DPIAs, and audit records deterministically from your profile — no AI, no per-document cost. They are drafts built to be reviewed and signed off by your own counsel, not legal advice.
Run the free law-finder — country, industry, size, the AI tools you use — and get your specific regulation list in about a minute.