Does Resume World make automated rejection decisions?

No. It ranks candidates and explains the ranking; a person decides. That distinction matters under GDPR Article 22 and under Local Law 144, both of which treat fully automated decisions differently from decisions a human makes with a tool's assistance.

Does using this make me LL144 compliant?

No tool can make you compliant on its own — LL144 requires an independent bias audit and candidate notice, which are obligations on the employer. What the platform provides is the explainability and decision record those obligations depend on. Take legal advice for your jurisdiction.

How are deletion requests handled?

Candidate data can be erased on request. Because jobs, applications, scores and notes live in one workspace, deletion covers the record rather than leaving copies behind in exports and inboxes.

Where is the full privacy documentation?

The privacy policy, GDPR page and cookie policy set out data handling in detail, and the contact page reaches the team for a data processing question.

Solution

Compliant AI Hiring: GDPR, EEOC and NYC Local Law 144

Automated hiring decisions are now regulated in a way they were not five years ago. GDPR gives candidates rights over their data and over decisions made about them; EEOC guidance holds you responsible for a screening tool's disparate impact; NYC Local Law 144 requires bias auditing and candidate notice for automated employment decision tools. The common requirement underneath all of them is the same: be able to explain what the system did and why.

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The problem

What this is usually a response to

Screening tools that produce a score with no defensible explanation

No record of the criteria a candidate was actually judged against

Deletion requests that cannot be honoured because data is scattered

Exposure under laws that specifically target automated employment decisions

Capabilities

What compliant ai hiring does here

Explainable scoring

Every score carries its reasoning and the evidence from the application, which is the raw material for any compliance answer.

Retained decision record

The criteria in force and the reasoning produced are kept with the candidate rather than recomputed later.

Right to erasure

Candidate data can be deleted on request, with handling aligned to GDPR obligations.

Rubric transparency

Criteria are explicit and reviewable, so a disparate-impact review has something concrete to examine.

Human decision in the loop

The platform produces a ranked shortlist for a person to decide on — it does not auto-reject on your behalf.

Where it applies

Typical use cases

Hiring in New York City where LL144 notice and bias audit obligations apply
EU and UK hiring subject to GDPR data subject rights
Responding to a candidate asking why they were rejected
Preparing an internal audit of an automated screening process

Outcomes

What you get out of it

A specific answer when a candidate or regulator asks why
Screening criteria that can be reviewed for disparate impact
Deletion you can actually carry out and evidence
Automation without the black box that creates the liability

How it runs

The workflow end to end

Make criteria explicit

Write down the rubric. An undocumented standard cannot be audited.

Screen with reasoning retained

Every judgement keeps the evidence that produced it.

Keep a human decision

A person reviews the shortlist and makes the call, with the record showing both inputs.

Honour data rights

Access, correction and deletion requests are served from one place.

FAQ

Compliant AI Hiring questions

The questions teams actually ask before they commit.

Does Resume World make automated rejection decisions?: No. It ranks candidates and explains the ranking; a person decides. That distinction matters under GDPR Article 22 and under Local Law 144, both of which treat fully automated decisions differently from decisions a human makes with a tool's assistance.
Does using this make me LL144 compliant?: No tool can make you compliant on its own — LL144 requires an independent bias audit and candidate notice, which are obligations on the employer. What the platform provides is the explainability and decision record those obligations depend on. Take legal advice for your jurisdiction.
How are deletion requests handled?: Candidate data can be erased on request. Because jobs, applications, scores and notes live in one workspace, deletion covers the record rather than leaving copies behind in exports and inboxes.
Where is the full privacy documentation?: The privacy policy, GDPR page and cookie policy set out data handling in detail, and the contact page reaches the team for a data processing question.