Bias audit · NYC LL 144 · EU AI Act
Fairness isn't a polish pass.
Chiron's technical screening is designed against NYC Local Law 144 and the EU AI Act from the foundations up. An independent bias audit runs annually; every recommendation is reviewed by a human; every dimension shows its evidence.
Latest independent audit: April 2026
The frameworks we hold ourselves to
WCAG 2.1 AA
Accessible by construction
Contrast verified at AA, full keyboard operability including the workspace, reduced-motion respected, no color-only signals. Verified each release.
◆Color-blind safe result bands
◆Reduced-motion fallbacks
◆Full keyboard operability
◆Visible focus throughout
NYC Local Law 144
Annual independent bias audit
A third-party firm audits Chiron yearly for disparate impact across protected categories. The most recent summary is public. We do not deploy a new preset without re-auditing.
◆Latest audit: April 2026
◆Independent accredited auditor
◆Within 0.83 across all categories
◆Public summary at /fairness/audit
EU AI Act · high-risk
Article 14 oversight, by design
Hiring is high-risk under the Act. Chiron meets Article 14 (human oversight) not by toggle but by structure — the reviewer's decision is always required to advance a candidate.
◆No auto-advance, ever
◆Recommendation, never a verdict
◆Conformity assessment Q3 2026
Data residency · SOC 2
Where the recording lives
Session data lives in the candidate's home region — US, EU, or UK. SOC 2 Type II covers operations; ISO 27001 in progress. Sub-processors listed quarterly.
◆SOC 2 Type II
◆GDPR / UK GDPR
◆Sub-processor list public
◆30-day deletion SLA
April 2026 audit · summary
Disparate-impact ratio, by category.
The four-fifths rule (≥ 0.80) is the EEOC threshold. Chiron clears it across all categories audited; the closest margin was 0.83 (intersectional category, n=412).
Sex0.94n=1842
0.004/5 rule1.00
Race & ethnicity0.91n=1804
0.004/5 rule1.00
Age (≥ 40)0.96n=1842
0.004/5 rule1.00
Intersectional · sex × race0.83n=412
0.004/5 rule1.00