Insights
Research, compliance, and practice
I-O psychology, AI hiring, and workforce analytics from the Talent Systems team.
NYC Local Law 144: What the Annual Bias Audit Actually Requires
The law has specific technical requirements, a notice obligation, and an independent auditor standard. Here is a detailed breakdown of what compliance looks like in practice.
How to Write a Scoring Rubric for an Interview Competency
A rubric is only as good as its anchors. Here is a step-by-step process for building one that interviewers can actually use consistently.
Structured Interviews Reduce Bias. Here Is the Research.
Decades of I-O research show that structured interviews outperform unstructured ones on both validity and fairness. Here is what the data actually says.
What 'Bias Audit' Actually Means for an AI Hiring Tool
The term gets used loosely. Under NYC Local Law 144, it has a specific legal definition and specific requirements. Here is what a legitimate bias audit tests and what it misses.
Connecting Interview Scores to Retention: What the Data Can Tell You
If you have historical hiring data and tenure records, you have everything you need to start understanding which competency scores predict who stays. Here is how to begin.
GPA Predicts GPA. It Doesn't Predict Much Else.
Grade point average is still a common hiring filter. The validity research on it is weak. Here is what the data says and what works better.
Adverse Impact vs. Disparate Treatment: The Legal Difference
These are two distinct legal theories. Most HR teams confuse them. Understanding the difference matters for how you investigate, document, and respond to discrimination claims.
Skill Gap Data Changes the Development Conversation
Performance reviews built on impressions produce vague feedback. Skill verification data produces a specific, evidence-based conversation about where an employee actually is and where they need to go.
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