Trevor Higgs | April 2026 In August 2026, the European Union's Artificial Intelligence Act will reach full enforcement, and if you're a US company that thinks this is purely a European concern, you may want to reconsider. The EU AI Act [1] is the most comprehensive AI regulation in the world, and its treatment of hiring technology is among the most stringent provisions in the entire framework. AI systems used in recruitment, screening, evaluation, or decision-making about wor

Trevor Higgs | March 2026 "Why didn't I get the job?" It's the most human question in all of talent acquisition. And increasingly, the answer is: "We don't really know. The algorithm said no." That answer is unacceptable. Not just ethically, though it is, but legally, strategically, and commercially. The era of black-box AI in hiring is ending. What comes next will be defined by one word: explainability. The Regulatory Tsunami The regulatory environment is shifting fast, and

Jeremy Bargiel | March 2026 Are You Ready for the AI Hiring Audit? An AI hiring audit isn't a question of "if" anymore. It's a question of "when", and more importantly, "will you be ready?" Between NYC's annual bias audit mandate, the EEOC's active enforcement posture, the EU AI Act [1]'s comprehensive compliance framework, and the increasing sophistication of employment discrimination litigation, the probability that your organization's AI hiring tools will be examined under

Regulatory filings that we have seen in 2025 are the opening shots of what I believe will be the defining regulatory battle of the HR technology industry. We’re calling it the Compliance Reckoning. And what makes it particularly dangerous for organizations is that it’s inseparable from another force: the Trust Crisis that’s fundamentally transforming how candidates experience—and evaluate—the hiring process.

Trevor Higgs | March 2026 The first major class-action lawsuit against an AI hiring vendor is no longer a hypothetical. It’s already here. One of the most recognized names in HR technology is defending a class-action lawsuit alleging that its AI-powered screening tools systematically discriminated against applicants based on race, age, and disability. The scale? Over 1.1 billion rejected job applications processed through the platform. [1] Meanwhile, another leading vendor —

Something fundamental has shifted. Not one thing—five things, happening simultaneously, each amplifying the others. After a year of research across regulatory filings, workforce surveys, industry data, and over 100 years of industrial-organizational psychology, my team at Catalyzr has identified five interconnected trends that are reshaping how organizations identify, evaluate, and hire talent in 2026.