Your employer brand isn't defined by your careers page. It's defined by every candidate who goes through your hiring process and tells their friends about it. In a recruiting market where 51% of job seekers rely on Glassdoor reviews and candidate referrals as their top sources, your hiring process is your brand. Every rejected candidate who leaves feeling disrespected is a future candidate and customer you've lost. And in the age of social media, one bad experience can reach

Trevor Higgs | April 2026 Candidate feedback is consistent across thousands of hiring experiences: "I don't understand why I wasn't selected." It's the most human question in all of talent acquisition, and increasingly, the answer is: "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 R

Trevor Higgs | April 2026 Two segments of the workforce are converging on the same crisis from opposite directions, and both are ripe for potential-based hiring to deliver immediate, measurable impact. The Mid-Market Squeeze Mid-market companies, those with 500 to 2,000 employees and revenues between $50 million [1] and $2 billion, occupy an increasingly uncomfortable position in the HR technology environment. They face enterprise-level hiring complexity but lack enterprise-l

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

Trevor Higgs | April 2026 In August 2026, the European Union's Artificial Intelligence Act will reach full enforcement. If you're a US company that thinks this is purely a European concern, you may want to reconsider. The EU AI Act is the most comprehensive AI regulation in the world. 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 workers are cl

Trevor Higgs | March 2026 If your company uses any form of automated tool to screen, evaluate, or rank job candidates, New York City has a message: you're now subject to one of the most specific AI hiring regulations in the world. NYC Local Law 144, which went into effect in July 2023, established the first major regulatory framework specifically governing the use of automated employment decision tools in hiring and promotion. While the law technically applies only to employe

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 —