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

The resume, once the foundation of hiring, has become the least reliable signal in the process. And AI didn’t just accelerate its decline. AI killed it.

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

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 —

Artificial intelligence was intended to enhance hiring. Instead, it has complicated the process. Now, it’s challenging to identify who truly excels in their roles. AI-driven “skills-matching” platforms aimed to revolutionize recruiting. They analyze resumes and job descriptions to infer skills, identify overlaps, and suggest top candidates. These systems went beyond mere keyword searches. They understood related skills, synonyms, and job context. Initially, this approach work

Artificial intelligence has supercharged the hiring process—and in many ways, broken it. Recruiters are drowning in applications that all look perfect, and job seekers are fighting algorithms with algorithms to stand out.

The very tools designed to solve the problems of volume and bias have inadvertently created a host of new, counter-intuitive challenges. The promise of efficiency has given way to an AI arms race that has commoditized experience, encouraged reckless corporate decision-making, and broken the traditional signals of value.

In the last few years, artificial intelligence has transformed how companies hire. Recruiters no longer spend days sifting through stacks of resumes. Instead, algorithms do much of the work.

Understanding the High Turnover Challenge The trucking industry faces a significant challenge: high employee turnover. The demanding nature of this sector leads to constant attrition. This makes it difficult to maintain a stable and skilled workforce. High turnover results in increased recruiting costs, operational disruptions, and a diluted return on investment in training for trucking and transportation companies. A leading transportation and logistics company, Trucking Edg

The ground is shifting under the global workforce. With nearly 40% of core skills expected to change by 2030 due to the impact of AI, automation, and the green economy, a significant response is anticipated. A new analysis projects that Fortune 1000 companies will be spending a stunning $141 billion annually on employee reskilling by 2035. This isn't just a budget line item; it's a strategic necessity to remain competitive.

January 2025 Webinar Once-in-a-generation technology and demographic changes are driving the shift from Supply-Side Talent Management,...

Catalyzr founders Jeremy Bargiel and Trevor Higgs are thrilled to announce that Jim Griffin, CEO of Partner Science Group, will join them...

Join founders Jeremy Bargiel and Trevor Higgs as they discuss Catalyzr's "Career Quotient," a forward-looking metric that quantifies a...

Catalyzr's Career Quotient (CQ) measures a person’s potential to succeed in a role based on their fit to a profile modeled on your most succ

General Mental Ability (GMA) is a proven, powerful tool that can transform your recruitment process. Here are six reasons why.

Stonington, ME January 10, 2025 - The HR Deep Dive Podcast, sponsored by quomodo.digital, focuses on the top issues and trends driving HR Digital Transformations today. The HR Deep Dive Podcast covers everything from using cognitive science and AI algorithms that quantify someone's potential to succeed to how AI agents help leaders make decisions more efficiently. In this week's episode, the HR Deep Dive team explores the world of talent assessments and one company's groundb

London, January 8, 2025 - Alyson Read, SeedLegals' Chief Commercial Officer, announced the short list of candidates for the 2025...