--- title: "KYE™ Hiring Governance Pack™ — governed AI across the hiring lifecycle" description: "KYE™ Hiring Governance Pack™ governs AI agents across the hiring lifecycle — sourcing, CV/resume screening, ranking, scheduling, assessment, offer, onboarding. Every automated screen, rank, and reject is purpose-permitted, authority-bound, evidenced with a signed bias-audit artefact, and contestable. On the employment-AI framework spine: EU AI Act Annex III, NYC Local Law 144, GDPR Art. 22, UK Equality Act 2010, EEOC Uniform Guidelines." url: https://kyeprotocol.com/products/hr-recruitment/ lang: en source: "KYE Protocol" --- > KYE™ Hiring Governance Pack™ governs AI agents across the hiring lifecycle — sourcing, CV/resume screening, ranking, scheduling, assessment, offer, onboarding. Every automated screen, rank, and reject is purpose-permitted, authority-bound, evidenced with a signed bias-audit artefact, and contestable. On the employment-AI framework spine: EU AI Act Annex III, NYC Local Law 144, GDPR Art. 22, UK Equality Act 2010, EEOC Uniform Guidelines. KYE™ Hiring Governance Pack™ # Let AI help you hire. Keep every screen, rank, and reject lawful, bias-audited, and replay-provable. AI agents now source, screen, rank, schedule, assess, and reject candidates. Employment AI is high-risk under the EU AI Act, and a bias audit is already mandatory for automated hiring tools in New York City. The KYE™ Hiring Governance Pack™ governs every automated decision at the moment it happens — so each one carries a lawful basis, a current bias-audit artefact, a human-review checkpoint where the law requires it, and a route for the candidate to contest it. [Start a pilot](https://kyeprotocol.com/poc/) See how it works Bound regulations The problem ## Automated hiring decisions are high-risk, regulated, and hard to defend after the fact. - **Employment AI is high-risk.** The EU AI Act lists employment, worker management, and access to self-employment in Annex III — the high-risk class that carries the heaviest obligations. - **A bias audit is already mandatory.** New York City's Local Law 144 bars using an automated employment decision tool to screen a candidate unless it has passed a bias audit in the last twelve months. - **Solely-automated rejections are restricted.** GDPR Article 22 limits decisions with a significant effect on a person that are made with no meaningful human involvement. - **Adverse impact is measurable.** The EEOC four-fifths rule and the UK Equality Act test whether a selection step disadvantages a protected group — and the evidence must hold up. - **The usual evidence is weak.** Screenshots, spreadsheets, and reconstructed notes are contestable. Regulators and claimants want a signed, verifiable record produced at the moment of the decision. Why buy this ## A signed Evidence Pack™ on every decision — verifiable from public keys alone. - **Lawful basis before processing.** No automated screen, rank, or reject runs until a lawful basis and a declared purpose are resolved. Unresolved actions are refused. - **Current bias audit, enforced.** An automated employment decision tool with a missing or stale bias audit is refused at the boundary. The bias audit is held as a signed, replayable artefact. - **Human review where the law requires it.** A solely-automated decision with a significant effect routes to a human-review checkpoint through the KYE™ oversight surface. - **Adverse-impact review built in.** When a selection rate for a protected group falls below the four-fifths threshold, a review opens before more automated rejections proceed. - **Every rejection is contestable.** An automated rejection carries an explanation and a route for the candidate to contest it through the KYE™ rights-disputes rail. How it works ## Governance at the moment of the decision — across the whole hiring lifecycle. Every AI-assisted hiring action flows through the same gate. The pipeline binds to canonical KYE Protocol™ envelopes — no one-off shapes per employer. 1. **1 — Action proposed.** An AI agent proposes a sourcing, screening, ranking, scheduling, assessment, offer, or onboarding action over candidate data. 2. **2 — Authority check.** The gate verifies the lawful basis, the declared purpose, and — for an automated employment decision tool — a current bias audit. No basis, no action. 3. **3 — Bias and impact tested.** The selection-rate ratio is checked against the four-fifths threshold; a breach opens an adverse-impact review. 4. **4 — Human review where required.** A solely-automated decision with a significant effect routes to a human-review checkpoint before it becomes final. 5. **5 — Evidence Pack™ sealed.** The decision emits a signed Evidence Pack™ binding the lawful basis, the bias-audit reference, the impact metric, and the outcome. 6. **6 — Candidate contestability.** An automated rejection carries an explanation and a route to contest it, recorded on the envelope. 7. **7 — Quarterly attestation.** The accountable owner co-signs a quarterly attestation covering the decision register, open reviews, and bias-audit currency. Framework binding ## Bound to the employment-AI regulatory spine. The Pack binds the canonical KYE™ artefact set to the regulations that govern hiring AI. Every claim resolves to a control row on the bound framework. | Framework | Control area | Pack coverage | | --- | --- | --- | | EU AI Act | Annex III employment high-risk + Art. 14 human oversight | full / partial | | NYC Local Law 144 | AEDT bias audit + candidate notice | full / partial | | GDPR | Art. 22 solely-automated decisions | full | | UK Equality Act 2010 | s.19 indirect discrimination | partial | | EEOC Uniform Guidelines | Four-fifths adverse-impact rule | full | Full coverage means every requirement in the control area is bound to a canonical KYE™ rule, dictionary term, or Evidence Pack™ contract. Partial coverage means the bound surface satisfies the control area when paired with the employer's own attestation. Get started ## Run a pilot on synthetic data — then deploy with confidence. The Hiring Governance Pack™ ships in three tiers: a fixed-scope bias-audit diagnostic, a full pilot on synthetic candidate data, and an annual enterprise entitlement. Pricing is value-based and disclosed under NDA to qualified applicants. [Start a pilot](https://kyeprotocol.com/poc/) [Bound regulatory frameworks](https://kyeprotocol.com/frameworks/) [Contact for pricing](https://kyeprotocol.com/engage/) Canonical KYE™ surfaces referenced on this page: [Evidence Pack™](https://kyeprotocol.com/evidence-pack/) · [KYE Protocol™](https://kyeprotocol.com/).