At Braintrust, we imagine compliance and belief go hand-in-hand.
Braintrust AIR is constructed to satisfy the evolving calls for of U.S., Canadian, and EU AI legal guidelines, guaranteeing that each interview performed with our platform is honest, auditable, safe, and clear.
Our purpose is straightforward: AIR helps recruiters; people all the time make the hiring selections.
For detailed insurance policies and attestations, go to our Privateness Coverage, and Phrases of Service. Our Belief Heart is offered upon request by emailing assist@usebraintrust.com.
Moreover, a 3rd‑get together AI audit has been accomplished, validating our equity, transparency, and security controls which may be discovered right here.
Regulatory Compliance and AI Governance
When AI touches hiring, legal guidelines usually require 5 issues: (1) human oversight, (2) transparency about how AI is used, (3) explainability of outputs, (4) privateness & safety for private knowledge, and (5) equity (no illegal discrimination).
What AIR does:
- Human‑in‑the‑Loop by design. AIR by no means auto‑accepts or rejects candidates. Recruiters evaluation scorecards and video earlier than any choice is made.
- Clear & explainable. Every interview produces a transparent scorecard tied to job‑particular competencies, plus transcript/video for context.
- Equity controls. Standardized questions, constant grading rubrics, and periodic bias testing; findings reviewed and tracked.
- Safety & privateness. Minimal knowledge assortment (title, e mail), TLS 1.2+ in transit and AES‑256 at relaxation, RBAC + MFA, logging and monitoring on AWS.
- Accountability. Documented workflows, audit logs, change controls, and an annual evaluation cycle. Third‑get together AI audit accomplished.
US Federal & State AI Necessities
FTC Steering on AI Advertising and marketing & Equity
Overview: The FTC enforces fact‑in‑promoting and equity. When you use or market AI, you have to be trustworthy about what it does, keep away from misleading claims, and guarantee your practices don’t unfairly hurt folks (e.g., discriminatory outcomes).
How AIR complies:
- We plainly describe AIR’s position and limits; people make selections.
- We again efficiency statements with knowledge (pilot metrics, consumer outcomes) and our third‑get together AI audit.
- Our Privateness Coverage and Te clarify processing, rights, and tasks.
Illinois AI Video Interview Act
Overview: If AI is used to judge video interviews, candidates have to be informed AI is used, the way it works on the whole te, and who will see the video; consent is required and movies have to be deleted upon request.
AIR compliance:
- Clear on‑display and/or e mail AI disclosures and consent assortment.
- We clarify AIR’s position (screening assist, not choice‑making) and who can entry outcomes.
- Deletion requests honored by way of our Privateness Coverage workflow; entry controls limit sharing.
California Privateness & AI
CCPA/CPRA (Privateness)
Overview: California residents have rights to know, entry, delete, and restrict use of non-public info.
AIR compliance: Minimal PII (title, e mail), goal‑restricted use, deletion upon request, and DPA phrases supporting shoppers’ obligations.
SB 53 – Frontier AI Security (Efficient Jan 1, 2026)
Overview: Targets builders of normal‑goal “frontier” fashions (publish threat frameworks, incident reporting, whistleblower protections).
AIR compliance: Not a mannequin developer; AIR makes use of licensed basis fashions (e.g., OpenAI) for a slim hiring use case. No autonomous studying, no catastrophic threat profile. We voluntarily keep threat/security documentation and underwent a
third‑get together AI audit.
ADS Employment Guidelines (Efficient Oct 1, 2025)
Overview: Covers Automated Determination Techniques (ADS) in employment. Requires bias testing/mitigation, 4‑yr retention of inputs/outputs/selections, limits on medical/psychological inferences, and extends legal responsibility to distributors appearing as brokers.
AIR compliance:
- Human‑in‑the‑loop selections; AIR offers scorecards + video, recruiters determine.
- Job‑particular query banks and grading rubrics; documentation hyperlinks outputs to competencies.
- Unbiased bias testing + third‑get together audit accomplished; mitigation logged.
- Audit‑prepared logging and configurable retention to assist 4‑yr data when required.
- No delicate inferences (no medical/psychological profiling).
- Shared accountability language in our Te/DPA; we offer proof wanted for employer compliance.
New York Metropolis Native Legislation 144 (AEDT)
Overview: Requires annual bias audits, public discover of AEDT use, candidate discover and directions, and another choice course of.
AIR compliance:
- AIR may be deployed as an AEDT with annual bias audits (third‑get together supported).
- We offer discover templates and different course of steerage; AIR itself doesn’t render selections.
Maryland Facial Recognition in Interviews
Overview: Facial recognition to create templates in interviews is restricted; written consent/waiver is required.
AIR compliance: We don’t use facial recognition or biometric evaluation, so no waiver is required.
Tennessee “ELVIS Act” (Deepfakes/Voice/Likeness)
Overview: Prohibits unauthorized AI‑generated voices/likenesses.
AIR compliance: No artificial voices or pretend likenesses; we report actual candidate interviews solely.
Utah AI Disclosure Legislation
Overview: Requires disclosure to shoppers when interacting with AI.
AIR compliance: Distinguished disclosure earlier than interviews; candidate decide‑in required. Alternate options out there upon consumer request.
Colorado SB 169 (Efficient Feb 2026)
Overview: For excessive‑threat AI in employment, requires a threat administration program, affect assessments, discover, attraction/correction paths, and reporting discrimination inside 90 days.
AIR compliance:
- AIR doesn’t auto‑choose or reject; recruiters determine.
- We keep a threat program (aligned to ISO/NIST), conduct affect/bias assessments, and supply attraction/clarification pathways by way of human evaluation.
- Third‑get together audit confirms readiness; we assist consumer notifications and reporting workflows.
Canada
Invoice C‑27 – AIDA (Federal – In Progress)
Overview: Would regulate excessive‑affect AI (together with hiring), requiring threat mitigation, transparency, documentation, and equity.
AIR compliance: Human‑in‑the‑loop design; documented mannequin utilization, knowledge governance, and bias testing; third‑get together audit accomplished. We offer DPIA/AIRA templates to shoppers by way of the Belief Heart.
Ontario Regulation 228/23 – AI Disclosure in Employment
Overview: Employers should inform candidates/workers in writing when AI is used to help or make employment selections.
AIR compliance: We provide discover language (job put up, e mail, or in‑product banner), supply non‑AI alternate options on request, and doc AIR’s restricted position. See Phrases/Privateness for particulars.
European Union
EU AI Act – Excessive‑Danger Techniques (Employment)
Overview: Classifies hiring AI as excessive‑threat and requires human oversight, threat administration, knowledge governance, logging, transparency, accuracy, robustness, and put up‑market monitoring.
AIR compliance mapping (plain English):
- Human oversight: Recruiters all the time determine.
- Danger administration: Formal program and alter controls; third‑get together AI audit accomplished.
- Information governance: Standardized questions; no prohibited knowledge sorts; qc.
- Logging & monitoring: Detailed audit trails for interviews, scoring, entry, and adjustments.
- Transparency: Candidate and consumer notices; explainable scorecards.
- Publish‑market monitoring: Subject monitoring, incident response playbooks, and mannequin analysis cadence.
Prohibited AI Practices
Overview: Bans actual‑time biometric ID, emotion recognition in employment, social scoring, and manipulative concentrating on.
AIR compliance: None of those are utilized by AIR.
GDPR (Privateness)
Overview: Requires lawful foundation, knowledge minimization, transparency, safety, and knowledge topic rights (entry, deletion, objection, and so forth.)
AIR compliance:
- Information minimization: Title + e mail solely; no biometric/delicate inferences.
- Rights dealing with: Entry/deletion/clarification requests routed by way of Privateness Coverage course of.
- Safety: Encryption in transit/at relaxation, least privilege, MFA, AWS logging/monitoring, BCDR.
- Retention: Default retention aligned to consumer contracts; configurable to satisfy native guidelines (e.g., CA ADS 4‑yr retention).
Accessibility, Inclusivity, and Candidate Expertise
What’s anticipated: Hiring instruments ought to work for everybody and keep away from disadvantaging protected teams.
What AIR does:
- Display screen‑reader pleasant UI; candidate steerage and versatile completion occasions.
- Questions and rubrics reviewed for readability and potential bias.
- Human‑led different out there upon consumer request.
- Suggestions loops for candidates and recruiters; points tracked to closure.
What We Present Purchasers (Audit‑Prepared Package deal)
- Belief Heart: central hub for insurance policies, subprocessors, safety posture, and audit artifacts.
- AI Use Notices & Templates: candidate and web site/e mail discover language (FTC/IL/NYC/ON/UT and so forth.).
- Bias Testing & Studies: impartial assessments + remediation monitoring; annual cadence.
- Logging & Retention: finish‑to‑finish logs; configurable retention (helps CA ADS 4‑yr normal).
- DPIA/AIRA Kits: templates to finish consumer privateness/AI affect critiques effectively.
- Incident & Enchantment Playbooks: candidate inquiry/attraction workflows, takedown/deletion procedures.
Safety Snapshot
- Encryption: TLS 1.2+ in transit; AES‑256 at relaxation.
- Entry: RBAC, least privilege, MFA; SSO by way of WorkOS.
- Monitoring: AWS CloudTrail, GuardDuty; 12‑month log retention minimal.
- BC/DR: Multi‑AZ, 1‑hour RTO goal; distant‑first continuity plan.
- Testing: Patch administration, change management; penetration exams as required.
Conclusion
Braintrust is dedicated to offering compliant, moral, and clear hiring options for expertise and employers. We repeatedly monitor and adapt to regulatory adjustments to make sure our platform meets the very best compliance requirements. Employers can belief Braintrust AIR to assist their hiring wants whereas adhering to all related legal guidelines and rules, fostering a good and inclusive hiring course of.
If in case you have any questions on how current rules affect your potential to leverage Braintrust AIR in your hiring course of, please attain out to assist@braintrust.com
