AI in Hiring and EEOC Compliance - Avoiding Discrimination in Automated Decisions

The rules around AI in hiring changed dramatically in 2025 and 2026 — and not in the way most HR professionals realize. In January 2025, the EEOC quietly removed its AI hiring guidance from eeoc.gov. The pages that explained how Title VII applies to algorithmic selection tools are gone. Many employers assumed that meant AI compliance no longer mattered.

They were wrong. Title VII, the ADA, and the Uniform Guidelines on Employee Selection Procedures are still fully in force. The explainer disappeared. The law did not. And while the federal government stepped back, four states (California, Illinois, Texas, and Colorado) stepped forward with AI employment laws that are already in effect or will take effect this year, each with a different legal standard.

Meanwhile, Mobley v. Workday is working its way through federal court, testing whether an AI vendor can be liable as an employer’s “agent” for discriminatory hiring outcomes. The conditionally certified class could include hundreds of millions of applicants. If you use AI in hiring — and your ATS almost certainly does — you need to understand this new landscape.

• Understand why the EEOC removed its AI guidance and what it means (and doesn’t mean) for your compliance obligations
• Learn how Title VII, the ADA, and UGESP still apply to AI-driven hiring tools even without federal guidance
• Navigate the four-state patchwork: California’s FEHA ADS regulations, Illinois HB 3773 and AIVIA, Texas TRAIGA, and Colorado SB 24-205
• Understand what Mobley v. Workday means for employer and vendor liability
• Spot disparate impact and apply the four-fifths rule to your own hiring data
• See real examples of AI bias in resume screening, candidate ranking, and performance reviews
• Get the questions you need to ask every AI vendor — and get answers in writing
• Build a practical compliance checklist: inventory, testing, accommodations, vendor contracts, and documentation
• Write an AI usage policy that actually protects your organization

The federal guidance vacuum has created a dangerous illusion of a safe harbor that does not exist. Employers are facing more AI-related discrimination risk than ever, not less. State laws are multiplying, class actions are advancing, and regulators in California and Illinois are active even where the EEOC has gone quiet. You remain responsible for every hiring decision your tools make, and “the algorithm did it” is not a defense. This webinar gives you a practical, non-legalese roadmap to use AI confidently without creating the kind of record that ends up in a class action filing.

• Business Owners
• Human Resources professionals
• Talent Acquisition and Recruiting leaders
• Managers & Supervisors
• Compliance professionals
• In-house counsel and Employment attorneys
• Operations professionals
• DEI and People Analytics leads