Disclosure: NTRVSTA wrote this guide, and NTRVSTA is one of the six tools listed. We included only vendors whose Local Law 144 bias audit claims appear on their own websites, and we took every legal fact from New York City's Department of Consumer and Worker Protection (DCWP). This is not legal advice.
TL;DR
A Local Law 144 bias audit is a yearly, independent check of whether an automated hiring tool's selection or scoring rates differ by sex, race/ethnicity and their intersections. The law puts the duty on employers, not vendors, but a vendor with a current, published audit makes your job much easier. Six vendors in our research say they have one.
- Best for a dated, named-auditor LL144 audit on a live adaptive AI interviewer: NTRVSTA (us)
- Best for enterprise buyers who want a long compliance file: Eightfold or HireVue
- Best for frontline hiring with a linked audit report: Ribbon
- Best for skills assessments with a named auditor: Vervoe
- Best for technical roles: HackerRank (Chakra)
The picks at a glance
What Local Law 144 bias audit rules actually require
Local Law 144 of 2021 regulates automated employment decision tools (AEDTs). DCWP says the law took effect on January 1, 2023, and that enforcement began on July 5, 2023. An AEDT is a computer-based tool that uses machine learning, statistical modeling, data analytics or AI, helps make employment decisions, and substantially assists or replaces discretionary decision-making. DCWP is clear that "employment decision" includes screening, not just the final offer.
If the law applies, three things must be true before you use the tool. First, it must have had a bias audit by an independent auditor within the past year. At minimum the audit calculates selection or scoring rates and impact ratios across sex categories, race/ethnicity categories and intersectional categories. Second, you must publish a summary of the most recent audit and the date you started using the tool, on the employment section of your website or through a link. Third, you must give NYC-resident candidates notice at least 10 business days before use, including the qualifications the tool assesses and how to request an accommodation.
The summary must include the audit date, the source and explanation of the data, the number of people in an unknown category, and the number of applicants, selection or scoring rates and impact ratios for all categories. Audits can't use inferred or imputed demographic data. Our full Local Law 144 guide and our explainer on AI bias audits go deeper.
What actually matters when choosing a tool with a bias audit
A vendor's audit only helps you if you can rely on it. DCWP says a bias audit can use historical data from many employers, but you can rely on it only if you provided your own data to the auditor or it's your first time using the tool. So ask each vendor three questions: when the audit was conducted, who the independent auditor was, and whether you can contribute your data to the next one. A date older than a year means the audit no longer covers you.
Then look past the audit, which measures outcomes. It doesn't tell you whether the questions are job-related or whether you can explain a score to a candidate. Ask for score breakdowns, transcripts or clips, and confirm a person makes every final decision. The table below shows what each vendor publishes.
1. NTRVSTA (us)
NTRVSTA's AI interviewer runs a live interview, as a video avatar or by audio, that adapts questions and difficulty to each answer, for technical and non-technical roles. AI resume scoring ranks every resume against the job description. NTRVSTA has an independent NYC Local Law 144 bias audit by Asenion, finalized on October 20, 2026, and the details are on our compliance page. You still have to post your own summary and send candidate notices.
Where NTRVSTA isn't the right fit: it's newer and smaller than enterprise incumbents, with fewer published enterprise case studies, and it doesn't claim SOC 2 or other certifications. It's a screening layer, not an ATS, and it isn't built for high-volume hourly hiring. Pricing is public from $299/mo.
Best for: NYC employers that want a live, adaptive AI first round with a recent audit they can point to.
Try a sample NTRVSTA interview
2. Eightfold AI Interviewer
Eightfold's product page says its AI Interviewer has been independently bias-audited under NYC Local Law 144, with results published. The interviewer runs adaptive interviews by video, audio or text, covering screening, STAR, coding, soft skills and language assessments. It also lists SOC 2 Type II, ISO/IEC 42001 and FedRAMP Moderate. Separately, Eightfold faces a class action, Kistler v. Eightfold AI, filed in January 2026 over candidate Match Scores rather than the interviewer, with a motion to dismiss pending. Pricing isn't published.
Best for: large enterprises and public-sector buyers that want the interviewer inside a broad, heavily certified suite.
3. HireVue
HireVue says its fairness audits cover NYC Local Law 144, and a HireVue press release says DCI Consulting Group ran external bias audits of its algorithms. HireVue also publishes an AI Explainability Statement, runs adverse-impact checks using the four-fifths rule, and lists SOC 2 Type 2, ISO/IEC 27001 and FedRAMP. Pricing isn't published. Our NTRVSTA vs HireVue page compares the two in detail.
Best for: enterprise teams that want the deepest compliance paperwork in the category.
4. Ribbon
Ribbon says it has an NYC Local Law 144 bias audit, last audited in 2025, and links the report from its site. Because audits are only good for one year, ask Ribbon for the exact date and whether a newer audit is scheduled. Ribbon's AI interviewer runs adaptive voice or video interviews 24/7 for mostly frontline roles. Dayforce announced a definitive agreement to acquire Ribbon on October 23, 2026, and the deal had not closed when we checked. Ribbon offers a 7-day free trial.
Best for: frontline employers in NYC that want self-serve AI screening with a linked audit report.
5. Vervoe
Vervoe says it has a Holistic AI NYC bias audit, verified and repeated annually. Its product is skills-first: an AI Assessment Builder drafts job simulations from a job description, and machine-learning models grade and rank candidates with explainable scores. Pricing isn't published.
Best for: teams that prefer to hire on job simulations and want a named auditor.
6. HackerRank (Chakra)
HackerRank's Chakra page mentions bias audits in line with NYC Local Law 144. Chakra runs adaptive voice follow-ups inside a coding canvas. HackerRank's Starter plan is $199/mo, but Chakra's price isn't published. Ask HackerRank for the audit summary and date before you rely on it.
Best for: engineering teams hiring NYC developers who want an AI interviewer inside an established coding platform.
Vendors that mention bias audits without naming LL144
Several other tools say they've done bias audits but, on the pages we checked, don't say the audit was done under Local Law 144. So we left them off the list. Classet says Warden AI audits its system for bias every month. Sapia.ai links an independent bias audit, a disparate impact analysis by BLDS, LLC, from its homepage. BrightHire says its Screen product has had an independent AI bias audit. HeyMilo and ConverzAI say they have third-party bias audits. Any of these may meet the law's requirements, so ask each one for a summary that matches DCWP's checklist.
Our pick
- You want a live, adaptive AI interviewer with a recent, dated audit and public pricing: NTRVSTA.
- You're a large enterprise that needs broad certifications too: Eightfold or HireVue.
- You hire frontline staff in NYC: Ribbon, after confirming the audit date.
- You'd rather assess skills through simulations: Vervoe.
- You hire engineers: HackerRank (Chakra). Also see our AI interview software guide.
Questions
Does a vendor's Local Law 144 bias audit make my company compliant?
Not by itself. DCWP says employers and employment agencies are responsible for making sure a bias audit was done, not the vendor. You can rely on a vendor-arranged audit that pools several employers' data only if you gave the auditor your own data or it's your first time using the tool. You also still owe candidates notice and must post the audit summary.
How often does an AI hiring tool need a bias audit?
Every year. DCWP's FAQ says you can rely on a bias audit for one year from the date it was conducted, and you can only use the tool if it has had a bias audit within the past year.
Does Local Law 144 apply to remote jobs?
It can. DCWP says the law applies when the job location is an NYC office at least part time, or when the job is fully remote but tied to an NYC office. It also covers employment agencies located in NYC. Notices go to candidates who are NYC residents.
Who is allowed to perform the bias audit?
An independent auditor. DCWP says auditors are not independent if they work for the employer or the vendor, were involved in using, developing or distributing the tool, or have a financial interest in either. DCWP doesn't keep a list of approved auditors.
What if the audit shows a disparate impact?
DCWP says Local Law 144 doesn't require a specific action based on the results. But federal, state and city anti-discrimination laws still apply, so talk to employment counsel about what to do. This is not legal advice.
Want to see the interview our audit covers? Book a 20-minute demo and we'll walk through the audit with you, or try a sample interview on your own.
We checked each vendor's audit claims, features and pricing in October 2026, and DCWP's guidance on the same dates. Audits expire after a year and vendor pages change, so confirm the current audit with each vendor before you rely on it.
Sources
- NYC DCWP: Automated Employment Decision Tools
- NYC DCWP: AEDT frequently asked questions
- NYC Rules: Automated Employment Decision Tools (final rule)
- NTRVSTA NYC Local Law 144 bias audit
- NTRVSTA pricing
- Eightfold AI Interviewer
- Akin Gump on Kistler v. Eightfold AI
- HireVue pricing and security
- HireVue press release on DCI Consulting Group audit
- Ribbon homepage
- Dayforce announcement on Ribbon
- Vervoe homepage
- HackerRank AI Interviewer (Chakra)
- Classet homepage
- Sapia.ai independent bias audit
- BrightHire Screen
- HeyMilo homepage
- ConverzAI homepage
