Most hiring tools use AI, even if they don’t say so. This article breaks down how hidden AI shows up in recruiting software, why employers and vendors are now both legally liable, and what HR, legal, and tech teams must do to stay compliant.

AI is increasingly used in workplace investigations, from monitoring employee behavior to vetting candidates, but navigating the legal landscape is complex. This article breaks down the key risks around privacy, discrimination, and evolving state laws like Colorado’s AI Act, while highlighting why AI should never be the sole decision-maker. Learn how employers can use AI responsibly and legally in HR practices.

AI isn't just a buzzword—it's a practical advantage. Discover how businesses are using AI to automate work, deliver personalized experiences, and unlock smarter growth, starting with one powerful shift in HR.

Before deploying your HR tech algorithms, it's critical to ensure fairness, transparency, and regulatory compliance. Here's how to approach it thoughtfully and avoid costly mistakes.

As AI tools enter more stages of the employee lifecycle, from hiring and onboarding to performance management and terminations, HR and legal professionals are being asked to evaluate tools they didn’t choose, interpret decisions they didn’t make, and protect employees from outcomes they didn’t foresee.

Discover why AI privacy compliance in HR is critical in 2025. Learn how tools like resume screeners and performance trackers create protected data under California’s CPRA—and what your team must do to stay compliant.