Practitioner tools
AI in HR: what the standards actually require
Employment and worker management is one of the few uses regulators name directly. These are short diagnostics built on the EU AI Act and ISO/IEC 42001 — the standard our founder helped draft. Free to use, nothing to sign up for, and nothing you enter is stored or transmitted.
Knowing Your High-Risk Systems
Assess one HR AI system against the EU AI Act, NYC Local Law 144, Colorado and Illinois. Get an indicative classification, a governance gap score, and the ISO/IEC 42001 controls to put in place first.
The Consequence Test
Six real HR scenarios. Decide which ones carry consequence for an identified person — because that, not how sophisticated the technology is, determines the risk tier.
What Can Generative AI Touch?
Sort everyday HR tasks into safe, needs controls first, and do not use a general model. The same tool changes category depending on what you point it at.
Five Questions for Your Vendor
Answer five questions about an HR AI vendor and get a readiness verdict, plus the specific questions to send them before you renew.
What Is This Metric Inferring?
Pick a people-analytics metric and see what it actually derives, which protected characteristics it may proxy, and what the standard requires you to document.
Your 90-Day Governance Plan
Six questions about where your organization stands, mapped to ISO/IEC 42001 Annex A, producing a prioritized plan for the next ninety days.
These tools give indicative guidance based on your answers. They are not legal determinations, conformity assessments, or a substitute for advice from qualified counsel in the relevant jurisdiction. Regulatory requirements, effective dates, and enforcement practice change; verify current obligations before acting.