Regulatory Exposure
It’s the little differences.
The cost of a black box.
Four jurisdictions. Four sets of rules that apply to AI in hiring. Four reasons your screening vendor needs to show its work.
Sources: EU AI Act, NYC DCWP, Illinois ILCS, Colorado General Assembly. Penalty figures are illustrative; consult counsel for actual exposure analysis.
Six Questions
Say “proprietary” one more time.
Six questions every buyer should ask before they sign. Most vendors deflect. Here’s what they say. Here’s what we say.
If your vendor can’t answer these, you can’t defend them.
The Must Haves
Six things every transparent screen must do.
If your AI screening tool cannot do all six, you are not buying transparency. You are buying a glow. And you are running out of time before the audit lands.
Full Transcript
Every word said. Both directions. No edited highlight reels. No “summary view” that conveniently leaves the rough edges out.
A summary is a story someone else wrote.
Rubric in the Open
The criteria are visible before the screen, during the screen, and after the screen. Candidates and clients see the same one.
A hidden rubric is a moving goalpost.
Written Rationale
Why this score. In plain English. Not a number with no story behind it. Not a confidence interval. Reasoning.
A number you cannot defend is unusable.
Replayable Audit
Click any decision. Watch how it was made. The rubric, the rationale, the timestamp, the reviewer. Show your work.
If it cannot be replayed, it cannot be defended.
Bias Drift Detection
Every screen contributes to a visible evaluation log. You see when scoring patterns shift, where variance lives, and which roles are being measured consistently.
Drift you cannot see is drift you cannot stop.
Humans Decide
The model produces evidence. The team reads it. The person in the chair makes the call. SageScreen never short-circuits the human.
An algorithm cannot answer questions. Your VP can.
Six must haves. One platform that meets them all.
Three real moments. Three clean wins.
A TA leader’s week on SageScreen. Same team. Same roles. The audit closed. The dispute resolved. The bias review came back clean. This is what transparent screening actually looks like in practice.
Audit Closed
The audit closed.
Legal asks for the screening record on a closed role. You forward the file. Transcript, rubric, rationale, reviewer.
down from 3 days
Dispute Resolved
A candidate pushes back.
They flag the screen as unfair. Your team pulls the transcript and the rubric, walks through how the score was reached, and either reaffirms it or documents an override. The whole conversation lives in the record.
on the record
Bias Clean
Bias review. Nothing to fix.
Quarterly bias check. You pull SageScreen’s data on every screen from the past quarter. Scoring held up across groups. No fire drill. No outside audit. You walk in with the receipts, not a problem to solve.
to report