Bias Audit
Last updated 21 September 2026
Current status: audit not yet completed
An independent bias audit of our automated employment decision tools has not yet been carried out. We are not publishing selection rates or impact ratios here because none have been produced. This page will carry the auditor's summary, including selection rates and impact ratios by category, as soon as that work is complete.
What a bias audit covers
New York City Local Law 144 requires that an automated employment decision tool be audited by an independent auditor within the year before it is used, and that a summary of the results be published. The audit tests whether the tool selects candidates at materially different rates across race and ethnicity categories and across sex categories, using the selection rate and impact ratio methodology the EEOC sets out.
What is being audited
Two features of CareerGraph meet the definition of an automated employment decision tool: the job matching used by AI Auto Apply, and the AI scoring of interviews where a hiring organization uses that feature. What each one assesses is set out in full on our Automated Decision-Making page.
In the meantime
You can ask for a person to review any automated decision, ask that AI not be used on your application at all, or turn AI Auto Apply off from its settings screen. Write to privacy@careergraph.co and a person will answer.