NiceHire
Insights, best practices, and the latest trends in AI-powered recruitment
Deepfake candidates, AI-coached answers, and a North Korean IT-worker scheme that's already hit 5,000+ companies. Here's what's documented, what's hype, and why bolt-on detectors miss most of the problem.
Read MoreMobley v. Workday has spent three years and six rulings deciding whether an AI hiring vendor — not just the employer using its tool — can be sued directly for discrimination. Here's what's actually settled, what's still moving, and what it means for anyone building or buying algorithmic screening tools.
In 2026, US AI-hiring law splintered four ways at once: Illinois enforces on schedule, Colorado's law was enjoined then rewritten and delayed to 2027, NYC's own auditor called its bias-audit law's enforcement "ineffective," and a federal executive order is trying to preempt all of it. Here is what actually holds constant.
On 31 July 2026, eleven countries issued their first joint advisory on North Korean operatives using real-time deepfakes and stolen identities to get hired into remote jobs — a scheme that has now expanded from IT into healthcare, sales, and finance. Here is how the fraud works, and what hiring teams should check instead of trusting the interview.
SB 642 takes effect January 1, 2026 and narrows what a job posting's salary range has to mean, extends liability to six years, and turns pay data into a legal record. Most hiring stacks still store it as free text.
Since 1 July 2026, Hong Kong's Mandatory Reference Checking regime crosses the wall between banks and insurers for the first time, reaching roughly 110,000 employees. Heres what Phase 3A actually requires, what the early data shows, and what a month-long reference-check turnaround does to hiring timelines for regulated roles.
Colorado replaced its 2024 AI Act with SB 26-189, a narrower notice-disclosure-correction-review framework covering hiring decisions. Draft rules are open for public comment until 4 September 2026, with a hearing 26 October, ahead of the 1 January 2027 effective date.
California tightened its rule, Virginia and Maine stood up new mandates, and Massachusetts and New Jersey started active enforcement — all in 2026. Here's what changed and what multi-state hiring teams need to check now.
Two US cases test whether an AI hiring vendor — not just the employer that bought its software — can be sued directly. Mobley v. Workday established a screening vendor can be liable as an employer's “agent”; Kistler v. Eightfold AI argues a scoring platform is an unregistered credit-reporting agency under the FCRA. Neither is decided, but both target the hidden score. We cover where the cases stand, and where NiceHire's own scoring and rejection defaults sit against the same questions.
Colorado just stripped its flagship AI employment law down to a disclosure-only regime and delayed it to 2027. California, Illinois, and New York City obligations kept advancing on schedule anyway. Here is what is actually enforceable for AI hiring tools right now, and why disclosure and recordkeeping are the two requirements every rewrite keeps landing on.
In 2026, candidates use AI to write resumes and employers use AI to screen them. We think the winning move isn't a smarter generator or a smarter detector — it's a deterministic check on both sides that drops what can't be verified instead of trusting either AI to grade its own work.
Virginia's and Maine's salary-range laws took effect in the last two months; Delaware's arrives in 2027. Massachusetts and New Jersey show what real enforcement looks like once the grace period ends. A look at the growing state patchwork, the strictest-law trap remote hiring creates, and a practical checklist for any team posting jobs across state lines.
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