Original research on the candidate trust gap, mathematical models for adverse impact detection, and regulatory blueprints for modern talent operations.
An empirical analysis of why 74% of job seekers believe algorithmic screening is unfair, and how replacing keyword matching with verbatim transcript citations restores candidate trust and offer acceptance rates.
When an interview panel fails to probe a core competency, standard models guess. Here is why automated interpolation creates massive legal exposure, and how low-evidence gates prevented 214 flawed offers last quarter.
A tactical compliance guide for enterprise heads of talent. How to calibrate continuous disparate impact monitors under EEOC §1607 and build cryptographic decision ledgers that satisfy federal inquiries.
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