NYC LL 144 vendors for Employment & HR
Vendors that support NYC Local Law 144 (Automated Employment Decision Tools) and explicitly serve employment & hr customers. Each vendor’s last-checked date is shown in the table.
| Vendor | HQ | Founded | Size | Pricing | Last checked |
|---|---|---|---|---|---|
| Fairly AI | Kitchener, Canada | 2020 | 11-50 | On-premises or private-cloud deployments; quote-based. | Sep 21, 2026 |
| BABL AI | Iowa City, United States | 2018 | 11-50 | Contact for pricing | Sep 21, 2026 |
| Luminos.Law (ZwillGen AI Division) | Washington, DC, United States | 2019 | 51-200 | Contact for pricing | Oct 1, 2026 |
| ORCAA | New York City, United States | 2016 | 1-10 | Contact for pricing | Sep 21, 2026 |
| Holistic AI | London, United Kingdom | 2020 | 51-200 | Enterprise platform; contact sales for quote. | Sep 21, 2026 |
| FairNow | McLean, United States | 2023 | 11-50 | Contact sales for quote; no public pricing listed | Oct 15, 2026 |
| Meilynx | United States | — | — | Contact for pricing | Sep 21, 2026 |
About NYC LL 144
New York City Local Law 144 of 2021 prohibits employers and employment agencies from using an automated employment decision tool (AEDT) to screen a candidate or employee for a position located in NYC unless the tool has been the subject of a bias audit conducted no more than one year before its use. The law has been in force since July 5, 2023 and is enforced by the NYC Department of Consumer and Worker Protection. Penalties start at $500 for a first violation and $500–$1,500 per subsequent violation, with each day a non-compliant tool is used counted as a separate violation. The required audit must measure selection rates and impact ratios across sex, race/ethnicity, and intersectional categories, with results published on the employer's public-facing website.
Read framework guide →About Employment & HR
Employers using AI in recruiting, hiring, and performance management. Subject to NYC LL 144, Illinois AIVIA, EEOC guidance, and Colorado AI Act.
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