Fairlead - AI Resume Screening Where a Recruiter Makes Every Decision

Dashboard, review queue, candidate review, second review and candidate requests. Every one of the 27 demo screenings, including the 3 in the alternative process, opens its own review.

Each criterion has its own status - found, partial, not found or unclear - with the quoted resume text behind it. The queue is always oldest application first, and only a person can reject.

A 10% random sample of rejects, a reject where the AI found every must-have, an "Other" reason, 2 or more overrides, or a parse quality warning. Nothing reaches the ATS until the second review is done.

3 graduate tracks with 13 criteria, 9 blind resumes, 9 second reviews, 13 candidate requests across all 6 request types and 10 staff users.

Local Law 144 Applies Anyway

Because recruiters decide, Fairlead may fall outside New York City's definition of an automated employment decision tool, but counsel chose to treat it as in scope. That means an independent bias audit no more than a year old, a public summary and notice to candidates at least 10 business days before AI screening, with a way to ask for an alternative process or an accommodation.

Criteria That Stay Job-Related

Under Title VII every criterion must relate to the job. Each one is tied to a written job analysis section confirmed by a hiring manager, and school prestige, graduation year, employment gaps, address and affinity organisations can never become criteria.

Blind Review on Messy Resumes

Names, schools, photos, contact details and years must be hidden while degree level and subject stay visible. Two-column layouts and scanned pages confuse the parser, and a resume may volunteer criminal history or past pay, which New York rules keep out of screening.

Every Decision Has to Be Explained

Candidates can ask why they were turned down, ask to correct their data or appeal, and Colorado's new law adds notice, explanation and correction duties for Colorado residents applying to the remote data track. The answer must come from the recruiter's statuses, not the AI's, and arrive before its deadline.