Scoring a video interview with AI for a NYC candidate without a bias audit is a fine, not a shortcut. Where the line is in NYC, Illinois and Ohio.

Not legal advice. Sourced from the statutes.

NYC Local Law 144. In enforcement since July 2023. If a tool produces a score, ranking, classification or recommendation that "substantially assists or replaces" a hiring decision, you need an independent third-party bias audit before use, the results published on your website for six months, and written notice to the candidate 10 business days before the tool is used. The law follows the candidate's location, not yours. A Dallas company screening a Brooklyn applicant is in scope. The Comptroller's December 2025 audit found enforcement is still thin, which is not the same as the law not applying.

Illinois has two. The AI Video Interview Act (2020): if AI analyses a recorded interview, you need prior consent, an explanation of what it evaluates, and deletion within 30 days of a request. HB 3773, effective 1 January 2026: AI in any employment decision with a discriminatory effect is a Human Rights Act violation, intent irrelevant, and zip codes cannot be used as a proxy.

Ohio HB 828. Introduced April 2026, in committee. No obligation yet. It copies the NYC structure

The line, in every enacted version: a human watches the recording and makes the call, no trigger. An algorithm scores the recording and the human acts on the score, trigger.

A recruiter watching 40 recorded answers is outside all three laws. The same 40 answers run through a "fit score" is inside all three, and the vendor's audit paperwork becomes your problem.

Checklist and the vendor due-diligence questions: https://hirevire.com/articles/compliant-ai-hiring