Coding agent documentation index Fetch the complete documentation index at: https://docs.worklittle.com/docs-agent-manifest.json Use this file to discover all available pages before exploring further.

AI tools and hiring compliance

What Worklittle Business does and does not decide when you use AI in recruiting, and what your organization remains responsible for.

Worklittle Business uses AI to draft, organize, and summarize hiring work. It does not decide who to hire. Your organization remains the employer and controller of candidate decisions.

What Worklittle does

- Drafts job posts, emails, notes, and summaries you ask for in chat. - Helps organize candidates, stages, surveys, and documents you already control. - Surfaces information you or your teammates put into Worklittle Business.

Worklittle does not automatically screen, score, rank, or reject people without a human on your team making the decision. See Business chat assistant and the Terms of Service §7.

What you are responsible for

As the employer (and data controller for organization data), you are responsible for:

- A lawful basis to process candidate and employee information, and any notices your local law requires. - Equal opportunity, anti-discrimination, recordkeeping, and background-screening rules that apply to you. - Meaningful human review of hiring, promotion, discipline, and similar decisions when AI helped prepare materials. - Not using Worklittle to screen on legally protected characteristics, or on a proxy for them (for example ZIP code as a stand-in for a protected class). - Notices to candidates or employees when your jurisdiction requires disclosure that AI or an automated decision tool was used.

Laws teams commonly ask about (2025–2027)

This is not legal advice. Rules change by city and state.

| Law / rule | Who it usually binds | What it generally expects |
| --- | --- | --- |
| **Illinois HB 3773** (in force 2026) | Employers using AI in employment decisions | Effect-based discrimination prohibitions; notice when AI is used in covered employment decisions |
| **California FEHA ADS regulations** (2025) | Employers using automated decision systems | Broad coverage of tools that screen, score, rank, or recommend - even when a human has final say; anti-bias expectations |
| **NYC Local Law 144** | Employers using automated employment decision tools in NYC | Bias audits and candidate notices for covered AEDTs |
| **Colorado ADMT rules** (from 2027) | Developers and deployers of automated decision-making technology | Documentation, point-of-interaction notice, and post-adverse-outcome disclosures for covered employment decisions |
| **EU AI Act Article 50** | Providers and deployers interacting with people in the EU | Transparency when people interact with AI; high-risk employment system duties are on a later timeline after the Digital Omnibus |

If you operate in more than one of these places, follow the strictest rule that applies to that candidate or role.

Checklist

1. Open Organization and confirm only the right people have hiring access. 2. Keep pipeline decisions on Candidates with a human moving stages. Do not treat chat suggestions as a final reject or hire. 3. Tell candidates, on your careers site or in outreach, when AI helped evaluate or communicate, if your jurisdiction requires it. 4. Record who decided and why on sensitive steps (offer, reject, promotion). 5. Review Roles and permissions so AI chat cannot surface data to teammates who should not see it. 6. Read Compliance and security for how access and infrastructure are handled.

Data protection roles

For organization data you put into Worklittle Business, you are the controller (or "business") and Worklittle is the processor (or "service provider"), processing on your instructions. If you need a data processing agreement, email [privacy@worklittle.com](mailto:privacy@worklittle.com). Candidate applications received through Worklittle are your hiring records once they are in your organization.

- Candidates overview - Application fields and screening - Terms of Service - Privacy policy - Product questions: [support@worklittle.com](mailto:support@worklittle.com)