Voice-AI Hiring Audit for In-House Recruiters
Run the 4-question audit and write the 1-page policy before you turn on Ezra, HireVue, or Paradox Olivia. CT SB 5 + EU AI Act + Mobley v. Workday.
On Monday May 5, 2026, Greenhouse — the hiring platform sitting under most mid-market US recruiting teams — announced it was acquiring Ezra AI Labs, a voice-AI interviewer. Two days later, Greenhouse announced Greenhouse MCP, a governance layer for AI workflows in hiring. The acquisition closes this quarter; MCP ships in June.
Voice-AI phone screens are about to become the default first round at thousands of mid-market employers. If your team is going to flip one on, there is exactly one piece of work that has to happen before the first AI call goes out: a 30-45 minute audit, plus a 1-page policy.
This course is that work. Eight lessons, an hour total, intermediate difficulty (we assume you’ve used an ATS and ChatGPT). By the end you’ll have:
- A filled audit worksheet on a real vendor
- A signed 1-page policy you can attach to your ATS req
- A 90-day post-deployment check pattern that tells you whether the AI is actually helping you hire better
And you’ll know — chapter and verse — what the CT AI Responsibility and Transparency Act (SB 5) says about you, what the EU AI Act Article 6 + Annex III 4(a) classification means after August 2 2026, what the NYC Local Law 144 Comptroller audit found (it’s worse than DCWP says), and why Mobley v. Workday matters even if you don’t use Workday.
What You'll Learn
- Run the 4-question 30-minute audit on any voice-AI screener (Greenhouse-Ezra, HireVue, Paradox Olivia, BrightHire) in your actual ATS
- Build the role-specific structured rubric the way Ezra/HireVue interviews the recruiter to build it — but for any vendor
- Spot the 3 candidate-fairness red flags before they show up in a regulator audit (CT SB 5, NYC LL 144, EU AI Act)
- Write the 1-page voice-AI screening policy for your company using the 8-item template
- Track the 90-day '4-metric is this working?' post-deployment check (drop-off, time-to-screen, manager handoff, post-90-day performance correlation)
After This Course, You Can
What You'll Build
Course Syllabus
Who Is This For?
- In-house recruiters, HR coordinators, talent-ops leads at SMBs (5-500 hires/year)
- Hiring managers who own reqs but don't run recruiting full-time
- Agency and contingent recruiters whose clients use Greenhouse, Lever, Workday, or Ashby
- DPOs, employment counsel, and CISOs who own the AI-in-HR sign-off
Frequently Asked Questions
I haven't picked a vendor yet — is this course still relevant?
Yes — the audit framework is vendor-agnostic. The course covers Greenhouse-Ezra, HireVue, Paradox Olivia, and BrightHire as named examples but the 4-question audit applies to whichever you pick (or any future entrant).
Does the course cover EU AI Act compliance?
Yes. Lesson 2 covers EU AI Act Article 6 + Annex III high-risk classification, the August 2 2026 deadline, the May 2026 Digital Omnibus provisional delay, and Article 26 deployer obligations. Course is updated through May 9 2026 source data.
What about NYC Local Law 144?
Lesson 2 also covers LL 144, the December 2025 NY State Comptroller audit (Audit 2024-N-6) that found 17 violations in 32 companies DCWP cleared, and the Cornell FAccT 2024 'null compliance' study. The course teaches the actual operative compliance bar, not DCWP's permissive enforcement.
Will I get a certificate?
Yes — complete all 8 lessons, submit the filled audit worksheet + 1-page policy, and pass the quizzes for a verifiable credential.
