Compliance: the AEDT audit trail
A1 Jobs generates the paper trail as you work — a per-requisition transparency page and an immutable decision log an auditor can read.
Automated ranking in hiring is regulated — NYC Local Law 144 for AEDTs, and the EU AI Act treats hiring tools as high-risk. A1 Jobs is built so the evidence a reviewer would ask for already exists.
The compliance page
Every requisition's header has a Compliance button opening "AEDT compliance & transparency" for that role. It leads with the headline guarantee: "A person decides — never the algorithm." Every automated output is decision-support only; the system never auto-rejects or auto-advances anyone.
The page then documents, in plain language:
- Audit readiness — a checklist of what's in place, partial, or not applicable (with the honest reason).
- What the ranking tool looks at — factors used side-by-side with factors never used.
- Automated tools in use — each tool, its purpose, and the human oversight attached to it.
The decision log
The Decision log records every automated assessment on the requisition — entries appear the moment a candidate is ranked or an AI scorecard is drafted — with when it ran, which tool, which candidate, the detail, and who triggered it. Records are retained for at least 6 months. Ranking runs from the Re-rank button and from pack claims all land here automatically.
Pipeline stage changes are recorded too, and feed the requisition's funnel and time-to-hire report — so "who moved when" is answerable later.
The data-processing gate
You can't process candidate data before accepting responsibility for it: creating a workspace requires ticking the data-processing agreement — you act as the data controller, you have a lawful basis, and you accept the data-processing terms including automated-decision / AEDT obligations. The acceptance is recorded, versioned, before the workspace exists. See workspaces and roles.
Candidate-controlled visibility
Prep signals (authenticity, cover letter, drills) are visible only where the candidate opted in — otherwise you see "Candidate has not shared their prep signals.", rendered identically whether they prepped privately or not at all. And as the compliance page itself states: A1 Jobs collects no demographic or protected data anywhere in the product. The record exists so an EU AI Act or NYC Local Law 144 reviewer can see exactly what ran, on what basis, and who was accountable.