T&T Compliance Shield
AI Hiring Review
For the initial launch window, qualified employers, attorneys, and HR advisors can request a free guided pilot. AegisReview turns hiring-tool context into one organized file: tool inventory, evidence gaps, notice-readiness notes, and next steps for HR or legal counsel.
For the first launch group, AegisReview can open a guided review path for one scoped employer file after fit, scope, and data boundaries are confirmed. The goal is simple: identify the hiring-tool facts, organize the evidence questions, and show whether a paid Snapshot or counsel review is worth the next step.
Public hiring signals create a short first-pass brief. No workspace or document intake.
Qualified launch users can request a scoped path so fit and data boundaries are clear.
Customer records sit behind named workspace access and approved membership.
Restricted documents require signed scope, DPA terms, private storage, and 30-day retention.
Public Act 103-0804, commonly tracked as HB 3773, amends the Illinois Human Rights Act effective January 1, 2026. Employers using artificial intelligence or automated decision systems in hiring or employment need transparency notices and must avoid AI use that causes discrimination against protected classes.
Employers using AI in covered hiring or employment decisions need a clear notice process for affected applicants or employees.
AI tools cannot be used in a way that subjects employees or applicants to unlawful discrimination, including proxy concerns such as ZIP-code use.
IDHR temporarily postponed proposed notice rules on June 2, 2026, but the statutory effective date remains January 1, 2026.
The practical risk is showing up unprepared: unknown tools, missing vendor evidence, unclear notices, and no clean file for HR or counsel review.
AegisReview organizes the facts employers and legal counsel need first: tool inventory, vendor evidence gaps, notice-readiness notes, assumptions, and open questions. The result is a cleaner file for HR, leadership, and attorney review.
Capture the ATS, sourcing, assessment, video interview, HRIS, chatbot, and general AI tools involved in hiring.
Track what vendor documentation exists, what is missing, and who is assigned to the request.
Separate confirmed facts from open exposure, unknown settings, and notice-review gaps.
Package a clean handoff for HR or legal counsel before final notices or policy commitments are used.
Instead of sending counsel screenshots, vendor emails, ATS notes, and uncertain tool lists, AegisReview packages the first-pass facts into a file that can be reviewed, corrected, assigned, and approved.
The public check, Snapshot, sample file, report, notice template, and portal all support the same record instead of sending buyers through disconnected tools.
Start with your company website and prepare a short public brief before detailed intake.
Run free check Paid first stepSnapshotCreate the saved readiness record that anchors the HB 3773 review package.
Request guided review Demo outputSampleReview a sample-company file with tool inventory, evidence gaps, notice status, and internal workflow tracker.
View sample DocumentTemplateCreate structured applicant and employee disclosure templates from known tool, purpose, and workflow details.
Generate notice ProofReportPackage findings into a leadership-ready summary with risk areas, action assignees, and review notes.
Build report Guided accessPilotWorkspace access is assigned after fit, scope, and data boundaries are confirmed.
Request access Self-guidedDemoSee how scan, snapshot, portal, report, notice template, and review boundaries connect.
Watch walkthroughThe review package combines intake, tool inventory, HB 3773 exposure review, action reporting, template scaffolding, approval gates, and record history so employers can make decisions from one place.
The problem is rarely one missing notice. It is the scattered work before anyone can make a responsible decision: tool names, vendor proof, assumptions, gaps, and who needs to approve what.
AegisReview was built to make AI hiring compliance easier to review, not easier to hand-wave. The first job is practical: find the hiring tools, organize the evidence, separate known facts from open questions, and prepare the file for HR, compliance, or counsel. The product stays focused on documentation, review control, and clear handoff instead of pretending software can replace legal judgment.
Until customer quotes are available, the public proof stack stays factual: a sample compliance file, guided walkthrough, Trust & Data page, terms and privacy pages, and the attorney review packet. Buyers can inspect the workflow before relying on anyone else's endorsement.
Every page points back to the same file: exposure, inventory, evidence, notice readiness, review status, and next action. Features that do not improve that record stay out of the first customer flow.