T&T Compliance ShieldAI Hiring Review
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Category guide

What belongs in an AI hiring compliance file?

A real file is not a template, a scan result, or a loose spreadsheet. It is the working record that shows what is known, what is missing, who owns the next step, and what needs HR/legal/counsel review.

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Core components

The strongest file separates facts from assumptions.

Executive readOne-page summary of exposure, priority gaps, and the next review path.
Tool inventoryKnown tools, categories, workflow touchpoints, assigned reviewers, and source status.
Evidence tableConfirmed, public signal, client-reported, unknown, counsel-review, and missing.
Vendor request listQuestions and document requests for vendors before HR or counsel relies on a tool claim.
Notice-readiness matrixFacts needed before applicant or employee notice language is approved.
Review trailAssignments, status, dates, open questions, and approvals kept in one place.

AegisReview materials are not legal advice. The system organizes the operational file, but does not certify compliance or replace employer/counsel judgment.

Not just a scan

The scan is the lead-in. The file is the product.

A public exposure check can point to signals. The compliance file turns signals, known internal tools, vendor evidence, and open assumptions into a record HR and counsel can actually review.

Not just a notice

Notice language comes after facts.

Before notice scaffolding is useful, the employer needs the tool name, vendor, AI role, affected workflow, data categories, source notes, assigned reviewer, and review status.

Next step

Use the Snapshot to build the first version.

The first file does not need to be perfect. It needs to be organized, date-stamped, and honest about what is confirmed versus unknown.

Run free checkPrepare for counsel