TalentSight

Rules churn; liability doesn’t.

Federal enforcers were redirected, but no statute moved: Title VII, the ADEA, the ADA, and every state human-rights act remain fully available to private plaintiffs — and the plaintiffs’ bar is using them. In the leading AI-hiring case the court let claims proceed against the screening vendor as an agent of the employers, then routed discovery through the employers’ own files. The record your organization keeps — notice, inventory, vendor answers, human review — is what decides the charge when it arrives.

Most HR teams have not read the laws that reach them. The work of this practice is to close that gap — and to keep it closed as the rules move.

It is a research library by design. Maintained intelligence is the feature: every document dated, sourced, and revised when the landscape moves. Questions asked in public HR forums, LinkedIn groups, and vendor webinars create records — and the leading AI-hiring case just routed discovery through employers’ own files. Consumption of this library is private; subscriber organizations are never disclosed; the Question Desk publishes answers, never askers.

It is not a training program. There is nothing to complete and no badge — a shelf, not a syllabus, consulted in whatever order the quarter demands.

It is not legal advice. Techné AI provides advisory services and does not provide legal advice or assurance services; results should be reviewed with licensed counsel.

It is not a guarantee of compliance. The library describes what statutes require and what courts have held; it makes no claim that a specific organization is compliant, in any jurisdiction.