AEDT Candidate Notice — Customer Adaptable Template (NYC Local Law 144)

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How to use this template

1. Copy the template body below into the Customer’s outreach or applicant-portal flow.
2. Replace the variables ({{customer_name}}, {{notice_date}}, {{job_title}}, etc.) with Customer-specific values.
3. Deliver the notice at least 10 business days before the AEDT is used to assess the Candidate. The notice may be delivered by email, by posting on the Customer’s careers page, or in the job posting itself, per 6 RCNY §5-303(a)(1)–(3).
4. Retain a copy of the delivered notice for the period required by NYC LL 144 and by the Customer’s records-retention policy.

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Template body

{{customer_letterhead}} Date: {{notice_date}} To: {{candidate_name}} Re: Notice of Automated Employment Decision Tool Per New York City Administrative Code §20-871(b)(1) and 6 RCNY §5-303, this notice is provided at least 10 business days before {{customer_name}}‘s use of an automated employment decision tool (“AEDT”) to assess your candidacy for the position of {{job_title}}. 1. The AEDT. {{customer_name}} uses Arbi, a recruiting platform operated by NEUROSCALE LLC, that includes AI-assisted features for the following purpose(s) (check all that apply):

• Candidate sourcing and discovery
• Resume parsing and structuring
• Screening against role qualifications
• Ranking and prioritization of applicants
• Scoring or qualification labeling
• Shortlisting recommendations

2. Job qualifications and characteristics assessed. The AEDT considers the following qualifications and characteristics in producing its outputs for the {{job_title}} role:

• {{job_qualifications}}

3. Source data. The AEDT analyzes the resume, application materials, and (where you have authorized) public professional-profile information that you provide to {{customer_name}} or that is otherwise available through Arbi’s Sourcing Database. 4. Bias-audit summary. Arbi’s most recent independent-auditor bias-audit summary, prepared in accordance with NYC LL 144 §20-871(b)(2) and 6 RCNY §5-301, is published at https://www.neuroscale.ai/ai-training-data-transparency. The audit was conducted on {{audit_date}} by {{independent_auditor_name}}. The summary distribution date, the data on which it was based, and the impact ratios by race/ethnicity, sex, and intersectional categories are available there. 5. Alternative selection process / accommodation. You may request that {{customer_name}} use an alternative selection process or reasonable accommodation in place of the AEDT. To submit such a request, contact {{customer_contact_name}} at {{customer_contact_email}} or {{customer_contact_phone}}. 6. Information about the AEDT and the data used. You have the right to request additional information about the AEDT used in your assessment, the categories of data the AEDT considered, and the source(s) of that data. Submit requests to {{customer_hr_contact}}. 7. Data retention and privacy. {{customer_name}}‘s privacy notice is available at {{customer_privacy_notice_url}}. Neuroscale’s processing of your data as a service provider to {{customer_name}} is described in Neuroscale’s Privacy Notice. For EU, UK, and Swiss Candidates, Neuroscale’s Art. 14 Indirect Collection Notice applies. Company (Customer) Signature: _______________________________ Printed Name: {{customer_signer_name}} Title: {{customer_signer_title}} Date: ___________________________________

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Customer responsibilities under NYC LL 144

1. Confirm a bias audit has been completed in the past year by an independent auditor satisfying 6 RCNY §5-301. The audit is performed at the developer (Neuroscale) level; Customer should confirm the most recent audit date with Neuroscale before each NYC deployment.
2. Make a public bias-audit summary available on the Customer’s website (link or embedded). The Neuroscale-published summary at /public/ai-training-data-transparency is suitable for direct linking.
3. Deliver this notice at least 10 business days before AEDT use, by one of the methods permitted by 6 RCNY §5-303 (email; careers page; job posting).
4. Honor alternative-selection-process and accommodation requests at the Customer’s contact email/phone provided in Section 5.
5. Retain copies of the notice as delivered for the period required by NYC LL 144 and Customer’s records-retention policy.

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Neuroscale (developer) responsibilities

1. Engages an independent auditor under 6 RCNY §5-301 to conduct the annual bias audit (see the current status published in Neuroscale’s Trust Center for current engagement status).
2. Publishes the bias-audit summary at /public/ai-training-data-transparency.
3. Performs the developer-side disparate-impact testing methodology described in the Bias-Audit Procedure.
4. Provides Customer with the technical documentation reasonably necessary to deliver this notice.

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Variables

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Cross-references

• Employment-AI Bias-Audit Procedure — developer-side methodology and triggers.
• AI Training-Data Transparency Notice — public bias-audit summary destination.
• Terms of Service §8.3 — Customer / Neuroscale obligation allocation.
• Privacy Notice §9 — Candidate-facing AEDT framing.
• Art. 14 Indirect Collection Notice — for EU / UK / Swiss Candidates.

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