NiceHire
Insights, best practices, and the latest trends in AI-powered recruitment
Mobley v. Workday and Kistler v. Eightfold AI test two separate legal theories against AI hiring platforms in 2026 — one over what happens after a candidate is scored, the other over where the score's inputs came from. Here's what both mean for anyone evaluating an AI hiring vendor.
Read MoreA Duke/UNC/Berkeley study of 200,000 real resumes found hidden prompt injections aimed at AI screeners in about 1% of them, and rising. Paired with hireEZ's own detection data and a Robert Half survey on AI-flooded pipelines, here's what it means for hiring teams, including us.
Only 4 of 27 EU states met the 7 June 2026 transposition deadline for the Pay Transparency Directive. Here's what already applies to hiring — including for non-EU employers with EU-based hires — and why the patchwork rollout is riskier to ignore than a single hard date.
Illinois, California, New York City, Texas and Colorado are running five different tests for AI in hiring — one frozen by a federal court, one just publicly called out for under-enforcement. A map of what's actually binding in August 2026.
Pay transparency's second wave isn't about job ads. Rhode Island, Oregon and California now require written notices to the individual hire, and New York is closing the placeholder-range loophole. What changed, and what it costs to miss.
67% of HR leaders say AI-generated applications are slowing hiring; 48% of candidates now apply broadly and fast. Two 2026 surveys describe the same feedback loop from opposite ends — and the fix is not a smarter filter.
Colorado's AI Act was delayed twice, sued into a stay, and repealed before a single enforcement action. What SB 26-189 actually asks of employers using AI in hiring, what's still unsettled, and why the rewrite isn't a retreat.
The AI-hiring lawsuits moving through US courts in 2026 aren't brought under AI-specific laws. They're brought under statutes from 1967 and 1970 and a state lie-detector law — and they share a fact pattern worth checking your own stack against.
70% of employers say they practice skills-based hiring; a Harvard Business School / Burning Glass Institute audit of 11,000 postings found fewer than 1 in 700 hires show it. The gap lives in the funnel's first filter — and it is testable.
Ford rehired 350 engineers. IBM automated 94% of HR requests and is tripling entry-level hiring anyway. What the 2026 AI correction actually teaches recruiting teams about where the human belongs in a workflow.
Visa tied 2,600 job cuts to AI. OpenAI is building its own jobs platform. Together they mark the shift from AI-as-assistant to AI-as-agent in hiring — and the harder questions buyers should ask before handing a pipeline to one.
Six days before the EU AI Act's high-risk regime was due to hit recruitment AI, the deadline moved to 2 December 2027. But Article 50 transparency did take effect on 2 August 2026, and the workplace emotion-inference ban has been live since 2025. What moved, what didn't, and what hiring teams should do with a sixteen-month reprieve.
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