Evy.io

AI hiring laws change fast. Evy keeps up for you.

Using AI in hiring is new, and the rules for it are still being written, city by city and state by state. Evy builds the notices, consents and candidate rights those rules call for into every interview, so your team doesn't have to track each update.

Covered today

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Filled states have AI hiring laws Evy covers. Click one for details.

WHAT EVY COVERS

Built into every step of the interview

  1. Before the interview

    • Candidates get a notice that an AI interviewer runs the interview, how it works and what it scores.
    • Required waiting periods are applied for you. The link opens when the law allows.

  2. During the interview

    • Consent is collected before the AI conversation starts.
    • A biometric release is signed before gaze tracking turns on, where the law asks for one.
    • Candidates can opt out at any point, and can change their mind.

  3. After the interview

    • Your team makes every hiring decision. Evy never rejects a candidate on its own.
    • Deletion requests are handled within 30 days.
    • Evy arranges the yearly independent bias audit and sends you the summary to post.

Hiring by the book

Candidate data is handled carefully from the first email to the last record.

  • Anonymized for AINames and contact details are removed before AI scores anyone.
  • Deleted on requestCandidates can ask us to delete their data. It's done within 30 days.
  • Records when you need themEvery interview's recording, transcript and scores stay on hand for your team.
  • Gaze tracking, not facial recognitionEvy sees where a candidate looked, never who they are.
Request data deletion →Privacy Policy

See it in action

We'll show you the candidate notice, the consent steps and the opt-out flow for the places you hire in.

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This page summarizes laws as of October 2026 and describes how Evy works. It is not legal advice. Talk to your own counsel about how these laws apply to your hiring.