A practice of Techné AI
TalentSight
Independent AI compliance advisory for HR, talent, and people leaders.
TalentSight is the practice at Techné AI for the leaders who own AI in hiring, performance, and workforce decisions. Illinois HB 3773 made employment AI a strict-liability issue effective January 1, 2026 — intent is not a defense, and the prohibition on the use of zip codes as proxies for protected classes closes a common workaround. EPLI underwriters are starting to ask about AI in hiring at renewal. The Illinois Department of Human Rights can accept complaints today. TalentSight gives CHROs the documented compliance posture they need in front of regulators, plaintiffs, vendors, and insurers.
The thesis
The employment AI conversation has shifted from "should we use it" to "what does the file show."
For CHROs and people leaders running organizations that deploy AI in hiring, screening, performance management, or discipline, the questions are concrete:
- What is the inventory of AI tools touching employment decisions, and which vendors built them?
- What does each vendor's model actually do with zip code, name, and other proxy variables?
- What notices have been deployed, and to whom?
- What documentation exists to respond to an IDHR charge or a plaintiff's discovery request?
- What is the answer when an EPLI underwriter asks about AI at renewal?
Most organizations have partial answers. TalentSight produces the complete record — vendor inventory, strict-liability risk assessment, notice templates aligned to IDHR rulemaking, vendor due diligence framework, and a compliance posture memo that a CHRO can hand to the GC, the board, or the EPLI broker.
Who this is for
- Chief Human Resources Officers
- VPs of HR, Heads of People, Heads of People Operations
- Heads of Talent Acquisition
- HR compliance leads and employment counsel
- EPLI brokers supporting employer clients
- PE operating partners with portfolio-wide HR exposure
Profile of the engagement-driving CHRO: a CHRO whose team uses one or more AI-powered tools in hiring or performance — Workday, Eightfold, HireVue, Phenom, Paradox, Visier, or others — and who needs to know, with documentation, whether those tools comply with the new Illinois rules and what the answers are when the EPLI broker, the GC, or the board asks.
What's at stake
Five pressure points on the file.
Strict liability
HB 3773 amended the Illinois Human Rights Act to create strict liability for AI-driven employment discrimination. Intent is not a defense. The employer is liable for the conduct of the AI system the employer chose to deploy.
The zip code proxy ban
The statute prohibits the use of zip codes (and other variables) as proxies for protected characteristics. Many widely deployed HR tech tools historically used such variables. Vendor due diligence is now an HR function, not only an IT function.
IDHR enforcement
The Illinois Department of Human Rights can take complaints today. Implementing rules are finalizing. Notice requirements, audit obligations, and vendor accountability provisions are operative.
EPLI renewals
Employment practices liability carriers are beginning to ask AI governance questions on renewal applications. Employers with documented compliance posture obtain materially better outcomes in those conversations.
Private right of action
Aggrieved individuals can file charges with IDHR and pursue private actions under the IHRA. The record an employer produces in response is built before the charge is filed, not after.
How we work
Four engagements, reframed for HR.
Lead engagement for this practice
HB 3773 HR Workshop
A productized half-day session for HR teams. Produces an AI inventory, a vendor diligence packet, notice templates, a 90-day plan, and a board-ready workshop memo. The fastest paid path to a documented HB 3773 posture for teams that need to act this quarter but are not yet ready for the full Review.
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HB 3773 Employment AI Compliance Review
A documented record of employment AI use against the amended Illinois Human Rights Act — vendor inventory, strict-liability risk assessment, notice templates aligned to IDHR rulemaking, and a compliance posture memo suitable for the GC, the board, the EPLI broker, and the employment file.
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AI Compliance Diagnostic
A two-week productized assessment focused on the AI footprint in HR — what's deployed, what's required under HB 3773, and the three-action sequence the team can implement within the quarter. The entry point for CHROs who want a scoped first engagement.
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Multi-Jurisdictional Compliance Review
For employers operating across Illinois, California (ADMT), New York City (Local Law 144), and Colorado, a unified employment AI compliance framework — one control catalog, not four.
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Standing AI Compliance Advisor
A named advisor available to the CHRO and the HR compliance function — regulatory horizon scanning, vendor review support, incident response, and preparation for the EPLI renewal conversation.
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The published record
Authority assets, filtered for the HR audience.
Resource · gated
AI Hiring Vendor Questionnaire
A twelve-question diligence template aligned to HB 3773 and the IDHR draft notice rules — built for HR teams running due diligence on their AI hiring stack. PDF delivered by work email within one business day.
Request the questionnaire
Playbook
Illinois AI Employment Law: An Operating Playbook for HR Leaders
The practice's pillar reference for HR leaders — vendor evaluation by HR-system type, notice drafting, exec talking points, and a 90-day compliance calendar.
Read the playbook
Reference
Illinois HB 3773: A Compliance Guide for Employers
The statute, the IDHR rulemaking, the strict-liability framework, and the compliance steps Illinois employers should document.
Read the reference
Tracker
Illinois AI Legislative Ecosystem
Live tracker of every AI-related bill and statute in Illinois, consulted by general counsel and policy researchers.
Open the tracker
Living tracker
IDHR AI Rulemaking Tracker
Real-time documentation of the Illinois Department of Human Rights rulemaking under HB 3773 — what draft Subpart J says, stakeholder positions, and what employers should do during the pre-final rulemaking period.
Open the tracker
For a deeper second magnet — the HR Readiness Checklist, the internal self-audit companion to the vendor-side questionnaire — subscribe to the Techné AI Substack to be notified when it ships.
Where to start
Two paths.
Read the Operating Playbook.
The pillar reference for HR leaders — vendor evaluation by HR-system type (ATS, video interview, scheduling, performance management, productivity monitoring), notice drafting, exec talking points, and a 90-day compliance calendar.
Schedule a scoping conversation.
A 30-minute call with the principal for CHROs and Heads of People who already know they need a structured HB 3773 review.