A TalentSight practice offering
TalentSight Intelligence
Your hiring stack is screening, ranking, and rejecting people with software — and the law treats those as your employment decisions to defend. TalentSight Intelligence is the maintained research library that keeps you defensible while the rules move.
A private shelf for HR and People leaders whose hiring runs on AI: what candidates must be told, what vendors must answer, what records must exist, and what to do when the charge arrives — verified against primary sources, re-checked on a published cadence, with a corrections log in the open. Illinois is the deepest shelf; the multi-state map is maintained beside it.
Charter rate lock: subscribe by September 30, 2026 and renew at your original rate for as long as your subscription stays continuous.
The condition
Rules churn; liability doesn’t.
Executive orders redirected federal enforcers, 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. A static toolkit bought in spring carried stale procedure by summer; a law-firm alert ends at analysis; a vendor’s whitepaper is the vendor’s defense, not yours. What is missing is not more content. It is a single, maintained shelf that stays current for you.
And the stakes are converging from three directions:
Your decisions, your liability.
In the leading AI-hiring case, the court allowed claims against the screening vendor as an agent of the employers — a theory that is additive, never shifting liability off the employer. A 2026 discovery order routed the data requests through the employers directly. The one-line consequence: the employers’ own files are now the discovery record.
Private litigation at record volume.
A record 20,000+ federal employment-discrimination suits were filed in 2025 — the most in the dataset’s history — and a nationwide collective action over one vendor’s screening tools is running discovery now. In the flagship state, the charge window is two years.
Insurers, at renewal.
Carriers moved first: generative-AI exclusion endorsements shipped with 2026 edition dates, at least one national carrier runs an “absolute” AI exclusion across management-liability lines, and EPLI underwriters have begun asking applicants about AI hiring tools. The market is being asked the hard questions by its insurers before its regulators.
Most HR teams have not read the laws that reach them: in a 2026 survey, 57% of HR professionals in states with AI-employment laws did not know their state had one. The problem is national, legible, and urgent to exactly the person this library serves.
What this is — and is not
It is
- A maintained research library, organized by the recurring questions of AI in employment decisions.
- Written for HR, talent, and people leaders — and the in-house counsel who support them.
- Dated, sourced, and revised — every document carries its last-reviewed date and a changelog.
- A subscription you renew because it stayed useful, not because it charged your card.
It is not
- Legal advice, or a substitute for engaging licensed counsel on your organization’s specific questions.
- A discussion product. There is no forum, no directory, no threads — a desk you consult, privately.
- A training program with sequences to march through. It is a shelf, not a syllabus.
- Generated-on-demand content. Every document is authored, reviewed, and maintained by a named person.
Private by design, in HR terms.
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. The absence of a public square is the point.
The standard
Every document is governed by a firm-wide editorial standard.
Primary-source sourcing, a citation and currency standard, an explicit classification of claims, a founder-conducted review workflow, defined maintenance cadences, a verified facts layer behind every statutory figure, and a public corrections log. The same standard governs both libraries.
What the library contains
Seven pillars. Six document types. Maintained.
01
The Exposure Map
What the law requires of employers using AI, jurisdiction by jurisdiction — Illinois deepest, then California, New York City, Colorado, Texas, Connecticut, New Jersey, and the federal baseline: who is covered, what is prohibited, what notice requires.
02
Candidate Notice & Communication
What candidates and employees must be told, when, and in what words — notice templates by jurisdiction, deployment maps, and posting language.
03
Vendor Accountability
Making the vendor answer — questionnaires, response evaluation, contract clauses, and the agency problem the leading case made concrete.
04
Testing & Adverse Impact
Four-fifths mechanics, small-sample honesty, a monitoring cadence, and what to do with a bad number.
05
Policy & Documentation
The internal record that decides the charge — policy skeletons, posture memos, the AI register, and retention discipline benchmarked to the strictest state rule.
06
Charges, Incidents & Response
The charge window, agency mechanics, incident escalation, and litigation-hygiene basics for the moment a claim arrives.
07
The Watch
The maintained multi-state tracker, the leading-case docket watch, agency and insurance-market developments, and the quarterly digest.
Six document types
- Briefing
- An HR-level read on one question, written to put in front of counsel that afternoon.
- Playbook
- A structured working sequence for a recurring compliance task.
- Template
- A starting document — notice language, questionnaires, policy scaffolds — built to be adapted.
- Tracker
- A maintained record of a moving landscape, revised as the landscape moves.
- Digest
- The periodic summary of what changed and what it means for the HR function.
- Instrument
- Interactive, self-scoring tools — deterministic, brand-exact, and private — that turn a template into a working artifact.
The day-one shelf
The library opens stocked — the converted shelf spanning the pillars — with additions on a published release calendar thereafter. The national proof artifact ships day one:
- Multi-State AI Hiring Law Tracker — effective dates, duties, penalties, and status notes across the jurisdictions below, maintained on a published cadence
- AI Hiring Exposure Snapshot — Illinois edition — the free instrument, maintained under the same standard, with the national edition on the calendar
- Vendor questionnaire & response trackers — the questions to ask, the contract language to look for, and the records to keep
- Notice template set — candidate-facing language mapped to each deployment point
- Recorded briefings with written companions — the substance worked systematically, filed under the pillars
The release calendar carries a standing note: when a document cannot meet the editorial standard by its scheduled slot, the slot moves. The calendar bends to the standard, not the reverse.
In the tracker today
- Illinois
- California
- New York City
- Colorado
- Texas
- Connecticut
- New Jersey
- Federal baseline
Duties, effective dates, penalties, and status notes for each jurisdiction are maintained inside the library. Last verified July 12, 2026.
Praxis instruments
The library’s research ships as instruments.
The funnel’s mouth is free and public: the AI Hiring Exposure Snapshot — Illinois edition and the adverse-impact calculator run in your browser, no account required. Inside the library the instrument suite extends to the notice generator, the AI-system inventory register, and the vendor diligence tracker. Deterministic by design: every output dated, versioned, and stamped with the configuration that produced it.
Who subscribes — and who is declined
Who subscribes.
- CHROs, VPs of People, and HR directors who own hiring and employment decisions
- Talent-acquisition leaders and HR compliance and HRIS owners
- In-house employment counsel at operating companies whose hiring stack includes AI
Who is declined.
AI hiring-tool vendors and their staff, and competing consultancies. The library evaluates vendors’ instruments; vendors cannot sit inside it. The policy is stated here and enforced after purchase — refund and removal — rather than by a gate in front of the checkout.
Subscription
One annual payment. No auto-renew.
Individual
$999
one seat · twelve months
Full library access for one named reader.
Organization
$2,499
three named seats · twelve months
For an HR or people team — three named seats at the same organization.
Additional seats
$350
per seat · attaches to the Organization (3-seat) tier only
Extend access across the full HR or compliance function.
Subscriptions are a one-time annual payment covering twelve months of access. There is no auto-renew. Subscribe by September 30, 2026 (11:59 PM CT) and you renew at your original rate for as long as your subscription remains continuous; subscriptions beginning after that date renew at the then-prevailing rate. Subscriptions are non-refundable after 30 days.
Subscriber benefit. Subscribers receive 20% off the Self-Guided Diagnostic ($1,950 → $1,560), redeemable within the subscription year.
Charter rate — through September 30, 2026. List prices rise when the instrument layer ships; charter subscribers keep today’s price permanently. The rate lock changes the price, never the standard.
For the small number of organizations that need a named advisor rather than a library, the firm keeps the Bench — five advisory seats in total, application-only, with priority to subscribers. Ask about an open seat through the contact page.
Founder
Khullani M. Abdullahi, JD
Founder & Principal Advisor
I founded Techné AI as an independent practice at the intersection of AI governance, regulatory compliance, and D&O liability. I authored the AI Governance & D&O Liability briefing now in active circulation among directors, officers, broker partners, and the underwriters who serve them; after my testimony to the Illinois Senate Executive Subcommittee on AI and Social Media, one of the recommendations from that testimony became an AI-risk impact study bill. I host the AI in Chicago podcast, where I interview the researchers, entrepreneurs, and policymakers shaping the field.
Questions
Asked and answered.
How do I get access?
Access is self-serve. Subscribe through the checkout and you are inside the library the same day — no application, no waiting on approval. A short declined-categories policy applies (below), enforced after purchase rather than by a gate in front of it.
What does a subscription cost?
An individual subscription is $999 a year for one named seat. An Organization subscription — three named seats at the same organization — is $2,499 a year. Payment is a one-time annual payment; there is no auto-renew.
Can we add seats?
Additional seats are $350 per seat per year and attach to the Organization (three-seat) tier only, covering named readers at the same organization. From a single seat, the path to more readers is the Organization tier.
Does the subscription renew automatically?
No. A subscription is a one-time annual payment covering twelve months of access; nothing is charged automatically. At renewal, charter subscribers — anyone who subscribes by September 30, 2026 and has remained continuously subscribed — renew at their original rate. Subscriptions that begin after that date renew at the then-prevailing rate.
What is the refund policy?
Subscriptions are non-refundable after 30 days. Within the first 30 days, contact us and we will work through it.
Is my subscription visible to anyone?
No. Subscriber organizations are never listed publicly, and the library is private by design — no forum, no directory, no discussion threads, no visible roster. The Question Desk publishes answers, never askers. Consumption is a private act, which for a buyer whose exposure runs through the plaintiff’s bar is a feature, not an absence.
Is this legal advice?
No. TalentSight Intelligence is advisory and educational research; it is not legal advice, and Techné AI does not provide legal services. The library is built to make your work with counsel more efficient, not to replace it.
Is this a certification of compliance?
No. The library describes what statutes require and what courts have held; it never certifies that a specific organization is compliant, in any jurisdiction. Where the word appears, it is only to disclaim it.
Is there a benefit toward the Self-Guided Diagnostic?
Yes. Subscribers receive 20% off the Self-Guided Diagnostic ($1,950 → $1,560), redeemable within the subscription year.
Who is declined?
AI hiring-tool vendors and their staff, and competing consultancies. The library evaluates vendors’ instruments; vendors cannot sit inside it. The policy is enforced at the point of detection — refund and removal — rather than by a pre-approval gate.
How do I know the content is current?
Every document displays its last-reviewed date and its change log, the maintenance cadence for every document type is published, statutory figures resolve from one verified facts layer, and corrections are logged publicly. You are invited to check.
Subscribe
Subscribe and you’re inside the library the same day.
No application, no waiting on approval — checkout, a welcome email with your sign-in link, and the full shelf. $999 a year for one named seat; $2,499 for three.