Last Updated: March 12, 2026
Audit Period: 2026
NYC LOCAL LAW 144 NOTICE: If you are a candidate located in New York City, you have specific rights under Local Law 144 of 2021, which regulates the use of Automated Employment Decision Tools (AEDTs). See Section V for your rights.
I. Introduction
MedSpa Recruiting uses automated matching algorithms to connect candidates with employer opportunities. In compliance with applicable law and our commitment to fair hiring, we conduct regular bias audits of our algorithmic systems. This report summarizes our audit methodology, current findings, and ongoing fairness measures.
II. Audit Methodology
Our bias audit evaluates the matching algorithm for disparate impact across protected characteristics. We use the 4/5ths Rule (80% Rule) as the primary metric:
- We calculate selection rates for each demographic group
- We compare each group's selection rate to the highest selection rate group
- A ratio below 0.80 (80%) indicates potential adverse impact
Minimum sample sizes required for valid analysis:
- Candidates: 1,000 minimum
- Job Postings: 500 minimum
III. Current Audit Results
Status: Audit Pending
Our first formal bias audit is scheduled for Q2 2026, with results to be published by July 1, 2026. This report will be updated at that time with actual audit data.
The algorithm weights used in our current matching system are:
| Factor | Weight |
|---|---|
| Keyword Matching | 40% |
| Experience Level | 25% |
| Geographic Proximity | 20% |
| Salary Alignment | 10% |
| Specialization Match | 5% |
IV. Algorithm Design and Fairness Measures
Our matching algorithm is designed with the following fairness principles:
- No protected characteristics: The algorithm does not use race, sex, age, religion, national origin, or other protected characteristics as matching factors
- Proxy variable monitoring: We monitor for proxy variables that may correlate with protected characteristics
- Regular audits: We commit to annual bias audits conducted by qualified third-party auditors
- Transparency: We publish our audit results on this page
V. Your Rights Under NYC Local Law 144
If you are a candidate located in New York City, you have the following rights:
- Notice: You have the right to know that an AEDT is being used in your hiring process
- Alternative Process: You may request an alternative selection process that does not use the AEDT. Contact [email protected] to make this request
- Data Retention: See Section VI for information about how long your data is retained
VI. Data Retention for NYC Candidates
For candidates located in New York City, we retain the following data as required by Local Law 144:
- Candidate profiles: 3 years from last application date
- Algorithmic scoring data: 3 years
- Match history: 3 years
VII. Reporting Issues or Concerns
If you believe you have been subject to discriminatory treatment through our algorithmic system:
- Bias concerns: [email protected] (Response within 10 business days)
- Audit inquiries: [email protected]
- NYC compliance: [email protected]
VIII. Next Audit Schedule
Our next bias audit is scheduled for Q2 2026. Results will be published by July 1, 2026. Audits will be conducted annually thereafter.
IX. Contact Information
For questions about this bias audit report:
- Audit Inquiries: [email protected]
- Bias Concerns: [email protected]
- NYC Compliance: [email protected]
- NYC Accommodations: [email protected]
- Mail: 1309 Coffeen Avenue STE 1200, Sheridan, WY 82801