Algorithmic Bias Audit Results

I. Introduction

MedSpa Recruiting is committed to fairness and non-discrimination in our algorithmic matching system. This page publishes the results of our annual independent bias audit as required by NYC Local Law 144.

A. What is an Automated Employment Decision Tool (AEDT)?

NYC Local Law 144 defines an AEDT as any computational process that uses machine learning, statistical modeling, data analytics, or artificial intelligence to substantially assist or replace discretionary decision-making for employment decisions.

Our matching algorithm qualifies as an AEDT because it uses algorithmic scoring to recommend candidates to employers based on job requirements.

II. Audit Methodology

A. Independent Auditor

B. Data Collection Period

The bias audit will analyze data from:

• Start Date: January 1, 2026
• End Date: December 31, 2026
• Minimum Sample Size: At least 1,000 candidates and 500 job postings

C. Protected Categories Analyzed

The audit evaluates selection rates across the following categories as required by NYC Local Law 144:

• Race/Ethnicity: Hispanic or Latino, Black or African American, Native American or Alaska Native, Asian, Native Hawaiian or Pacific Islander, White, Two or More Races
• Sex: Male, Female, Non-Binary (where data is available)
• Intersectionality: Combined analysis of race/ethnicity and sex

D. Selection Rate Calculation

Selection rate is calculated as: (Number of candidates recommended by the algorithm for a position) / (Total number of candidates screened for that position)

E. 4/5ths Rule (80% Rule)

Under EEOC guidelines and NYC Local Law 144, the selection rate for any protected group should be at least 80% (four-fifths) of the selection rate for the group with the highest selection rate.

III. Audit Results (Placeholder)

A. Selection Rate by Race/Ethnicity (Pending)

Results will be published after the completion of our first independent bias audit.

B. Selection Rate by Sex (Pending)

Results will be published after the completion of our first independent bias audit.

IV. Algorithm Design and Fairness Measures

A. How Our Matching Algorithm Works

Our algorithm generates match scores based on the following objective factors:

• Keyword Matching (40% weight): Comparison of skills and qualifications between candidate profile and job requirements
• Experience Level (25% weight): Years of experience in aesthetic medicine aligned with job seniority level
• Geographic Proximity (20% weight): Distance between candidate location and job location
• Salary Alignment (10% weight): Comparison of candidate salary expectations with job salary range
• Specialization Match (5% weight): Alignment of candidate specialization (e.g., Nurse Injector) with job specialization

B. Factors NOT Considered by Our Algorithm

Our algorithm explicitly does NOT consider:

• Race, ethnicity, or national origin
• Sex, gender, or gender identity
• Age or date of birth
• Disability status
• Personality traits or "culture fit"
• Behavioral assessments or subjective characteristics
• Educational institution prestige or name
• Zip code or neighborhood (only city-level geography is used)

C. Fairness Safeguards

We implement the following safeguards to promote fairness:

• Human Oversight: All match scores are recommendations only; employers make final hiring decisions
• Transparency: Candidates can see why they were matched (or not matched) with specific jobs
• Opt-Out Option: Candidates can disable algorithmic matching and browse jobs manually
• Continuous Monitoring: We monitor match distribution across demographic groups quarterly
• Feedback Loops: Users can report matching errors or perceived bias

V. Your Rights Under NYC Local Law 144

A. For NYC Candidates

If you are applying for jobs in New York City, you have the following rights:

• Notice: You must receive at least 10 days' notice before being subject to our AEDT. This notice includes information about the data we collect and how it's used.
• Alternative Process: You have the right to request an alternative selection process that does not use our algorithmic matching tool.
• Audit Access: You have the right to view these bias audit results.
• Data Access: You can request information about what data categories are used in the algorithm.

B. How to Request an Alternative Selection Process

To opt out of algorithmic matching and use an alternative process:

• Email: nyc-accommodation@medsparecruiting.com with subject line "NYC Alternative Selection Process Request"
• Include: Your name, email address, and user ID
• Response Time: We will process your request within 3 business days

When you request an alternative process, you will still be able to browse and manually apply for all jobs. Your profile will not be automatically scored or recommended by the algorithm.

VI. Data Retention for NYC Candidates

As required by NYC Local Law 144, we retain algorithmic assessment data for NYC candidates for a minimum of 3 years. This includes:

• Match scores generated for NYC-based positions
• Input data used to generate match scores
• Notice records showing when you were informed about the AEDT
• Records of any alternative process requests

VII. Reporting Issues or Concerns

If you believe you have been subject to algorithmic discrimination or have concerns about our matching system:

• Email: bias-concerns@medsparecruiting.com
• Subject Line: "Algorithmic Bias Concern"
• Include: Description of the concern, job posting ID (if applicable), and any supporting information

We take all bias concerns seriously and will investigate and respond within 10 business days.

VIII. Next Audit Schedule

We conduct annual bias audits as required by law. Our audit schedule is:

• First Audit: Q2 2026 (April-June 2026)
• Publication: No later than July 1, 2026
• Subsequent Audits: Annually, with results published within 30 days of audit completion

IX. Contact Information

For questions about this bias audit or our algorithmic matching system:

• Bias Audit Inquiries: bias-audit@medsparecruiting.com
• NYC Compliance: nyc-compliance@medsparecruiting.com
• General Legal: legal@medsparecruiting.com
• Mailing Address: MedSpa Recruiting, Attn: Algorithmic Compliance, 1309 Coffeen Avenue STE 1200, Sheridan, WY 82801