Built by employers, for employers

EmployArmor is an AI hiring compliance platform that helps employers understand when they are using AI in hiring, which state laws apply, and what disclosures, audits, and records they need in place.

We focus on practical, step-by-step workflows that translate complex legislation into checklists, notices, and documentation your HR, recruiting, and legal teams can actually use — covering state-specific requirements across every active jurisdiction.

Who We Are

EmployArmor was created by builders who have spent years in regulated industries, working alongside HR, legal, and operations teams that were suddenly expected to "figure out AI" without clear tools or playbooks. We saw the same pattern repeat: AI features quietly shipping into hiring tools while laws in Illinois, Colorado, California, Texas, New York City, and other jurisdictions kept adding new requirements.

Instead of leaving employers to choose between ignoring these laws (risky) or paying five-figure consulting fees for basic answers, EmployArmor turns the rules into software-driven workflows designed for real-world hiring teams.

What EmployArmor Does

  • Maps your hiring tools to AI obligations: identifies when ATS, assessment, and video interview platforms qualify as automated employment decision tools under state laws.
  • Tracks AI hiring laws across 17+ states and 20+ cities: including Illinois HB 3773, NYC Local Law 144, Colorado's AI Act, California AB 2930, Texas TRAIGA, and other emerging rules.
  • Generates notices, policies, and documentation: produces jurisdiction-specific disclosure notices, consent language, bias-audit support documentation, and data retention records.
  • Keeps teams trained and aligned: provides training modules and checklists so HR and recruiting teams understand what counts as AI and how to stay compliant as tools and laws change.

Founder Experience

Portrait of Devyn Bartell

Devyn Bartell

Founder & CEO, EmployArmor

Devyn is an entrepreneur focused on making AI hiring compliance accessible to every company, not just those with in-house legal teams. Before founding EmployArmor, Devyn built and operated software products in regulated spaces, partnering with employment counsel, HR leaders, and operations teams that needed clear, defensible workflows more than one-off legal memos.

EmployArmor grew out of those experiences: seeing small and mid-sized employers struggle to get direct answers to basic questions like “Does this AI feature trigger a bias audit?” or “What exactly has to go into our candidate notice for Illinois or New York City?”

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EmployArmor by the Numbers

AI hiring laws are not theoretical for our customers—they are active, enforceable rules with real penalties. EmployArmor is built around that reality.

  • 17 states with AI hiring and automated decision tool laws tracked and mapped into workflows.
  • 20+ cities & local ordinances monitored, including New York City's Local Law 144.
  • 100+ AI-enabled hiring tools catalogued across ATS, sourcing, assessment, and interview platforms.
  • Four-year data retention requirements and annual bias audit obligations surfaced where applicable.

Where our guidance shows up in the product:

How We Maintain Accuracy

Compliance content only builds trust if it is accurate, up to date, and transparent about what it is (and is not). EmployArmor is software—not a law firm—and nothing on this site is legal advice. But we take the legal foundations of our workflows seriously.

  • Primary sources first: our internal guidance is grounded in the text of state statutes, regulations, and official agency guidance, with citations surfaced in our longer-form resources where helpful.
  • Jurisdiction-level checklists: each law is broken into concrete requirements for disclosures, audits, notices, data retention, and documentation that can be reflected in checklists and workflows.
  • Ongoing monitoring: as new bills pass or guidance is issued, we update underlying requirements and flag material changes in our product and resources.
  • Legal review ready: outputs are structured so your own counsel can quickly review, edit, and approve them for your specific fact pattern and risk tolerance.

What We Stand For

Experience translated into workflows

We have spent years working with teams inside regulated environments and now translate that experience into repeatable checklists, notices, and training—not one-off PDFs.

Accuracy over hype

We prioritize clear citations and conservative interpretations over AI buzzwords. If a requirement is uncertain, we say so.

Accessibility for smaller teams

Compliance shouldnt only be possible for Fortune 500 budgets. We design pricing and product flows so a 50-person company can use the same playbooks as a 5,000-person company.

Trust through transparency

We are upfront about what EmployArmor does and does not do, and we encourage customers to involve their own counsel in reviewing outputs.

Our Mission

“Every company using AI in hiring deserves clear, actionable guidance on how to stay compliant— not just a warning that the rules are complicated. EmployArmor turns AI hiring laws into concrete steps, so HR and recruiting teams can focus on hiring great people, not decoding legislation.”

Last updated: March 2026

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