Trust & Compliance — United States
Last updated June 22, 2026
Our Commitment
Tukadi is designed from the ground up to support fair, transparent, and compliant AI-assisted hiring.
Candidate Privacy
Candidates control their data with full transparency into how it's used, stored, and shared.
Fair Evaluation
AI recommendations are just that — recommendations. Human recruiters make all final adverse hiring decisions.
Regulatory Alignment
Designed to support compliance with federal and state hiring regulations across the US.
Regulatory Coverage
Tukadi is built to align with key US hiring regulations, including state-specific AI and privacy laws.
AI Transparency Laws
| Regulation | Coverage |
|---|---|
| NYC Local Law 144 | AEDT notice and bias audit support |
| Illinois AIVFA | Explicit AI consent and recording rights |
| California FEHA | AI discrimination protections |
| Colorado AI Act | Risk management alignment |
Privacy & Data Rights
| Regulation | Coverage |
|---|---|
| CCPA/CPRA | Data access, deletion, and opt-out rights |
| Two-Party Consent | Recording consent in 11 states |
| EEOC Guidelines | Four-fifths rule monitoring |
| State Privacy Laws | VA, CO, CT, UT alignment |
How We Protect Candidates
1. Clear Disclosure Before Every Interview
Candidates are informed that the interview is AI-conducted and recorded. State-specific consent checkboxes are shown based on location.
2. Explicit Consent Required
In states with AI disclosure laws, candidates must explicitly consent to AI analysis before proceeding. No consent, no interview.
3. Data Rights at Their Fingertips
Candidates can export their data, request recording deletion, or delete their account entirely — all from their dashboard.
4. Human Review Always Available
AI scores are recommendations. AI-eligible candidates may be auto-invited to interviews, while AI ineligible or uncertain outcomes require recruiter review before final adverse decisions.
For Organizations
Tukadi provides the tools you need to hire responsibly with AI.
Bias Monitoring Dashboard
Track selection rates by demographic group across your hiring pipeline. Identify potential adverse impact before it becomes a problem.
Consent Audit Trail
Every consent decision is logged with full context — what was shown, when, and how the candidate responded. Ready for audits.
Data Rights Workflow
Candidate deletion and access requests are tracked with deadlines. Never miss a compliance window.
Voluntary Demographics
Collect EEO data separately from hiring decisions. Aggregate insights for bias audits without influencing individual evaluations.
What We're Still Building
We believe in being upfront about where we are. Here's what we don't have yet:
No SOC 2 certification
We follow security best practices but have not completed a formal SOC 2 audit.
No independent bias audit
We provide internal bias monitoring tools, but have not engaged a third-party auditor. Hiring organizations are responsible for their own bias audits where required by law.
Small team
Tukadi is a small, early-stage team. We're focused on building solid foundations before scaling.
Candidate sourcing is in early alpha
We're testing a candidate sourcing feature that surfaces publicly available professional profiles for recruiters to review. It is limited to discovery — no scoring, ranking, or automated outreach — sourced data is deleted after 30 days, and the recruiter decides who, if anyone, to contact. See our Privacy Policy and AI Disclosure for details.
Questions?
We're happy to discuss our compliance approach in detail.
- Read our AI Disclosure for detailed information about how AI is used
- Contact us with any questions