Not every week brings real change. This one does.
New York is pushing for legislation that could finally make hiring tech more accountable, Workday is introducing AI agents designed to support real teams, not replace them. And a UK startup is trying to replace the CV.
The tools are changing. The rules are catching up. The pressure to be more thoughtful in how we hire is rising.
Here’s what we’re watching.
New York Introduces New AI Hiring Regulations
New York Introduces New AI Hiring Regulations
New York is putting forward two new bills focused on AI in hiring. If passed, the laws would require companies to:
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Tell candidates when AI is used to evaluate them
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Give applicants the option for a human review
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Audit their AI tools at least once a year to check for bias or unfair patterns
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Publish the results of those audits publicly
The conversation around AI ethics isn’t new. But most regulations so far have been vague, slow, or easy to work around. These proposals are more direct. And they come with obligations companies can’t brush off.
This is a signal to hiring platforms, vendors, and internal teams that if AI is part of the process, someone has to be responsible for how it performs.
If passed, this could become the benchmark that others start copying, not because it’s perfect, but because it begins with accountability rather than hype.
Workday Launches Illuminate: AI Agents That Support, Not Replace
Workday Launches Illuminate: AI Agents That Support, Not Replace
Workday’s latest move is Illuminate, a suite of AI agents designed to streamline HR and finance operations. These agents handle routine admin, pull data, prep documents, and keep workflows moving, all under the umbrella of human oversight.
This approach focuses on reducing friction. And for once, the positioning reflects that.
What makes this worth watching is the balance it strikes. Most AI product launches lean hard on efficiency, while skimming over the risk. Workday is saying something different. It’s not the speed that matters. It’s how well the system supports people who are still expected to make real decisions.
Let’s see if that balance holds when the rollout scales.
Vizzy Raises £3.65M to Rethink Early-Career Hiring
Vizzy Raises £3.65M to Rethink Early-Career Hiring
Vizzy just raised £3.65 million to make the CV optional, and in some cases, irrelevant. Their platform replaces traditional resumes with interactive profile pages. More video, more real-world context, less corporate filler. Brands like Burberry and Louis Vuitton are already on board.
It’s a smart move, especially for early-career roles where the line between “qualified” and “overlooked” often comes down to formatting. When CVs are built by AI anyway, something has to shift.
But Vizzy isn’t a LinkedIn competitor, at least not yet. It’s targeting the top of the funnel, not the whole hiring cycle. There's no sourcing engine, no recruiter infrastructure, and no network effect. What it does offer is a cleaner front-end for screening, where traditional CVs don’t help much.
And that’s where the opportunity and the risk sits. If companies adopt this kind of profile-first approach, the next question becomes how they evaluate those profiles fairly and consistently. Removing the CV is only the first step. Without structure, the decision-making stays just as foggy.
