Services · Mobile app development · AI recruitment tools
Codeeo provides AI recruitment software development New York employers and agencies can put in front of candidates with confidence. We build candidate apps, AI assisted screening, interview tooling and recruiter dashboards designed around New York City's rules on automated employment decision tools: independent bias audits, published audit summaries and advance notice to candidates. Your recruiters keep the final say, and every automated step leaves a record an auditor can follow.
Many teams in Manhattan and Brooklyn already use AI screening through a vendor, then discover they own the audit duty. Building or wrapping the tool yourself puts the data, the testing and the explanation in your hands. It also lets you change the tool without waiting for a vendor's roadmap.
200+ companies across the US and the UAEFrom a first store to a listed developer
Inside the platform
Local Law 144, enforced by the Department of Consumer and Worker Protection since July 5, 2023, applies when an employer or employment agency uses an automated employment decision tool to substantially assist hiring or promotion decisions for New York City roles. Before using one, the tool needs a bias audit by an independent auditor conducted within the past year, a summary of the results posted publicly with the tool's distribution date, and notice to candidates who live in the city at least ten business days before use, including how to request an alternative process or accommodation.
Those rules shape the software. The data needed for selection rates and impact ratios by sex and race or ethnicity has to be captured cleanly and voluntarily. Notices must go out on time. Candidates must have a working route to ask for another process. The features below are how we turn those duties into screens, records and reports. None of it replaces your counsel's reading of the law; it gives them software that can do what they decide.
Voluntary demographic questions are kept apart from the application the screening sees, then joined only for audit analysis. Each stage outcome is recorded, so selection rates and impact ratios can be calculated per category, including how many candidates chose not to answer.
Your independent auditor gets clean data instead of a spreadsheet hunt.
A one click export of the historical or test data your auditor asks for, and a managed page on your careers site for the latest audit summary and distribution date, with old summaries archived and the date of the next audit flagged in advance.
Publishing the summary becomes a routine task, not a fire drill.
For candidates who live in the city, the platform sends the required notice ahead of any automated assessment and holds the assessment until the notice period has run. Notices say which qualifications the tool assesses and how to ask for an alternative process.
No automated screen runs before the notice clock allows it.
A candidate who asks to skip the automated step is routed to a recruiter queue with a clear deadline. The request, the reason if given and the outcome are logged, and the candidate keeps their place in the requisition.
Opting out never quietly drops a candidate from the process.
Banking, legal, media and technology roles attract long, varied résumés. The parser extracts experience, licenses such as FINRA registrations where relevant, and skills, then compares them to the approved job requirements, showing recruiters the exact lines it relied on.
Recruiters can check any ranking against the source text in seconds.
New York City and New York State both require pay ranges in job advertisements for covered roles. The posting workflow blocks publication until a good faith range is entered and records each version of the advert.
Every live posting carries the range the law expects.
The city's Fair Chance Act keeps criminal history out of the process until after a conditional offer. The platform excludes those questions from applications and AI inputs, runs background checks through your vendor only after an offer and supports the written analysis and notice steps HR must follow.
Background checks happen in the order city law sets.
New York's SHIELD Act expects reasonable safeguards for private information. We encrypt candidate data at rest and in transit, restrict access by role, log every export and set deletion schedules your counsel approves.
Candidate data is protected and every access is traceable.
Hourly and entry level candidates across the five boroughs apply from their phones, often between shifts. The app runs in English, Spanish and the other languages your applicants use, saves progress and texts interview reminders timed for subway commutes.
More complete applications from frontline candidates.
Hiring managers see a short, explained shortlist, structured interview guides and a feedback form. They cannot see the voluntary demographic answers, and their decisions flow back into the audit dataset automatically.
Managers decide faster, and their decisions stay auditable.
Who this is for
Custom AI recruitment software development New York organizations ask for tends to follow one of four patterns. Each reflects how a company hires in the city and how exposed it is to Local Law 144, the city Human Rights Law and state rules. The right first release depends on which pattern fits you. We usually prove the approach on one team first, measure how recruiters and candidates respond, and then extend it across the business.
Firms in Midtown and Lower Manhattan run graduate programs, lateral hiring and contractor pipelines at once. They want screening that explains itself, audit evidence their compliance teams accept and tight access controls. We often build a screening layer that sits beside the existing ATS, so compliance can review the AI without disrupting recruiters. Graduate intake brings thousands of similar applications in a few weeks, so the platform groups them by program and campus and lets recruiters review in batches.
Compliance teams review the design before any candidate sees it.
New York health systems hire nurses, technicians and support staff across many campuses in several boroughs. Screening checks state license status as structured data, shift preferences match candidates to units, and clinical decisions go to human reviewers. Volume tools speed up the large non clinical hiring alongside. Union rules and seniority terms can be stored as fields, so screening respects them rather than overriding them.
Local Law 144 covers employment agencies as well as employers. Agencies placing candidates in New York City roles need bias audits for any tool that substantially assists their decisions, plus notices to candidates. We build agency platforms with client portals, shared audit data across clients where appropriate and per client job orders. Recruiters see which client each candidate has already been submitted to, which avoids duplicate submittals and awkward client calls.
Stores, restaurant groups, hotels and media companies hire frontline and creative staff in bursts. They need fast mobile apply, availability matching across locations, and portfolio review for creative roles. AI handles sorting, scheduling and summaries, while notices and alternative process requests run automatically in the background. Creative candidates can attach portfolios or reels, which hiring managers review directly without the AI scoring the creative work itself.
High volume does not have to mean no human review.
Working together
Codeeo has no New York office. Our team of 80+ in Dubai, Riyadh and Karachi works remotely with clients in the city, and all discovery sessions and reviews run over video call. You can start with a fixed scope first release, keep the platform improving on a monthly retainer through each annual audit cycle, or bring in AI recruitment software developers New York teams manage directly. We have delivered 200+ projects across the UAE and the US and are rated 4.7 from 23 Google reviews. Retainer work usually includes preparing each year's audit dataset, retesting after model updates and adding notices when rules change.
A defined build with a deadline
We agree what the product has to do, write it down with a price and a date, and build exactly that. Changes are priced before they are made, not discovered on the invoice.
A product that keeps evolving
Named engineers who work your hours, join your standups and stay on the codebase. You direct the backlog; we own the quality of what ships.
Something live that needs looking after
A monthly block of hours for improvements, fixes and the small requests that otherwise wait months. Unused hours carry for a quarter.
Technology
We use Next.js for recruiter and manager tools, React Native for candidate apps and Python for parsing, ranking and audit analysis. Data lives in your AWS, Azure or Google Cloud account, and language model calls go through approved providers with full logging and no use of your candidate data for training. Audit analysis scripts are kept in your repository so the auditor can rerun them.
01Mobile
02Data and cloud
03Marketing and tracking
Yes; the law covers tools you build as well as tools you buy.
If the tool substantially assists hiring or promotion decisions for New York City roles, it needs a bias audit by an independent auditor, a published summary and candidate notices, whoever wrote the code. Building it yourself gives you direct access to the data and settings an auditor needs. Codeeo is not your auditor; the audit must be independent, so we prepare the data and support the auditor's requests.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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