---
title: Introducing bias audit logs for NYC Local Law 144
description: How Greenroom packages question, score, and outcome data for annual bias-audit workflows under NYC Local Law 144.
url: https://usegreenroom.app/blog/bias-audit-logs-nyc-ll144
last_updated: 2026-06-11
---

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# Introducing bias audit logs for NYC Local Law 144

May 5, 2026 · 4 min read

![Introducing bias audit logs for NYC Local Law 144 — cover illustration from Greenroom, the AI mock interviewer](/assets/blog/bias-audit-logs-nyc-ll144-hero.webp)

Bias audits are painful when the underlying interview process is loose. Teams wind up reconstructing what happened from recruiter notes, ATS comments, and spreadsheets that were never designed for auditability.

## What we store

Greenroom’s bias audit log captures the question set used, the rubric applied, the per-candidate scores generated, and the recommendation outcome. That gives legal and people-ops teams a stable record for annual review instead of ad hoc screenshots.

![What a structured Greenroom screen records: consistent questions, anchored rubric, transcripts, defensible outcomes](/assets/blog/pool-structured-screen.webp)

Structure is the fairness mechanism — and the audit trail.

## Why it matters

The point is not just compliance theater. Once the same data is consistently available, companies can spot drift between roles, cohorts, and interview versions before those inconsistencies become policy risk.

## Frequently asked questions

### What does NYC Local Law 144 require from hiring tools?

If you use an automated employment decision tool for NYC candidates, you need an independent annual bias audit, a public summary of results, and notice to candidates. The audit needs structured selection-rate data by demographic category.

### What data does Greenroom store for bias audits?

Per-session question lists, anchored rubric scores, and stage outcomes — exportable in a format your auditor can consume directly, so assembling the annual audit doesn't become an engineering project.

### Does Local Law 144 apply to AI interview practice tools?

It applies to tools used by employers to screen candidates, not to candidate-side practice. Greenroom's candidate product is practice; this logging applies to its structured screening use by hiring teams.