When you suspect AI screened you out
The Move
Document the signal, request human review, preserve your rights.
The Script
"Dear [Hiring Contact],\n\nI recently applied for [role] and received a [rejection / no response] within [timeframe]. Given the speed of the decision, I鈥檇 like to request confirmation that my application received human review, as is my right under [applicable law].\n\nI鈥檓 happy to provide any additional information. I remain very interested in this opportunity.\n\nBest regards,\n[Your name]"
Your AI Prompt
Draft a polite email requesting human review of my application, referencing [applicable law: EEOC guidance / NYC Local Law 144 / if in the EU, your national works-council or information-and-consultation law]. Under 100 words, no apology, makes the ask concrete.
鈿狅笍 Rights vary by where you live and work. This is a starting point, not legal advice.
Why This Works
In Mobley v. Workday, Workday disclosed 1.1 billion applications were rejected through its tools since 2020. The court cited a 1:50 a.m. rejection, less than one hour after submission, as plausible evidence of automated decision-making. EEOC guidance (May 2023) confirms AI-driven employment decisions are subject to Title VII. In the EU, the AI Act's high-risk hiring obligations, including the Article 86 right to an explanation, were deferred to December 2, 2027; until then, EU workers rely on national works-council and information-and-consultation law, which already requires employers to disclose and consult on tools like these. You have more rights than you think.
Research Behind This Move
Mobley v. Workday, Inc.
N.D. Cal. 3:23-cv-00770-RFL 路 U.S. District Court, Northern District of California 路 May 2025 (collective certification)
Gender, Race, and Intersectional Bias in Resume Screening via Language Model Retrieval
Wilson & Caliskan 路 AIES 2024 (arXiv:2407.20371) 路 October 2024
Intersectional Bias in AI Employment Systems
Wilson, Gueorguieva, Sim & Caliskan 路 University of Washington / AIES 路 2025