The platform for automated hiring and workforce decisions.

Automated decisions need accountability. AI is used to rank candidates, score interviews, set pay, and deactivate workers. Decisions are made faster, but the people affected never learn that automation was involved, to what degree, and are still owed a fair and transparent process.

That expectation is now law. A growing number of states require employers to provide:

Notice when automation is used to make decisions
Explanations of how automated decisions were made
Options to opt out of or appeal automated decisions

Chicory provides the platform for meeting the demands of novel regulations. It integrates with the applications where decisions are made, logging and validating each regulated decision. From that record, Chicory handles the communication that follows automatically.

It generates and sends explanations to affected people when required, tracks contests, and gives you a dashboard of every action needed to stay compliant. Your decision-making process remains the same, and Chicory makes sure it happens correctly and proves that it did.

Communicate correctly

Chicory gives every affected person a private, identity-verified page that can include their status, the final decision, the factors behind it, and how to contest it. Chicory manages the record, including proof of what was delivered, when it was viewed, and what happens next.

Try it below. You are viewing the page as a candidate would receive it: read the decision, look at the factors behind it, and start a contest to see what happens next.

Your cases · 3

AAcme Software

About a decision that involves you

Acme Software provides this page so you can see how a decision that involves you is handled.

Your application will not move forward.

A human reviewer recorded the final outcome after considering your application and the automated assessment.

Why this decision was made

The application did not show one or more required qualifications.

What the human reviewer did

A qualified reviewer considered the application and automated assessment, had authority to disagree with the score, and recorded the final outcome.

Your options

· Ask for access to the information used for this decision.

· Ask the employer to correct personal information that is inaccurate.

· Ask about available appeal or alternative-review options.

Contest this decision

No concerns? You can simply close this page.

This page is provided by Chicory on behalf of Acme Software. Privacy Notice | Terms of Service

Provable oversight

People have the right to get an automated decision reviewed by a qualified human. A reviewer who glances at a summary and decides to uphold the decision in a few seconds is not providing oversight.

A contested decision routes to a qualified reviewer. Chicory documents the review itself: what was viewed, how long they engaged, what they decided, and why.

Chicory gives reviewers what they need to decide: the original decision, the factors behind it, and the person's reason for contesting, all in one place. Once they reach a conclusion, the outcome is delivered back to the person who asked, with your approval.

Try it below. You are stepping into the reviewer's seat for a contested decision: examine the case, make a call, and see the record Chicory creates from it.

AAcme Software08:12

4 files

Name ↑

Attendance_and_leave_record.pdf

Submitted Jun 10, 2026

Performance_standard_policy.pdf

Submitted Jun 10, 2026

Productivity_report.pdf

Submitted Jun 10, 2026

Separation_notice.pdf

Submitted Jun 9, 2026

Employment separation · EMP-2026-07331

Jordan Rivera contested an automated decision on Jun 12, 2026. Review is due by Jul 12, 2026.

“The separation cites a productivity score of 61 against a standard of 70, but four of the six weeks in the window were approved medical leave. The performance standard says approved leave is excluded from scoring. In the two full weeks I worked, my scores were 84 and 86.”

Factors recorded by the automated decision

Productivity scoreScored 61 of 100 over the six-week window ending June 6; the standard is 70.
AttendanceAbsent for 19 of 30 scheduled shifts in the window.
TenureThree years and two months; no weight in this outcome.

Your determination

Uphold the decisionThe automated decision stands as issued.

Overturn the decisionThe decision is reversed and the corrected outcome is recorded.

Comments

What you reviewed and why you reached your conclusion

Submit review0 of 4 materials opened.

Regulatory coverage

These obligations are not hypothetical. Several states have already passed laws governing automated employment decisions, and more take effect next year. Each has its own definitions and deadlines, but they share the same core requirements.

California FEHA ADS rules: Four-year retention of automated-decision data; in effect since October 2025.
Illinois HB 3773: Notice when AI influences an employment decision; in effect since January 2026.
California CCPA ADMT: Notices, opt-outs or human appeals, and explanations for significant decisions; in effect from January 2027.
Colorado ADMT Act (SB 26-189): Notices, adverse-outcome notices, and human reviews for consequential decisions; in effect from January 2027.
Connecticut Public Act No. 26-15 (SB 5): Notices for automated employment decisions; fully in effect from October 2027.

As well as over 200 additional bills regarding automated decision-making currently before state legislatures across the United States. We publish our analyses of regulations and cases on the blog.

Chicory provides a platform to collect, communicate, and verify decision records from all workflows. It does not replace legal advice or determine whether a specific use is compliant.

Communicate correctly

Try it below. You are viewing the page as a candidate would receive it: read the decision, look at the factors behind it, and start a contest to see what happens next.

Provable oversight

People have the right to get an automated decision reviewed by a qualified human. A reviewer who glances at a summary and decides to uphold the decision in a few seconds is not providing oversight.

A contested decision routes to a qualified reviewer. Chicory documents the review itself: what was viewed, how long they engaged, what they decided, and why.

Try it below. You are stepping into the reviewer's seat for a contested decision: examine the case, make a call, and see the record Chicory creates from it.

Regulatory coverage

California FEHA ADS rules: Four-year retention of automated-decision data; in effect since October 2025.

Illinois HB 3773: Notice when AI influences an employment decision; in effect since January 2026.

California CCPA ADMT: Notices, opt-outs or human appeals, and explanations for significant decisions; in effect from January 2027.

Colorado ADMT Act (SB 26-189): Notices, adverse-outcome notices, and human reviews for consequential decisions; in effect from January 2027.

Connecticut Public Act No. 26-15 (SB 5): Notices for automated employment decisions; fully in effect from October 2027.

As well as over 200 additional bills regarding automated decision-making currently before state legislatures across the United States. We publish our analyses of regulations and cases on the blog.

Chicory provides a platform to collect, communicate, and verify decision records from all workflows. It does not replace legal advice or determine whether a specific use is compliant.