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’d like to request confirmation that my application received human review, as is my right under [applicable law].\n\nI’m 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.
⚠️ 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, Regulation 2026/1744 entered force July 27, 2026 but deferred employment and HR obligations to December 2, 2027; until then, EU workers rely on national works-council and information-and-consultation law. You have more rights than you think.
Research Behind This Move
Mobley v. Workday, Inc.
N.D. Cal. 3:23-cv-00770-RFL · U.S. District Court, Northern District of California · May 2025 (collective certification)
Gender, Race, and Intersectional Bias in Resume Screening via Language Model Retrieval
Wilson & Caliskan · AIES 2024, 1578–1590 (arXiv:2407.20371) · October 2024
Intersectional Bias in AI Employment Systems
Wilson, Gueorguieva, Sim & Caliskan · University of Washington / AIES · 2025