Short answer. “Video interview” or “assessment” is not itself a legal category. The relevant questions are whether the system uses the covered computational techniques, produces a simplified output and how that output is relied on in a hiring or promotion decision.
Examples that may require analysis
- Automated interview scoring.
- Candidate classifications or recommendation bands.
- Assessment scores used to decide who advances.
- Automated ranking based on assessment results.
Human review does not automatically remove scope
A recruiter watching the interview or seeing the assessment results does not necessarily take the tool outside LL144. Under §5-300, the issue is how the automated output is actually used relative to other decision criteria.
Audit-path questions
The audit methodology can differ depending on whether the system produces a continuous score, selection decision or classification. The output semantics must therefore be established before calculations begin.
What evidence is useful for scoping
- Product/version.
- Assessment or interview output fields.
- How recruiters interpret those fields.
- Decision thresholds or ranking rules.
- Historical outcomes and demographic fields.
Last legally reviewed: September 27, 2026.
Primary sources