Mairit plugs into the AI your HR teams already use and routes performance reviews, hiring decisions, and pay-equity analyses to a qualified senior reviewer before they're acted on. Internal HRBPs first. Vetted specialists when nobody inside fits. Audit trail that meets EU AI Act, NYC AEDT, and GDPR Article 22.
You rolled out AI across HR this year. You also rolled out a problem nobody warned you about.
Performance reviews drafted by ChatGPT. Candidate scorecards generated by your ATS's AI. Pay-equity dashboards summarized by an AI agent. Drafted in minutes. Signed off in seconds. Defended later in court.
The People Director re-reading manager reviews to catch bias. The Head of Talent who actually checks the AI screen for adverse impact. The Comp lead who notices when the model recommends a 6% gap between two equivalent roles. They're maxed out. 90% of what they should see, they don't.
Employment is high-risk under EU AI Act Annex III. NYC AEDT mandates bias audits and candidate notice. Colorado, Illinois, and Texas have followed. Right now, your evidence of human oversight is a Slack thread and a manager's good faith. That's not going to hold up to a regulator. And it's not going to hold up to a wrongful-termination claim.
One command. The right reviewer. Reviewed output back in minutes. No new tabs. No chasing. No calibration meetings on Sunday.
A draft review. A candidate shortlist. A pay-equity readout for leadership. Something that would normally sit in a doc waiting for a senior signoff.
Type /review. Mairit reads the work, identifies the domain, and surfaces the two or three people best placed to check it.
Your internal HRBP by default. A vetted specialist from our network when nobody inside fits. Structured rubric. Bias, calibration, framing. No essays.
Reviewed output returns inline. Cryptographically signed. Audit-logged. Article 14 ready. Holds up to regulators and employment tribunals.
Same AI-drafted PIP. Two very different outcomes.
Performance and comp. Hiring decisions. People analytics. The HR work that needs senior oversight before it's acted on.
Your managers use AI to draft annual reviews, comp recommendations, and PIPs. Today HR catches the worst ones at calibration, too late, after they've already shaped a manager's mental model. With Mairit, every AI-touched review routes to a senior HRBP for a structured bias and calibration check before the manager hits send. Inconsistent ratings flagged. Gendered language flagged. Comp recommendations sanity-checked against your bands. Shipped with an audit trail your CHRO can put in front of a regulator.
Your ATS now ranks candidates with AI. Your recruiters use ChatGPT to draft interview feedback. Your hiring managers ask Claude to recommend hire or no-hire. NYC AEDT requires you to bias-audit the system and notify candidates. The EU AI Act treats it as high-risk. Mairit puts a qualified reviewer between AI's output and the candidate's outcome. For the decisions that matter. With a record that meets the regulators' bar.
Your people analytics team uses AI to draft attrition models, DEI dashboards, pay-equity reports, and engagement readouts for leadership. AI gives you a credible draft. What it can't do is pattern-match against fifty similar analyses the way a senior people-analytics lead can. Catch the missing control. The overstated finding. The framing that won't survive a board question. Mairit routes the analysis to someone who's seen the shape before, sharpens it, and signs it before it reaches the C-suite.
MCP-native. Directory-aware. Attested. Built for the data your HR teams actually produce.
Mairit reads your HRIS and knows which of your senior people are qualified for what motion. They're the default reviewers. When nobody internal fits, or they're not available, Mairit falls back to a curated specialist network you don't have to manage.
Reviewers don't write three paragraphs of prose. They answer a rubric built for the specific motion. 15 questions for a performance review. 18 for a hiring decision. 20 for a pay-equity analysis. Faster for them. Consistent for you. Synthesizable across reviews.
When a reviewer attests, it's cryptographically bound to their identity and timestamped. Every material action produces an immutable audit record. When your DPO, your auditor, or a regulator asks who reviewed what and when, you export the answer in one click. In a format that maps to EU AI Act Article 14, AEDT, and GDPR Article 22.
Performance ratings. Comp decisions. Candidate scores. ER notes. Pay-equity records. Special-category, high-risk, regulator-watched. Mairit treats it that way from day one.
Human oversight evidence for every Annex III employment decision, exportable per Article 14. Maps to Articles 9, 10, 13, and 14 obligations.
Bias-audit-compatible logging for every employment decision tool output. Candidate notice templates. Annual audit data ready to export.
Meaningful human review of automated decisions, attested by a named reviewer. Right-to-explanation export bundled with each review.
Comp decision audit trail across US state laws and the EU Pay Transparency Directive. Defensible record of how comp recommendations were reviewed.
Workplace AI oversight provisions covered. Special-category data handling defaults applied for HR records.
AI Video Interview Act compliance for AI-screened candidate interviews. Notice, consent, and demographic reporting captured in the review record.
Type I in audit. Type II target year 2.
AES-256 at rest. TLS 1.3 in transit.
Your employee data is never used to train models.
Per-review only. PII redaction default-on for HR data.
Pick one motion. Plug into the AI your team already uses. See whether human review at machine speed actually changes how your HR function operates.
CHROs who'd rather have the audit trail in place before the regulator asks for it.
Build the audit trail before you need it. The day you need it is the day it's too late to build it.