Last month, 48% of visitors to documentation sites across Mintlify were AI agents, not humans.

Claude Code, Cursor, and other coding agents are becoming the actual customers reading your docs. And they read everything.

This changes what good documentation means. Humans skim and forgive gaps. Agents methodically check every endpoint, read every guide, and compare you against alternatives with zero fatigue.

Your docs aren't just helping users anymore. They're your product's first interview with the machines deciding whether to recommend you.

That means: clear schema markup so agents can parse your content, real benchmarks instead of marketing fluff, open endpoints agents can actually test, and honest comparisons that emphasize strengths without hype.

Mintlify powers documentation for over 20,000 companies, reaching 100M+ people every year. We just raised a $45M Series B led by @a16z and @SalesforceVC to build the knowledge layer for the agent era.

Make Your Docs Agent-Ready

Summer in NYC means hiring season. Rooftop bars, hotels, construction crews, retail, hospitality — thousands of positions open up every June, and behind most of those job listings is software making the first cut before any human reads your name.

What most people don't know: New York City is the only major city in the United States to have passed a law specifically regulating AI hiring tools. It went into effect in January 2023. Two and a half years later, most job seekers don't know it exists — and a surprising number of NYC employers are still out of compliance.

Here's what the law says, who it affects, and — more usefully — what you can actually do about it whether you're currently job hunting or running a business that hires.

What NYC Local Law 144 Actually Says

The law — formally called Local Law 144 of 2021 — targets what it calls "automated employment decision tools," or AEDTs. That covers software using machine learning or AI algorithms to screen, rank, or evaluate job candidates.

If a NYC employer uses one of these tools, they have three legal obligations:

1. Get a bias audit. An independent auditor must test the tool for bias across sex and race/ethnicity categories. Results must be published publicly.

2. Tell candidates. Job applicants in NYC who are being screened by AI must be notified — either before or at the time they apply.

3. Offer alternatives. Applicants can request a different selection process if they have an objection to AI screening.

The NYC Commission on Human Rights enforces it. Fines start at $375 for a first violation and can reach $1,500 per day for ongoing violations.

What This Means If You're Job Hunting Right Now

Most large employers posting NYC jobs — think major banks, hospital systems, tech companies, staffing agencies — use some form of AI screening. Tools like HireVue (video interview AI), Greenhouse's AI ranking features, ZipRecruiter's matching algorithms, and resume parsers baked into platforms like Workday or Taleo all fall under this law when used for NYC applicants.

Under the law, you're supposed to be told. In practice, that notice is often buried in a privacy policy or a single line in the application confirmation email — not exactly front-page material.

Here's what you can actually do:

Look for the disclosure. When you apply, scan the job posting and your confirmation email for any mention of "automated decision technology," "AI screening," or similar language. If you're rejected quickly with no explanation and never saw that disclosure, you can file a complaint with the NYC Commission on Human Rights at nyc.gov/cchr. It takes about 15 minutes.

Compete with the algorithm before it rejects you. The more practical move is to make your resume harder to screen out. Two free tools that take under 10 minutes:

Ask directly. If you're further along in a hiring process and haven't been told about AI screening, you can ask HR outright: "Is automated screening software being used to evaluate my application?" In NYC, they're legally required to have an answer — and many HR reps will tell you more than you'd expect once the question is on the table.

What This Means If You Run a NYC Business

If you have employees or contractors in New York City and you use any AI-powered tool in hiring — including free features baked into platforms like LinkedIn Recruiter, Indeed, or ZipRecruiter — you should know whether that tool qualifies as an AEDT under the law.

Three things to do this week:

1. Audit your hiring stack. List every tool involved in reviewing or ranking applications. If any of them use algorithmic scoring, AI matching, or automated resume parsing to help make decisions, it's worth checking compliance status.

2. Request the bias audit from your vendor. Any tool that qualifies should be able to give you a bias audit summary. If they can't, that's either a vendor problem or a compliance problem — both worth knowing about before a candidate complaint triggers an investigation.

3. Add a one-sentence disclosure to your job postings. Something like: "We use automated screening tools in our hiring process. NYC applicants may request an alternative evaluation method by contacting [HR email]." That covers the disclosure requirement and takes about 30 seconds to add to your template.

The NYC Commission on Human Rights has published compliance guidance at nyc.gov/cchr. It's worth reading before summer hiring peaks in July.

The Honest Reality

This law was passed in 2021 and didn't make much noise outside HR circles. Most job seekers have never heard of it. Most small business owners who use AI features in LinkedIn or Indeed haven't thought about whether they're covered.

The law hasn't been widely enforced — yet. But that's changing as the Commission on Human Rights builds out its enforcement capacity and more workers become aware of their rights. The candidates who figure this out first have a real advantage: they can optimize their applications for AI screening and flag violations when they encounter them.

NYC gave job seekers protections here that don't exist in any other American city. Using them starts with knowing they exist.

The Takeaway

Before your next NYC job application: run your resume through Jobscan's free scanner (jobscan.co) and use ChatGPT to close the keyword gap between your experience and the role. Five minutes of prep can make a real difference in whether an algorithm advances your application.

If you're an employer: check your hiring tools against the law before summer hiring season peaks. The fine structure is real, and the disclosure requirement is simple enough that there's no reason not to add it to your job posting template today.

Disclosure: This article is for informational purposes only and does not constitute legal advice. Some links in The Metro Intel may be affiliate links, which means we may earn a small commission if you click or make a purchase — at no extra cost to you.

From our partners: Friendly 24/7 tech help for parents & grandparents →

Affiliate link — we may earn a commission at no cost to you.

Before you close this tab — a few recommendations: