because, of course, we can use statistics and we can use data and we can use outcomes to understand how tools are actually being used.

I'll try to be brief, but two points to make.

One, to echo what Michelle said and to amplify it.

When you are told that the final decision is not being made by AI, there is no relief because every decision to screen someone out or to disadvantage someone and advantage someone else by giving someone a more direct path to an interview.

Each one of those decisions are the decisions that the laws are looking at, because they're looking at it from the point of view of the person who was denied, not the person who was selected.

That's why there is no such thing as a final decision.

Every decision matters.

Niloy, if an HR leader tuning in realizes we may have this issue, what's the first thing they should do to assess or reduce that risk?