OmnisightAI is building the independent verification layer for AI accountability — decentralized, tamper-evident, and governed by experts with no financial stake in the systems they assess.
The problem is no longer that organizations lack AI policies — most now have them. The problem is that those policies are self-attested, and no independent party has confirmed that any of them work.
New York City has required annual independent bias audits since 2023. When the City's enforcement agency reviewed 32 companies, it identified one instance of potential noncompliance. When the State Comptroller's auditors reviewed the same organizations, they identified at least seventeen.
Office of the New York State Comptroller, Report 2024-N-6, December 2025
OmnisightAI is designing a verification standard around properties that hold regardless of who is inconvenienced by the result — including us.
Assessment is separated from commercial relationship. Those evaluating a system hold no financial interest in the outcome — structurally, not as a policy anyone promises to follow.
A result, once issued, cannot be quietly revised or withdrawn. History is tamper-evident — an unfavorable finding stays as legible in five years as it was on the day it was recorded.
Consequences follow findings by design rather than by negotiation. No party — including the party being assessed, and including OmnisightAI — holds unilateral authority to suppress a result.
Standards, appeals, and policy sit with an independent expert council rather than with company leadership. Decisions are recorded and independently verifiable by anyone who cares to check.
Independent bias auditing is already law in one major market and phasing in across several others. Every date below is legislated and public.
| Jurisdiction | Requirement | Status |
|---|---|---|
| New York City | Local Law 144 — annual independent bias audit required for automated employment decision tools | In force · Jul 2023 |
| California | Civil Rights Council regulations governing automated-decision systems in employment under FEHA | In force · Oct 2025 |
| European Union | AI Act Article 50 — transparency and synthetic-content disclosure obligations | In force · Aug 2026 |
| Colorado | SB 26-189 — developer and deployer disclosure duties, three-year records, Attorney General enforcement | Effective Jan 2027 |
| European Union | AI Act — high-risk obligations for Annex III systems including employment, credit, and essential services | Effective Dec 2027 |
| European Union | AI Act — high-risk obligations for AI embedded in regulated products under Annex I | Effective Aug 2028 |
Liability is no longer theoretical. In Mobley v. Workday, a federal court preliminarily certified a nationwide collective under the Age Discrimination in Employment Act covering applicants aged 40 and over who were screened through the platform since 2020 — establishing that exposure can reach the technology vendor, not only the employer.
N.D. Cal. · Collective preliminarily certified May 2025 · Notice period closed March 2026
Authority for a verification standard cannot rest with the company that operates it. It rests with an independent council of recognized experts — no financial relationship with the organizations under assessment.
Three seats are held by nationally and internationally recognized practitioners in their disciplines. Two remain open.
Founding members shape the standard itself — the criteria, the thresholds, and the appeals process — before any of it is fixed. That authorship is not available again once the framework is set.
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