About Sigmund

Sigmund provides scientifically validated psychometric assessments designed with fairness and transparency as foundational principles. Our platform offers:

• Full bias audit documentation with annual third-party validation
• Multi-method assessment batteries (cognitive + personality + SJT) to reduce adverse impact
• Transparent scoring models with explainable AI outputs
• Continuous bias monitoring dashboards for HR teams
• EU AI Act compliant with full conformity documentation
• Candidate accommodations including extra time, screen reader support, and language options

👉 Explore Sigmund's fair assessment platform

Internal Links

⬜ - AI in Psychometric Testing 2026

⬜ - Psychometric Testing Legal Compliance: UK & US Guide (draft — pending publication)

⬜ - Skills-Based Hiring Assessment Tools: Complete Guide 2026 (draft — pending publication)

⬜ - Graduate Recruitment Assessments (draft — pending publication)

⬜ - Pros and Cons of Psychometric Testing in Recruitment (draft — pending publication)

⬜ - Complete Guide to Psychometric Testing for Recruitment

Sources

• Schmidt, F.L. & Hunter, J.E. (1998, updated 2024). The validity and utility of selection methods in personnel psychology.
• EEOC (2023). The Americans with Disabilities Act and the Use of Software, Algorithms, and Artificial Intelligence.
• Callaham, S. (2026). "Why Hiring Systems Will Be Stress-Tested In 2026." Forbes.
• Fisher Phillips LLP (2026). "Why You Need to Care About AI Bias in 2026."
• EU AI Act (2024, phased enforcement 2026-2027).
• Uniform Guidelines on Employee Selection Procedures (UGESP), 1978 (enforcement guidance updated 2024).
• Ployhart, R.E. et al. (2024). Multi-method assessment and adverse impact meta-analysis.
• New York City Local Law 144 (2023, enforced 2024).
• Mobley v. Workday, Inc. (2024-2026) — ongoing class action.

Last updated: May 2026. This guide should not be construed as legal advice. Consult qualified employment counsel for specific compliance requirements applicable to your organization.