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Damon Chen

Conversational AI evangelism, education and careers

AI is rewriting how organisations hire and manage people — and without the right guardrails, innovation becomes exposure.

I help HR, Talent, and People leaders adopt AI safely, fairly, and legally. After a decade of independent practice, I am now the Head of Responsible AI and Industry Engagement at Warden AI, where we are building the global standard for independent AI auditing and assurance.

For nearly a decade I’ve supported the industry’s biggest shifts: starting with recruitment innovation (2015), building real AI/automation in practice (from 2019), and today leading AI governance & compliance so programmes stand up to regulators, clients and candidates.

What I deliver
• Governance & Compliance: EU AI Act readiness, ISO 42001 alignment, AI policy suites, bias & impact testing, board reporting.
• Readiness & Capability: Workforce AI diagnostics (genAssess) and leadership/team training (H.A.I.R.) to build safe, confident use.
• Evidence & Enablement: Procurement packs, audit trails, risk registers and practical guardrails embedded into HR workflows.

How I got here (one mission, five chapters)
• Recruitment is Awesome — recruitment operations automation (2015–2017)
• Luxatia / Global Conversational AI Summit — convening global leaders (2019–)
• PPLBOTS/Eunomia HR — boutique AI agency and governance & regulation advisory (2019–)
• genAssess — workforce AI readiness diagnostics (2024–)
• H.A.I.R. — training, content & community for responsible AI in HR (2022–)

If you want to move fast without breaking compliance, message me about a Governance Readiness Sprint or to book an exec briefing.

Trusted by HR/TA leaders and HR-tech vendors globally.
Testimonials: https://testimonial.to/martyn-redstone---ai-consulting-and-training-for-recruitment-and-hr/all

Martyn Redstone

On Tuesday this week, a class action suit was filed against Eightfold (attached to this post), which argues that if a vendor "assembles" external data to "evaluate" a candidate, they are a Consumer Reporting Agency (CRA). If this legal theory holds, it triggers an FCRA compliance crisis for more than just applicant ranking.

​We need to look at our entire stack. If you use any of the following, you need to ask your vendor about their FCRA status immediately:

​AI Sourcing & People Aggregators: Tools that scrape the web to build profiles of passive talent.
- ​The Risk: You are viewing "shadow profiles" (consumer reports) of people who never authorized you to background check them.

​AI Resume Fraud Detectors: Tools that flag "fake" candidates using IP checks and social scraping.
- ​The Risk: A "Fraud" flag is a definitive negative report on a consumer's character. "Auto-rejecting" based on this without a dispute process is a walking FCRA violation.

​Algorithmic Personality Assessments: AI that infers traits like "Grit" or "Agreeableness" from games or video.
- ​The Risk: The FCRA specifically regulates reports on "character" and "personal characteristics." These are consumer reports by definition.

​Enriched ATS Matching: The core Kistler claim.
- ​The Risk: Using "inferred skills" or "future potential" scores derived from data the candidate didn't provide.

​Simply, if your AI vendor tells you who to hire based on data the candidate didn't give you, you are likely procuring a Consumer Report. This means the compliance risk isn't just at the end of the process (adverse action), it’s at the very beginning. Are you unintentionally running unauthorised background checks on every candidate who enters your funnel?

Head of Responsible AI & Industry Engagement @ Warden AI | Ethical AI • AI Bias Audit • AI Policy • Workforce AI Literacy | UK • Europe • Middle East • Asia • ANZ • USA

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Damon Chen

Martyn Redstone

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The Battle

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Martyn Redstone

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Martyn Redstone's LinkedIn Performance

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