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Workday reports 356 million job applications submitted on its platform in 2024. That is not a count of unique people, AI-screened applications, or proven victims. Applicants suing the company allege its recruiting tools disadvantaged them. Workday denies discrimination and says its AI does not automatically reject candidates or make hiring decisions. This investigation follows the difference between a human making the final hiring decision and software affecting which candidates get seen. It examines the preliminary age-discrimination collective, the May discovery ruling, and three later-produced internal bias reports that led the court to extend the certification schedule. The public scheduling order does not reveal those reports' findings. The litigation remains unresolved; certification is not a discrimination verdict. Watch the companion Short: https://youtube.com/shorts/XmsHkYAmrzQ Watch next: Your Next Boss Is an AI - And It Just Got Sued: https://www.youtube.com/watch?v=8-XgZF5ypH8 When a hiring tool influences who gets seen, who should explain that influence to the applicant-the employer, the software maker, or both? Subscribe for sourced investigations into how big technology affects your work, privacy, and bills. New investigations every Monday, Wednesday and Friday. CHAPTERS 00:00 The Workday hiring gate 00:20 What 356 million actually counts 00:34 Applicants allege discrimination 00:51 What Candidate Skills Match shows 01:10 Customers choose the tools 01:22 Two different legal routes 01:46 What the May discovery ruling did 02:02 Three reports change the schedule 02:20 The truth bomb: procedure versus proof 02:51 Continue the workplace investigation SOURCES Workday platform data: https://www.workday.com/en-us/perspectives/hr/how-hr-leaders-can-thrive-complicated-job-market.html Workday's response: https://blog.workday.com/en-gb/how-workday-builds-ai-puts-people-first.html Workday Candidate Skills Match documentation: https://doc.workday.com/admin-guide/en-us/human-capital-management/recruiting/candidates/candidate-skills-match/bmj1604095304483.html May 2025 preliminary collective order: https://cases.justia.com/federal/district-courts/california/candce/3%3A2023cv00770/408645/128/0.pdf May 2026 discovery order: https://www.govinfo.gov/content/pkg/USCOURTS-cand-3_23-cv-00770/pdf/USCOURTS-cand-3_23-cv-00770-16.pdf July 2026 schedule order: https://caselaw.findlaw.com/court/us-dis-crt-n-d-cal/239454.html September motion coverage: https://www.mlexwatch.com/employment-authority/discrimination/articles/2525611/workers-look-to-lock-in-sweeping-workday-ai-bias-class- Visuals include custom AI-generated illustrative reconstructions and metaphors; they do not depict actual applicants, courtroom proceedings, proprietary software internals, or report findings. Narration uses the channel's approved original synthetic voice. Listen to The Silicon Valley Thirst Trap Podcast: https://svthirsttrap.substack.com/ #Workday #AIHiring #TechAccountability

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