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Keith Sonderling, Commissioner of the EEOC, discusses the role of AI in the hiring process, the potential for technology to both reduce and scale bias, and how the EEOC approaches regulating these new tools by focusing on outcomes rather than the technology itself.

- Outcome-Based Regulation: The EEOC focuses on the results of AI-driven hiring processes, ensuring decisions are free from discrimination, regardless of the technology used.

- AI's Double-Edged Potential: While AI can help eliminate bias in hiring, it can also scale bias if not carefully managed, making it crucial for companies to monitor outcomes.

- Real-World Examples: Simple errors in tech, such as rejecting applicants based on age, highlight that issues often stem from poor business processes rather than the AI itself.