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NJ Supreme Court upholds police FRT disclosure requirement. Biometric source code excluded from discovery materials Jun 25, 2026, 4:26 pm EDT Chris Burt New Jersey Supreme Court has unanimously ruled that law enforcement in the state must disclose its use of facial recognition during investigations as part of the discovery process in court proceedings. The decision partly sides with the state though, in excluding proprietary information like the source code of the facial recognition software used from the discovery demands. The ruling in State v. Miles (via Thomson Reuters) partially reverses the decision by a state appellate court that relied on an interpretation of State v. Arteaga that State Supreme Court Justice Lee Solomon Fasciale described as overly "mechanical" in allowing the demand for source code as part of discovery. The court ruled in Arteaga that police were obligated to disclose 13 pieces of information about the facial recognition system used by detectives before laying charges, which the appellate court took as precedence in Miles. "Such discovery cannot be reduced to a rigid thirteen-item checklist; a defendant's entitlement varies depending on the specifics of the case," writes Fasciale. In Miles' case, New Jersey police must disclose the facial recognition software and data they used before they charged him with first-degree murder, along with how they used it. "Metrics of performance" are included, and Arteaga asked for (and was granted) NIST FRVT results as one of the 13 points, but the key items are the biometric software's name and developer, what reference database was used, all versions of the probe image used and the match candidates returned. Some of this information was already provided by the prosecution after lower court decisions. Miles' case had attracted the support of the ACLU, the Innocence Project and the EFF. Article topics. Latest biometrics news. Jun 25, 2026, 4:32 pm EDT New survey data from KPMG shows a majority of banking executives preparing for AI to cause major disruptions to established... Jun 25, 2026, 2:30 pm EDT Jun 25, 2026, 2:22 pm EDT Omada has launched a new identity governance product designed to give European organizations full control over where and how their... Jun 25, 2026, 1:33 pm EDT A new fraud protection capability for live interviews of employment candidates on Zoom introduced by Brighthire uses signals and proprietary... Jun 25, 2026, 1:26 pm EDT Colombia's policy to integrate Venezuelan migrants is a model in how biometric systems and long-term planning can contribute to inclusion... Jun 25, 2026, 1:17 pm EDT Thailand is pushing digital identity forward with a physical gathering centered on talks and cooperation advancing digital trust. Thailand's Electronic...

Connect BrightHire to the rest of your hiring workflow. By Joe Stych · June 17, 2026 An interview isn't one task. Now that BrightHire connects with Zapier, teams can automate more of the work around it. Before an interview starts, the team needs the right candidate, position, and schedule records in place. After it ends, the team needs the notes, transcript, summary, tasks, and updates to reach the tools where decisions happen. BrightHire captures the interview intelligence: recordings, transcripts, notes, questions, and conversation analytics. With the new BrightHire integration on Zapier, recruiting teams can connect the work around that valuable interview context to the rest of their hiring stack. Before the interview, Zapier can create BrightHire candidates, positions, and scheduled interviews from upstream workflow events. That work might start when a new role is approved, a candidate fills out a form, a recruiter adds a row to a hiring tracker, or a coordinator requests an interview from another tool. After the interview, Zapier can trigger follow-up when a BrightHire interview completes. Teams can notify the hiring team, create follow-up tasks, pull interview details into a doc, send the context through AI tools, or ask AI by Zapier to summarize key themes before a debrief. Four workflows are especially useful for recruiting teams: * Create BrightHire records from upstream workflows. Create candidates, positions, and scheduled interviews in BrightHire when the work starts somewhere else: a form submission, a hiring tracker, an approved role, a recruiting intake workflow, or another tool your team already uses. * Notify the hiring team when an interview completes. Send a Slack or email update when a BrightHire interview ends so recruiters and hiring managers know the interview context is ready. You can also route the interview details through AI tools for scoring, summaries, or review prep. * Turn interview details into follow-up work. Create tasks, reminders, docs, or AI summaries from BrightHire interview details so the next step does not depend on someone copying and pasting after the call. * Keep recruiting operations moving. Find scheduled interviews, find completed interview details, or use API Request (Beta) for custom workflows when teams need more flexibility. How Zapier's own Talent team uses it. Zapier's Talent team got tired of manual interview prep, so they built an agent to do it for them. They connected four tools, Ashby, BrightHire, Google Docs, and Slack, into an agent that fires the moment a candidate hits the final stage. It pulls every interview transcript, finds the gaps, and lands a tailored prep packet in Slack before the interviewer logs in. No engineer, no IT ticket, no code. That is the work around the interview: prior interview intelligence from BrightHire, shaped into prep for the next conversation. Interview intelligence matters more when the hiring process moves with it. With BrightHire and Zapier, teams can keep the work before and after the interview connected. Get productivity tips delivered straight to your inbox Zapier Inc.'ll email you 1-3 times per week - and never share your information. mentioned apps