One of Derek Mobley’s rejection emails arrived at 1:50 in the morning, less than an hour after he applied through Workday. His lawsuit has since grown into a nationwide age-discrimination collective involving Workday’s AI hiring tools.

Workday says its software doesn’t make hiring decisions. Employers do. But the court allowed plaintiffs to continue arguing that Workday can still be liable when its tools screen and rank applicants.

The bigger fight is over evidence. Plaintiffs were denied access to Workday’s bias-testing data and customer applicant records, while Workday’s internal bias audit remains protected from disclosure. The case has also expanded to include HiredScore and claims involving gender, race, and disability.

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All content is commentary and opinion based on publicly available documents, interviews, and verifiable sources. References to “scams,” “grifts,” or related terms reflect our editorial opinion, not legal conclusions. Anyone featured who believes a statement is inaccurate may contact us.

CHAPTERS

00:00 Mobley v. Workday: Who’s Liable When AI Rejects You?

01:00 The Judge Blocks Workday’s Bias-Testing Data

02:52 Derek Mobley’s 50-Minute Rejection

05:06 Workday’s Defense: “We Just Make the Tool”

06:52 Age Discrimination Claims Expand the Case

09:24 HiredScore Gets Pulled Into the Lawsuit

11:44 What Workday Has to Hand Over

13:52 Workday’s Bias Audit Stays Out of Reach