Core Insights - The lawsuit Mobley v. Workday, Inc. challenges the AI-driven applicant tracking system (ATS) for allegedly discriminating against older job applicants [3][4] - This case could set a precedent for holding algorithms accountable for discriminatory practices, potentially redefining the responsibilities of HR technology [4] Summary by Sections - **Lawsuit Overview** - A job seeker claims to have faced over a hundred rejections from companies using Workday's recruiting platform, asserting that the ATS disproportionately filters out older candidates [3] - **Legal Developments** - A federal court has allowed the case to proceed, granting conditional certification under the Age Discrimination in Employment Act, indicating the potential for a class action lawsuit [4] - **Industry Implications** - The possibility of an algorithm being deemed discriminatory has raised concerns within the HR tech sector, shifting the perception of such software from neutral tools to potential liabilities [4]