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ARTICLE · 18 AUGUST 2026

Harper v. Sirius XM: The Real Implications Of Using AI Hiring Tools

Metz Lewis Brodman Must O'Keefe
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A federal lawsuit against Sirius XM alleges that its AI-powered applicant screening tool discriminates against African American job seekers by using data points like zip codes and school history as proxies for race. The case tests whether employers can be held liable under Title VII when algorithmic hiring systems produce discriminatory outcomes, even when using seemingly neutral criteria.

United StatesEmployment and HR
Neva Stotler
Neva Stotler
Anna Truckley
Anna Truckley

This post follows up on last week’s discussion of the use of artificial intelligence in hiring.

As artificial intelligence becomes a fixture in the recruiting and hiring process, employers who rely on algorithmic screening tools are facing a new wave of scrutiny — and a pending case out of the Eastern District of Michigan is one to watch closely.

In Harper v. Sirius XM Radio, LLC, No. 2:25-cv-12403 (E.D. Mich.), plaintiff Arshon Harper alleges that Sirius XM’s use of its AI application screening tool (called, “iCIMS”) discriminated against him on the basis of race. Harper claims he applied to roughly 150 positions with Sirius XM over several years and was rejected for each one despite arguably being qualified for many of them.

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