Compliance for recruitment agencies using AI.
HR and hiring AI is classified high-risk under the EU AI Act. If you screen, rank, or match candidates, you need the full pack — ready before 2 August 2026.
Why this matters
Recruitment AI sits squarely in the high-risk tier.
Candidate screening, CV parsing, and ranking tools fall under EU AI Act Annex III high-risk classification.
Article 26 deployer obligations apply: human oversight, impact assessment, record-keeping.
UK GDPR Article 22 automated decision-making rules tighten the documentation burden further.
Recommended packs
The two tiers most recruitment businesses need.
Clear pricing. 14-day refund.
Professional
For recruiters using AI in screening, sourcing, or candidate communications.
- AI Acceptable Use Policy
- AI Literacy Policy
- Article 50 Transparency Disclosures
- Human Oversight SOP
- AI Incident Response Procedure
- Vendor AI Risk Register
High-Risk Ready
For agencies running AI-driven screening, ranking, or matching — full Annex III deployer pack.
- Everything in Professional
- Fundamental Rights Impact Assessment
- Risk Management Plan
- Conformity Self-Assessment Checklist
FAQ
Common questions for recruitment.
Does this apply if we only use AI for CV parsing, not final decisions?
Yes. The EU AI Act classifies any AI system used in recruitment workflows as high-risk, even if a human makes the final call.
What if we use tools like LinkedIn Recruiter or HireVue?
You’re a deployer under the Act. You hold Article 26 obligations regardless of who built the tool.
How does this interact with UK GDPR?
UK GDPR Article 22 covers the data protection side; the EU AI Act covers the AI governance side. You need both.
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