Does your company use AI-powered HR software? As the business deploying these tools, you are the deployer under the EU AI Act — and deployer obligations are your responsibility, not the software vendor's. These guides explain exactly what you need to do for each tool.
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Start free assessment →AI video interview analysis triggers Annex III Category 4. Candidate disclosure, human oversight, and log retention required.
Read guide →Workday Recruiting and Skills Cloud are high-risk. HCM payroll and scheduling are not. Know which features apply.
Read guide →AI Scoring and Interview Intelligence are high-risk. Job posting and scheduling automation are not.
Read guide →AI Recommendations, Spotlights, and skills matching are high-risk. The upstream AI challenge explained.
Read guide →Article 50 transparency disclosure required by 2 Aug 2026. Ready-to-use disclosure templates included.
Read guide →US, UK, or Indian company? 5 questions to determine whether the EU AI Act applies to you under Article 2(1)(c).
Check scope →Recruiting AI, Opportunity Marketplace, and Workforce Analytics are high-risk. Enterprise deployer obligations explained.
Read guide →SMB-focused guide. Smart Recommendations and candidate scoring are high-risk. 5 steps for growing companies.
Read guide →Emotion inference in the workplace prohibited since Feb 2025. Urgent legal review recommended for current users.
Read guide →Risk depends on use case, not feature name. Sales scoring = low risk. HR or credit use cases = high risk.
Read guide →Recruiting AI, Dynamic Skills, and performance AI are high-risk. Dynamic Skills triggers worker notification for all EU employees.
Read guide →Productivity use = Article 50 disclosure. HR decision use = high-risk. Same tool, different obligations by context.
Read guide →AI Recruiting and Skills-Based Hiring are high-risk. Digital Assistant chatbot needs Article 50 disclosure separately.
Read guide →SmartAssistant candidate matching is high-risk. GDPR compliance alone does not satisfy EU AI Act obligations.
Read guide →Staffing agencies using Bullhorn AI are the deployer — not the client employer. Obligations cannot be transferred downstream.
Read guide →Eightfold infers career potential beyond stated skills. Explainability obligations intensify compared to simpler ATS tools.
Read guide →Olivia is both an Art.50 chatbot AND Annex III high-risk screening AI. Two separate compliance obligations apply.
Read guide →Answer Bot and messaging bots need Art.50 disclosure. Escalates to high-risk if used for credit, benefits, or HR decisions.
Read guide →Succession planning and talent mobility AI are high-risk. Learning content recommendations are lower risk. Module-by-module guide.
Read guide →Beamery assesses pipeline candidates passively before they apply. Disclosure must reach pipeline members, not just applicants.
Read guide →Legacy Taleo has limited AI. Oracle Recruiting Cloud AI features are high-risk. Check which modules are active before migrating.
Read guide →When you use a third-party AI tool in HR, you are the deployer under the EU AI Act. This means:
The software vendor (HireVue, Workday, etc.) is the provider — they handle CE marking, Annex IV documentation, and EU registration of the system. You handle the deployment side.