The EU AI hiring law guide, with our compliance status
A recruiter's guide to EU laws on AI in hiring — the AI Act, GDPR, deadlines, fines, and employer duties — plus a plain-English audit of where we stand ourselves.
Resume screening software is classified as high-risk AI under the EU AI Act (Annex III, point 4(a)), and GDPR already governs automated candidate scoring today. That's why screening is currently paused for EU and EEA visitors — and why we've now published exactly where we stand.
A guide to the law, not just our scorecard#
The EU AI hiring law page starts with the questions recruiters and hiring managers actually ask: is AI in recruitment legal in the EU (yes — regulated, not banned), which five bodies of law apply at once, what employers must do today versus from December 2, 2027, what non-compliance costs (up to €35M or 7% of turnover), and links to every official text on EUR-Lex so you can check our summary against the source.
An honest checklist, not a badge wall#
The new EU compliance page breaks every relevant requirement into three plain-English lists:
- In place today — a human makes every decision, every score carries a written rationale, and every applicant is judged against identical criteria.
- Partially in place — record-keeping, data deletion and retention, and transparency documentation exist but don't yet meet the full standard.
- Not yet — bias audits, blind screening, conformity assessment, EU database registration, EU data residency and more. No fine print, no hedging.
The timeline, updated#
The page also tracks the law itself: the Digital Omnibus on AI (Regulation (EU) 2026/1744) moved the high-risk deadline for hiring tools from August 2, 2026 to December 2, 2027, while GDPR — including the Article 22 limits on automated scoring — applies in full right now.
We'll update the page as roadmap items ship, so it doubles as a public changelog of our compliance work. If you're waiting for the EU relaunch, the availability page has the notify list.