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The EU AI Act classifies recruitment AI systems as high-risk, requiring transparency, explainability, and human oversight. Hirify is designed to meet these requirements from the ground up — every AI recommendation is sourced from interview evidence, every output is traceable to a specific exchange, and humans remain in control of all decisions. This page explains what the AI Act means for your team and how Hirify helps you comply.

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High-Risk Classification

Under the EU AI Act (Article 6, Annex III), AI systems used in recruitment and employment contexts are classified as high-risk. This applies to tools that assist in screening, evaluating, or ranking candidates — including AI-powered interview analysis platforms like Hirify. High-risk classification means that both the AI vendor and the deploying organisation (your recruitment team) must ensure:
  • Transparency to candidates — individuals must be informed when AI systems are used to assess them.
  • Explainable outputs — AI-generated assessments must be traceable and understandable, not black-box scores.
  • Human oversight before any decision is made — no AI output should directly determine a hiring outcome without a human reviewing it first.
  • Logging and auditability — the system must maintain records of AI-generated outputs sufficient to support post-hoc review and regulatory inquiry.
The AI Act’s high-risk provisions for hiring tools apply from August 2026. Hirify is designed to be compliant from day one, so your team is ahead of the deadline rather than scrambling to catch up.

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How Hirify Complies

Hirify’s product architecture directly addresses each high-risk requirement:
  • No opaque scoring — Hirify does not produce unexplained scores or rankings. Every structured data point in a candidate profile is linked to the interview quote or exchange that generated it. You can always see why a field was populated.
  • No automated decisions — Hirify surfaces structured information and AI-generated summaries as inputs to recruiter judgment. The platform does not automatically advance, reject, or rank candidates. Every consequential action requires a human to act.
  • Full audit trail — all enrichments are timestamped, attributed to the interviewer, and tied to a specific interview session. If a candidate or regulator asks what data was generated and when, you have a complete record.
  • Candidate transparency — candidates can request to see all data Hirify holds about them via rgpd@hirify.fr. This right is aligned with both the AI Act’s transparency requirements and GDPR Article 15.

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What This Means for Your Team

The AI Act places obligations on deployers of high-risk AI systems — not just vendors. Here is what that means in practice for your recruitment team: Inform candidates about AI use. Before using Hirify to analyse an interview, tell the candidate that AI will be used to structure and enrich their profile. This can be included in your interview confirmation email or stated at the start of the call. See the GDPR page for recommended candidate-facing language. Keep Hirify outputs as inputs to human judgment. Use Hirify’s structured profiles, summaries, and competency assessments as one input among several when evaluating candidates. Do not treat an AI-generated profile as a final or binding assessment. Maintain interview records for audit purposes. Hirify logs all AI-generated enrichments automatically. Ensure that your team does not delete interview sessions that relate to active or recent recruitment decisions, as these records may be required in the event of a candidate challenge or regulatory audit. Document your use of AI in your HR processes. As a deployer of a high-risk AI system, your organisation should update its internal data governance documentation to reflect Hirify’s use in recruitment. This supports compliance with AI Act Article 26 obligations for deployers.
Add a one-line reference to Hirify’s AI-assisted structuring in your standard candidate privacy notice. Something like: “We use Hirify, an AI-assisted tool, to structure interview notes and enrich candidate profiles. All assessments are reviewed by a human recruiter before any decision is made.”