Using AI to screen CVs? That's high-risk under the EU AI Act.
AI recruitment tools — CV screening, video interview analysis, candidate scoring — are classified as high-risk under Annex III Domain 4. KlarvoEngine classifies your HR AI systems and generates the specific obligations you need to meet.
Classify your HR AI systemsHow KlarvoEngine classifies HR AI tools
| AI System | Classification |
|---|---|
| CV/Resume Screening | HIGH-RISK |
| Video Interview Analysis | HIGH-RISK + PROHIBITED |
| Performance Monitoring | HIGH-RISK |
| AI Redundancy Selection | HIGH-RISK |
| Chatbot for Candidate FAQs | LIMITED RISK |
| Interview Scheduling | MINIMAL RISK |
| AI Job Description Writer | LIMITED RISK |
| Employee Sentiment Analysis | PROHIBITED |
| Salary Benchmarking Tool | MINIMAL RISK |
What you must do — specifically
Human Oversight (Article 14)
All AI-assisted hiring decisions need meaningful human review. Document who reviews, how they intervene, and what training they've received.
Worker Notification (Article 26(7))
Inform workers' representatives BEFORE deploying AI. If using AI for existing employees, notification is mandatory — not optional.
Candidate Transparency
Job applicants must know AI is used. This isn't just good practice — it's Article 50(1) and GDPR Article 22.
FRIA (Article 27)
Fundamental Rights Impact Assessment is mandatory for high-risk employment AI. KlarvoEngine pre-fills this from your classification data.
Evidence Pack
Document everything: vendor due diligence, human oversight procedures, training records, FRIA. Klarvo generates this as a one-click export.
It's not just the AI Act
Employment AI sits at the intersection of multiple regulations. KlarvoEngine's industry framework accounts for all of them.
GDPR Article 22
Right not to be subject to solely automated decisions. Employment AI almost always requires human intervention.
Platform Workers Directive
Additional transparency requirements for algorithmic management. Came into force 2024.
National Employment Law
Works council consultation, collective agreements, and national anti-discrimination law may impose requirements beyond the AI Act.
Frequently Asked Questions
Is CV screening AI high-risk under the EU AI Act?
Yes. AI systems used for recruitment or selection of candidates, including CV filtering and automated screening, are classified as high-risk under Annex III Domain 4(a).
Do we need to tell candidates we use AI in hiring?
Yes. Under Article 26(7), if you use high-risk AI in employment contexts, you must inform workers. Additionally, Article 50 transparency requirements may apply for AI interactions.
What about AI interview tools?
AI used to assess candidates in interviews is high-risk. Video interview tools that analyze emotions or behaviour are particularly scrutinized — emotion recognition in the workplace is prohibited under Article 5(1)(f).
When do these obligations apply?
Most obligations apply from 2 August 2026. However, prohibited practices (including workplace emotion recognition) and AI literacy requirements applied from 2 February 2025.
Classify your HR AI systems before August 2, 2026.
KlarvoEngine classifies your recruitment and employment AI with article-level precision. Free to start.