HR AI Risk & Evidence Sprint
Make AI in matching, screening and selection customer-ready, explainable and demonstrably controlled. In 2 weeks we map your recruitment AI within agreed scope and deliver a first evidence pack for leadership, legal, product, recruitment and customers.
Tailored to HR/recruitment AI. The timeline starts after kickoff and scope freeze. Add Article 4 evidence via LearnWize in the HR-AI Evidence Bundle.
Why this sprint
Recruitment AI directly affects people’s opportunities.
Matching, screening, ranking, job targeting, interview support and candidate assessment can trigger AI Act, GDPR, bias and transparency expectations. The question is not only whether it is allowed, but whether you can explain and evidence it.
Who this is for
HR tech and recruitmenttech vendors
ATS, matching, screening, assessment, job ads, interview AI and recruiter agents that need to reassure enterprise customers with a credible AI story.
Recruitment operators and staffing
Staffing companies, MSPs and recruitment operators that want efficiency without underestimating candidate data, bias, explainability and customer trust.
Large employers with high-volume recruitment
Organizations with many applicants, multiple tools and reputational exposure around selection, matching or candidate communication.
What you get
How the sprint works
Scope and workflow map
We select 1 to 3 recruitment AI workflows: for example matching, CV screening, job ads, interview notes or candidate assessment.
Classification and gap check
We assess the workflows against AI Act Annex III, GDPR, bias, transparency, human oversight and candidate communication.
Evidence pack and roadmap
You receive a first evidence dossier with findings, risks, missing evidence, practical templates and priorities.
Leadership debrief
We translate the outcome into decisions: what should product, legal, recruitment, customer teams or HR adjust first?
Afterwards you can better answer
Which recruitment AI do we use and in which workflows?
Which systems may be high-risk under the AI Act?
Where is human oversight and where is it too weak?
How do we inform candidates about AI use?
Which data, bias and GDPR risks need attention first?
Which training and evidence do recruiters, hiring managers and product teams need?
Make the evidence people-ready too
This sprint covers the recruitment AI workflows. Add the Article 4 Evidence Sprint via LearnWize when recruiters, hiring managers, HR, legal/compliance or product teams also need role-based training and evidence.
Four service terms
Fixed scopeFixed scope
The deliverables we agree are the deliverables we ship. No loose advisory hours or scope drift afterwards.
Delivery agreement after scope freeze
If the sprint runs late due to our execution, we finish the agreed deliverables without extra project costs.
One-time review round
If an internal reviewer raises reasonable questions about structure, completeness or explainability, we incorporate that feedback once within scope.
No vendor lock-in
All documents, templates and evidence are yours. No hidden licences or dependency on us after the sprint.
Frequently asked questions
Is this only for recruitment software companies?
No. The sharpest first audience is HR tech and recruitmenttech, but the sprint also fits staffing, recruitment operators and employers with high-volume recruitment.
Is this a certificate?
No. We do not sell a certificate or absolute compliance promise. You get a first evidence pack: classification, gaps, templates, improvement route and substantiation within agreed scope.
Why not wait until 2027?
Because customers, candidates, leadership and internal reviewers already ask questions. Evidence also takes time: workflows, documentation, training and human oversight need to work in practice.
How does this relate to LearnWize?
Embed AI delivers the governance and evidence sprint. LearnWize is the training and evidence layer when recruiters, hiring managers and product teams need role-based Article 4 evidence.
Start with the HR AI Risk Check
Leave organization, role, urgency and biggest concern. We use the intake to determine whether a short risk check, the Readiness Sprint or the Compliance Bundle makes sense.