Make your recruitment-AI customer-ready and defensibly trustworthy.
Enterprise customers and public procurement increasingly demand demonstrable AI Act/GDPR compliance of your matching, screening or selection AI. We make that story sellable for sales, legal and product.
Why this matters now
Compliance is no longer a legal footnote. It is a sales blocker.
Your customers read Annex III of the AI Act. They ask questions your account executives cannot answer within an hour. And without an evidence pack, answers sound vague even when the product is technically sound.
Enterprise RFPs ask for AI Act mapping of your recruitment-AI, not a generic security questionnaire
Procurement, legal and DPOs at your customers expect a vendor due diligence pack they can hand over to their regulator or audit
Your customers' recruiters, hiring managers and end users need AI literacy (Article 4), and without evidence your customer is not compliant
Competitors with a stronger compliance narrative win deals you should have won on technical merit
What you get
An evidence pack so sales, legal, product and customer success tell the same story, backed by classification, gap analysis and demonstrable training.
- AI Act classification of your matching, screening, ranking, ad targeting, interview or assessment tooling
- Provider/deployer role allocation per workflow and per customer contract
- GDPR, bias, explainability and human oversight gap analysis
- Customer-facing Q&A and one-pager your account executives can send directly
- Vendor due diligence pack for customer DPO, procurement and legal
- Article 4 training for recruiters and hiring managers at your customers via LearnWize
- First evidence pack with improvement points, priorities and 30, 60, 90 day roadmap
Where this is sharp
Boutique approach for Dutch HR-tech vendors with 20 to 250 fte serving enterprise or public customers.
Matching and sourcing
AI-driven matching of candidates to vacancies on skills, experience, behaviour or potential. Annex III high-risk candidate.
Screening and ranking
Automated pre-selection, cv parsing, ranking of applicants or profiles. Direct AI Act, GDPR and bias risks.
Interview AI and notetaking
AI notetakers, structured interviewing, sentiment or competence analysis on interviews. Transparency requirements towards candidates.
Job advertising and targeting
Programmatic job advertising and audience targeting. Risk of excluding certain demographic groups.
Assessment and gaming
Game-based and predictive hiring assessments. Validation, bias and explainability are core requirements.
ATS, CRM and staffing platforms
Recruitment platforms with AI features embedded in workflows. Vendor must show where AI sits and what it does.
Three products, one evidence pack
Sprint for your recruitment-AI, sprint for your customers, or both.
HR-AI Risk & Evidence Sprint
AI usecase inventory, AI Act risk classification, GDPR/bias gap analysis and the first evidence pack for matching, screening and selection.
View scope and intakeArticle 4 Evidence Sprint
Role-specific AI literacy for your own team and/or for recruiters and hiring managers at your customers. Evidence log and certificates. Delivered on LearnWize.
View scope and intakeHR-AI Evidence Bundle
Both sprints in one integrated engagement. For vendors who want to close both product compliance and customer literacy in one go.
Discuss the bundleFrequently asked questions from HR-tech vendors
We already have security/ISO 27001. Is that not enough for customer questions?
No. Security and ISO 27001 cover information security, not AI Act classification, GDPR-specific risks, bias or human oversight. Enterprise customers with serious procurement and privacy functions explicitly ask for an AI-specific evidence pack.
We have an internal legal counsel. Why outsource this?
Many internal legal teams know the AI Act well but lack time to roll out classification, customer Q&A, training and evidence packs operationally. We deliver the evidence and templates, your counsel keeps overall control.
How does the Article 4 Evidence Sprint relate to our customers?
You can use LearnWize for your own team, or as a white-label or co-branded training track for recruiters and hiring managers at your customers. Both options build evidence logs your customers can use in their own audit.
What if high-risk rules only apply in 2027? Can this wait?
Two things cannot wait. Article 4 (AI literacy) has applied since February 2025. And enterprise customers are asking vendor questions now, regardless of the high-risk deadline. Not preparing means losing deals now.
How quickly can we start?
Intake within a week, kickoff within two weeks of agreement. The HR-AI Risk & Evidence Sprint delivers a first evidence pack within 2 weeks of kickoff.
Ready to make your recruitment-AI customer-ready?
In 30 minutes we map how your customers assess your AI, where the biggest gaps sit and which sprint fits. No sales pitch, no obligation.
Book vendor risk call