AI Governance for HR Technology
Resume screening, candidate assessment, and performance management—with bias audit built in.
Fewer than 20% of European employers report compliance readiness for AI hiring tools. CleanAim® provides the infrastructure to prove your HR AI is fair, transparent, and compliant.
REGULATORY CONTEXT
The regulatory landscape
AI used for recruitment, candidate evaluation, promotion decisions, and workforce analytics is classified as high-risk under EU AI Act Annex III Category 4.
| Standard | Requirement | AI Challenge |
|---|---|---|
| Risk Management (Art. 9) | Assessment of hiring bias risks | 2 August 2026 deadline |
| Automatic Logging (Art. 12) | Complete audit trail of hiring decisions | 2 August 2026 deadline |
| Transparency (Art. 13) | Disclosure to candidates that AI is used | 2 August 2026 deadline |
| Human Oversight (Art. 14) | HR professional review, not rubber-stamping | 2 August 2026 deadline |
| Accuracy & Robustness (Art. 15) | Bias monitoring across protected groups | 2 August 2026 deadline |
Additional regulatory requirements:
EEOC 4/5ths Rule for adverse impact. NYC Local Law 144 bias audit requirements. GDPR Article 22 right to human review. Works council consultation obligations in many EU member states.
THE CHALLENGE
Your AI screening handles thousands of applications. Can you prove it's not discriminating?
HR AI creates unique compliance challenges that documentation alone cannot address.
The bias audit question
- Regulators and candidates will ask about disparate impact
- Do you have the infrastructure to answer—not just once, but continuously?
- NYC LL 144 requires annual bias audits; EU AI Act requires ongoing monitoring
The human oversight reality
- Recruiters review dozens of AI-screened candidates daily
- Are they meaningfully evaluating, or has automation bias made the AI's first cut the final cut?
- Article 14 requires proof of meaningful human review
The transparency requirement
- Candidates must be notified when AI is used
- What happens when they ask why they weren't selected?
- Works councils in EU countries require consultation and documentation
THE SOLUTION
Infrastructure-level compliance for HR AI
Continuous Bias Audit
Pre-deployment and ongoing bias monitoring that satisfies both EU AI Act and NYC LL 144 requirements.
- Selection rate analysis by protected group
- 4/5ths rule calculation with trend tracking
- Intersectional analysis (gender × ethnicity × age)
- Audit-ready reports for regulators and works councils
Human Oversight Verification
Prove recruiters actually review AI recommendations—not just click through.
- Engagement scoring for each recruiter
- Detection of rubber-stamping patterns
- Time-on-task monitoring for meaningful review
- Documentation that satisfies Article 14
Candidate Notification Generation
Automated, compliant notifications that AI is used in the hiring process.
- Configurable notification templates
- Delivery tracking and confirmation
- Language localization for EU markets
- GDPR-compliant consent management
Counterfactual Explanations
When candidates ask "why wasn't I selected?"—have an answer ready.
- Automated generation of selection factor summaries
- Deterministic replay of any screening decision
- Compliant adverse action documentation
- Customer service scripts for recruiter use
Works Council Documentation
Structured documentation for works council consultation requirements.
- Pre-built templates for common works council questions
- Impact assessment documentation
- Employee representative briefing materials
- Consultation process tracking
INTEGRATION
Built for HR infrastructure
ATS Integration
- Workday
- SAP SuccessFactors
- Oracle HCM
- Greenhouse
- Lever
- iCIMS
- Custom ATS via API
HRIS Integration
- Connect to HR Information Systems
- Comprehensive workforce analytics governance
- Employee data synchronization
Deployment Options
- BYOC: Runs in your cloud environment
- PrivateLink: Traffic never touches public internet
- BYOK: Your encryption keys
USE CASES
HR technology applications
Resume Screening
Automated candidate filtering with continuous bias audit, human oversight verification, and adverse impact monitoring.
Video Interview Assessment
AI-assisted interview analysis with transparency disclosures and deterministic replay for appeals.
Skill Assessment Scoring
Automated skill evaluation with per-demographic accuracy monitoring and human calibration verification.
Performance Management
AI-informed performance ratings with bias monitoring and manager oversight documentation.
Internal Mobility
AI-recommended internal candidates with fairness monitoring across employee populations.
Compensation Analysis
Pay equity AI with protected class monitoring and explainable recommendations.
FOR HR TECH VENDORS
The vendor opportunity
If you build HR AI tools, your customers will ask about EU AI Act compliance. They'll want evidence, not assurances.
CleanAim® provides compliance infrastructure your customers can rely on, audit documentation that travels with your product, and differentiation from competitors without governance infrastructure.
Ask about CleanAim® white-label deployment for HR tech vendors.
PROVEN ARCHITECTURE
Built on validated infrastructure
CleanAim's HR technology capabilities are built on the same architecture that powers our core platform—proven across 1.1 million lines of production code.
Capture rate
Transfer efficiency
Error reduction
Audit score
HR AI governance starts with infrastructure.
Learn how CleanAim® provides bias audit, works council documentation, and ATS integration.
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