How AI-ready is your HR?
10 questions, about 3 minutes. See right away where you stand, what is worth putting in order now, and what the AI Act means for your recruitment.
No e-mail address needed. An informational self-assessment, not legal advice.
10 questions, about 3 minutes
Always pick the answer closest to your situation today; where more than one is true, you can select several. No registration needed, and your answers never leave your browser.
An informational self-assessment, not legal advice. The AI Act data come from the text in force on EUR-Lex (checked on 4 November 2026).
What does the AI Act mean for recruitment?
The AI Act, the EU Regulation 2024/1689, does not ban AI in recruitment; it regulates it. If an AI system analyses and filters applications or evaluates candidates, it counts as a high-risk system (Annex III, point 4(a)). Whoever uses such a system, for example a recruiting company, is the deployer. The deployer has to:
Use it as intended
Use the system according to the vendor's instructions for use (Article 26(1)).
Human oversight
Assign it to a colleague who has the competence, training and authority for it (Article 26(2)).
Informing candidates
Inform candidates that a high-risk AI system helps in the decision about them (Article 26(11)).
The AI Act timeline
2 February 2025
In force: the prohibited practices, such as AI inferring emotions in the workplace (Article 5(1)(f)), and AI literacy: the deployer takes measures so that colleagues understand the AI they use (Article 4).
27 July 2026
Regulation 2026/1744 (Digital Omnibus) entered into force and moved the high-risk obligations to a later date.
2 December 2027
From this date the obligations for high-risk systems listed in Annex III apply, including AI used in recruitment.
Sources: Regulation (EU) 2024/1689; Regulation (EU) 2026/1744; EUR-Lex, checked on 4 November 2026.
No recruitment system like this yet? IntelliHR gives you one, with the job ads included.
If your current tools can't answer the questions above (who decides, on what basis, does the candidate know, where is the data), IntelliHR can. The recruitment system and the job ads are in one place, and you pay per position.
Built on the principles of the AI Act
The AI pre-screens and ranks with reasons; the recruiter decides. If a rejection is based on the AI's evaluation, the candidate can request a human review.
Job ads included
The AI writes the ad and publishes it from one campaign on Facebook and People24.
No monthly fee
You pay per position, when you recruit.
Nothing to install
It runs in the browser, and there is no set-up fee.
Data stays in the EU
We store the data in the AWS Frankfurt (EU) data centre, and the AI analysis also runs within the EU.
Frequently asked questions
What most people ask about the test and the AI Act
Another question? Request a demo and we will answer in person.
See it on your own position
Request a demo and we will show you how IntelliHR ranks your applicants, with reasons.