Your recruiting AI, approved by your lawyers.
The AI Act high-risk framework and GDPR aren't a checkbox here. They're the architecture.
Recruiting AI is high-risk. With us, it doesn't hurt.
Under the EU AI Act, AI in hiring is a high-risk system with hard obligations. Partnerd was built inside that regime from day one — not retrofitted to survive it.
A human decides. By design.
AI is advisory only. It never auto-rejects, auto-hires or auto-advances. Article 14 human oversight isn't a setting you can switch off — it's how the product works.
Score 84 · strong on B2B sales. I'd suggest an interview.
Every AI decision, traceable
Each inference is logged with its prompt version, model, redacted input and output (Art. 12). A recruiter — or an auditor — can see exactly what happened.
Right to explanation, in one click
A candidate asks why? Nerdy drafts a plain-language explanation from the decision log, a human reviews it, it ships — with the raw inferences attached. Competitors do this manually, through a lawyer.
“A human recruiter made the decision. AI gave only an advisory score, with no protected characteristics…”
The candidate controls their own data
Self-service DSAR: access, rectification, erasure — from the candidate's own account, identity-verified, on a 30-day SLA. GDPR Art. 15/16/17, without a ticket queue.
Security built as a product
EU data residency. Row-level security forced on every table. Tamper-resistant audit trail. Signed, short-lived URLs. Not an add-on — a foundation.
Full AI Act conformity checklist available at the demo.