Is HireVue compliant with the EU AI Act?
Short answer: it depends on how you use it. The Act does not certify tools as “compliant”. It classifies each use into a risk tier, and your obligations follow from there.
Used to screen, rank, or evaluate people, these tools can fall under Annex III(4), the high-risk category for employment. Used only for scheduling or templated outreach, the risk is usually lower.
What this means for you
If your organisation uses HireVue in the EU, you are a deployer. Inventory the system, write down what you use it for, and classify that use. Then handle the obligations that apply: AI literacy for everyone, transparency for customer-facing use, and the heavier high-risk duties only where an Annex III purpose is involved.
How Veillo classifies HireVue
Common ways this tool is used, and the tier each points to in Veillo’s catalog. Reviewed entries are checked by counsel; the rest are pending review.
- You use it to screen, rank, or score candidates, not only to schedule interviews.
- The output influences a real hiring decision about people in the EU.
- If a person decides and the tool only assists, the duties still apply but oversight is the focus.
How hr & recruiting tools tend to land
Typical use-case patterns in this category, and the tier each one points to. Your actual tier depends on how you use HireVue.
This page is general information, not a classification of your specific deployment, and not legal advice. Run the free diagnosis to classify your actual use of HireVue.
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