Is LinkedIn Recruiter AI 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 LinkedIn Recruiter AI 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 LinkedIn Recruiter AI
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.
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 LinkedIn Recruiter AI.
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 LinkedIn Recruiter AI.
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