Whether hiring AI is high-risk depends on the task it performs. The AI may be a feature inside an HR platform, or a general-purpose chatbot that a recruiter uses to summarise CVs, compare applicants with a job description, or suggest who should advance. Each use affects the hiring decision differently. Classification therefore starts with the specific use. Employers and recruitment firms need to define that use, understand how it affects selection, and tell candidates which uses are permitted...

AI-specific due diligence adds AI questions to the standard vendor review. It checks how an AI feature works, what data it uses, which systems and suppliers it depends on, and how the organization plans to use it. The review connects four records: the vendor, the software, the AI feature, and its intended use. One product may contain several AI features, and the same feature may carry different risks in different business processes. Review scope | AI-specific questions | Questions and risks |...

A customer asking an AI vendor to “comply with the EU AI Act” is asking the vendor to follow the law. The request does not explain which duties belong to the vendor and which belong to the customer. That answer depends on each party's role for a specific AI system and on how the system is used. For an applicant-scoring service, the HR technology company is generally the provider and the employer using the scores is generally the deployer. Applicant scoring is named on the Act's high-risk list...