Margins under pressure, data everywhere, and hiring AI now regulated as high-risk.

Finding candidates and roles across job boards and databases, extracting structured profiles from CVs, voice notes and documents with a confidence score on every field, scoring the fit in both directions with written reasoning, and attaching the contact who can act. A person in the loop wherever the law or your clients require one.

AI that screens applications, evaluates candidates, or decides on promotion, task allocation or performance is high-risk under the Act, and emotion recognition at work is prohibited. UK agencies placing into EU roles or working for EU clients are in scope. Classification, documentation, bias testing and human oversight, built into the systems and the bought tools you deploy.

Hiring surges and slumps, and the platform bill should move with it. Usage-priced services that scale automatically and cost almost nothing when idle, reserved capacity where load is predictable, and a monthly report of what each candidate processed actually cost.

CRM, ATS, inboxes, spreadsheets, job board exports and personal devices each hold a copy, so subject access requests take weeks, retention cannot be enforced, and a breach is wider than it should be. One governed record with the origin, every access, every use and the deletion date recorded.

The EU AI Act, UK data protection law and ISO 42001 all assume you know what AI you use and what data it runs on. Most recruitment businesses know neither. An inventory of built and bought AI, data consolidated enough to be governed, policy on who may use what for which decisions, and testing on a schedule, with the evidence produced by the systems.

Placement tracking, contractor timesheets, margin and commission calculations often sit in Excel alongside the CRM. Turned into systems that take the data once from the CRM and the finance system, with automation for the chasing and the reconciliation, one process at a time.

Extraction, matching in both directions and enrichment, with confidence scores and a person in the loop where the law requires.

Hiring AI is high-risk under the Act; classification, documentation, bias testing and oversight built in.

Right-sizing, reserved capacity and architecture changes that reduce the bill without reducing resilience.

Consolidating decentralised candidate data into a governed record with provenance, retention and access enforced.

Inventory, data foundations, policy and testing mapped to ISO 42001, starting from the candidate data.

Extraction, classification and routing for invoices, contracts, claims and correspondence, with human review where it matters.

The processes the business runs on Excel and email, turned into systems with automation, one at a time.

CV screening, candidate ranking and performance monitoring tools are high-risk under the EU AI Act, and one interview-scoring feature is banned outright. What a recruitment business or HR technology vendor has to build by December 2027, and why the commercial effect arrives sooner.