Intervues · Trust
Recruitment AI sits in regulated territory worldwide. We document what exists in the product today, what deployers must still own, and what certifications or audits are roadmap — without claiming compliance we have not achieved.
Recruitment AI is named under Annex III of the EU AI Act, with high-risk obligations binding from 2 August 2026. Intervues supplies technical documentation, logging, and human-oversight hooks a deployer needs for their own fundamental-rights impact assessment — every score cited to a timestamp and quote.
We are not claiming CE marking or a completed EU conformity assessment. Deployers remain responsible for their deployment context.
This page is product and policy information, not legal advice. Consult qualified counsel for your jurisdiction and use case.
Automated employment decision tools in NYC require annual bias audits for covered uses. Intervues has not completed an independent NYC LL144 audit. Underlying score distributions and calibration parameters are designed to support a future audit — see bias audit and NYC Local Law 144 glossary.
Hiring data in India may fall under the Digital Personal Data Protection Act and related rules. We process session data per our privacy policy and will publish India-specific DPA terms as the hiring suite matures.
We do not claim GDPR certification or that Intervues alone makes you compliant. Where GDPR applies, deployers are typically controllers for hiring decisions; Intervues processes data to deliver the interview and report. A DPA is available on request for pilots.
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Compliance depends on your deployment, lawful basis, and subprocessors — not a badge we put on a marketing page. We provide documentation and deletion controls; your counsel assesses fit for your entity.
We provide cited scoring, logging hooks, and technical documentation intended to support a deployer's fundamental-rights impact assessment — not a finished FRIA written for you.
Related: Pricing · Interview engine · Hiring teams