Hiring with AI in a Complex Legal Landscape
Expert insights on navigating AI compliance in hiring. Three perspectives. One actionable framework for TA leaders at mid-sized to enterprise organizations.
Legal ViewEU AI Act, GDPR, US state laws
Compliance ViewBias auditing and monitoring
Operator ViewEnterprise deployment playbookKey Insights
Three perspectives, one framework
Explore the essential takeaways from each expert — legal, compliance, and operator — and apply them to your vendor selection and AI governance processes.
Dr. Max von Schonfeld
AI Legal Expert, LR 29
AI compliance is a stack, not a checklist
Like a tech stack, legal compliance involves multiple layers: AI regulation (EU AI Act), data privacy (GDPR), and anti-discrimination laws. Each layer has distinct requirements that vary by jurisdiction.
HR AI systems are classified as high-risk
The EU AI Act explicitly classifies AI systems used for recruitment and candidate evaluation as high-risk, requiring detailed technical documentation, human oversight, data quality assurance, risk management, and explainability.
Pick a standard, ideally the highest
You'll never be fully compliant with every standard in every country — it's operationally not feasible. Choose one benchmark (like the AI Act for AI regulation, GDPR for data protection) and align your process and vendor selection against it.
US regulation is patchwork but expanding
No federal AI law exists yet, but NYC Local Law 144 requires annual bias audits, Illinois has an AI Video Interview Act, and California's CPRA adds further requirements. Non-compliance fines of $500-$1,500 per breach can add up quickly at scale.
Regulatory Landscape
Know your compliance stack
AI compliance in hiring spans three pillars: AI regulation, data privacy, and anti-discrimination. Click each framework to explore specific requirements.
Implementation Framework
The operator playbook
A six-step framework for deploying AI in hiring — based on Nikos Botsikis' proven approach at Metlan Energy across 41 countries.
Step 01
Define rules before tools
Before evaluating any vendor, clearly define where AI is allowed and where it is not in your hiring process. This means aligning with internal stakeholders — legal, compliance, audit, data privacy, and IT — to establish boundaries before a single sales conversation.
Your action item
Map out your hiring workflow. Mark each stage as AI-eligible or human-only. Get sign-off from all relevant stakeholders.
Myth vs. Reality
Busting common AI hiring myths
Our panel tackled the most persistent misconceptions that keep TA leaders from confidently adopting AI.
Actionable Toolkit
Vendor evaluation checklist
Use this interactive checklist in your next vendor conversation. Derived directly from the panel's recommendations.
Bias & Fairness
Transparency & Explainability
Human Oversight
Data & Privacy
Compliance & Documentation
AI Compliance Readiness Score
7 questions. 2 minutes. Find out where you stand on AI compliance in hiring.
Where do you primarily hire?
Select all regions where you recruit candidates.(Select all that apply)
The Panel
Meet the experts
Four perspectives covering the full spectrum -- from legal theory to enterprise deployment reality.
Jakob Gillmann
Co-founder, HiPeople
Hosts the webinar and moderates the panel. HiPeople builds reliable and compliant AI tools for TA and HR teams, working with hundreds of organizations including the NFL, On Running, Fujifilm, and Zapier.
"The cooker pressure setup of business appetite for AI versus regulatory constraints is what we call AI anxiety."
Dr. Max von Schonfeld
AI Legal Expert, LR29
SaaS, data, and AI lawyer specializing in the intersection of technology regulation and business operations. LR29 is a law firm focused on AI and data compliance.
"AI compliance isn't just one law and a checklist -- it's a stack, comparable to a tech stack."
Jeff Pole
Co-founder & CEO, Warden AI
Leads Warden AI, a new type of company that audits and monitors AI systems for compliance with regulations around bias, discrimination, and safety. Essentially 'safety testing for AI.'
"Ask the vendor how they would defend themselves -- or you -- in a discrimination lawsuit."
Nikos Bozikis
Head of Global TA, Metlen Energy & Metals
Leads talent acquisition across 41 countries for a 6,500-person organization. Has deployed AI in hiring for 3+ years, from scheduling to CV screening and references.
"Regulation is not slowing adoption. It's separating deployable AI from experimental AI."
Ready to explore compliant AI in your hiring process?
See how HiPeople helps TA teams at organizations like the NFL, On Running, and Zapier increase hiring efficiency while staying compliant with EU and US regulations.
Externally Audited
Third-party bias audits by Warden AI for transparent compliance
800+ Hours Saved
Real-world efficiency gains from compliant AI deployment
Human in the Loop
AI provides signals. Your team makes every final decision.