HR and recruitment technology
AI used in recruitment, screening or performance management attracts more scrutiny than almost any other commercial use. The EU framework names employment among its sensitive categories, several US states have moved on automated employment decisions, and buyers in this market ask about bias testing as a matter of routine. This is work that needs careful classification rather than a generic policy pack, and the jurisdiction-specific legal questions go to qualified counsel rather than being guessed at here.
When this usually becomes urgent
Governance work rarely starts from a general wish to be responsible. It starts from an event with a date on it. These are the ones that bring this business to us.
- A customer asked how you test for bias and what you found
- You sell into the EU or into a US state with an AI employment law
- A product decision depends on whether a use is high risk
- An enterprise buyer requires evidence of human oversight
Where this business usually starts
Not a bundle - three engagements that answer the triggers above, in the order they normally bite. Each is bought on its own, and the badge on every card says how much of the governance model that engagement actually covers rather than leaving you to guess.
HR and recruitment technology
Start with the trigger you already have.
Published ranges, a written scope with its exclusions named, and an honest view of whether the engagement is worth buying at all. Scoping the problem costs nothing.