AI in Talent Acquisition
AI is being deployed across every layer of talent acquisition — sourcing, screening, assessment, scheduling, analytics. Most organisations are using AI they did not consciously choose.
Vendor-embedded features, default-on capabilities, and post-launch product updates mean that most TA functions are running AI that was never formally evaluated, documented, or governed. That exposure is growing — and the EU AI Act classifies hiring AI as high-risk.
SeasideHR maps the full AI footprint across your stack, identifies what is active and what decisions it influences, designs the human oversight processes that make AI use defensible, and builds governance frameworks that hold up to regulatory scrutiny and internal audit.
We apply this discipline equally to organisations building an AI-first TA function from scratch and to those discovering, after the fact, what has been running in the background.
What we do
AI footprint audit
Inventory every active AI feature across your ATS, CRM, sourcing tools, and assessment platforms — including vendor-embedded capabilities you may not have explicitly enabled.
Human-in-the-loop process design
Design the specific checkpoints, escalation paths, and documentation requirements that put meaningful human judgment in the loop — not just a rubber-stamp approval step.
Governance framework build
Produce the policy, process documentation, and accountability structures that make AI use in hiring defensible — internally, externally, and under regulatory review.
Regulatory alignment
Map your AI footprint against the EU AI Act (Annex III high-risk classification), GDPR, and applicable national laws. Identify gaps and produce a remediation roadmap.