European Compliance
Hiring in Europe operates under a complex and evolving layer of obligations — GDPR, works council co-determination, EU AI Act, and country-specific disclosure requirements. These constraints must be designed into TA operating models from the start.
European enterprise hiring is not just subject to more regulation than North American hiring. It is subject to structurally different regulation — co-determination rights that give works councils genuine influence over hiring processes and technology, GDPR data minimisation requirements that constrain what you can collect and retain, and an AI regulatory framework that classifies hiring AI as high-risk.
Organisations that design their TA operating models without these constraints in scope consistently encounter them later — as a blocker to technology deployment, a works council objection to a process change, or a GDPR compliance review that requires re-engineering what was already built.
SeasideHR brings this knowledge from ten years of operating inside European enterprise TA environments. We design compliance into the operating model, not around it.
What we do
Works council engagement design
Design the co-determination process for TA technology deployments — what requires works council agreement, what requires information and consultation, and how to structure the engagement.
GDPR-compliant process design
Design candidate data flows, retention schedules, and process documentation that meet GDPR requirements — including lawful basis, data minimisation, and candidate rights.
EU AI Act compliance for TA
Inventory, classify, and govern AI use in hiring under the EU AI Act high-risk framework — from footprint audit to governance documentation.
Cross-jurisdiction operating model design
Design TA operating models that function across multiple European jurisdictions — accounting for country-specific requirements without creating unnecessary complexity.