Shortlists you can defend, not just deliver
AI in hiring is high risk under the EU AI Act. Hubert makes every screening decision explainable, documented, and ready to stand behind.
Screening decisions are being questioned like never before
Regulation has arrived
The EU AI Act classifies AI in hiring as high risk. Transparency, documentation, human oversight, and auditability are now requirements.
Candidates expect answers
Anyone screened out can ask why. If your process cannot explain a decision, you are left defending a black box.
Audits look for evidence
Regulators, works councils, and legal teams ask how decisions were made. Defensibility means having the answer on record before anyone asks.
Four properties every defensible shortlist shares
A structured process
Every candidate gets the same interview: the same questions, in the same order, assessed on the same criteria. Consistency is the foundation of fairness.
Deterministic scoring
The same answer always receives the same score. No variation between runs, no drift over time, no decisions left to chance.
A complete audit trail
Criteria are defined before the first interview runs, and every score can be reconstructed after the fact. Feedback to candidates is specific and honest.
A human final decision
Hubert produces the shortlist and the evidence behind it. Your recruiters make the hiring decision, with full context in front of them.
"Hubert is simple, innovative, and responsible - exactly what Aleris stands for."
Frequently asked questions
What does legally defensible mean in hiring?+
Is AI in hiring allowed under the EU AI Act?+
Can candidates ask why they were not shortlisted?+
How is bias handled?+
Who makes the final hiring decision?+
Does Hubert comply with GDPR?+
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