Using AI for recruitment? It's about to be regulated.
The EU AI Act classifies AI in recruitment as high-risk (Annex III, point 4). From August 2, 2026, strict requirements on transparency, human oversight and documentation apply. Worktube was built for this from day one.
Deadline
August 2, 2026
When high-risk AI requirements take effect. Applies to everyone using AI to screen, assess or rank candidates.
What does the AI Act require of your recruitment?
AI-powered recruitment is classified as high-risk. These are the key requirements and how Worktube meets them.
Human-in-the-loop oversight (art. 14)
A human with real influence must make the final hiring decision. AI can screen, rank and recommend, but never reject or select alone.
The Worktube agent screens, ranks and recommends, but always concludes with 'the final decision is yours'. Human approval is enforced in code.
Transparency and information duty (art. 13 + 26)
Candidates must know AI is used in the process, what it does, and by what criteria. The logic must be explainable.
Candidates see the interview is agent-driven, get access to the result (transcript + assessment), and all criteria are anchored in an open scorecard.
Logging and traceability (art. 12 + 19)
All AI assessments must be logged and retained for at least 6 months. The system must document why it recommended what it did.
Every agent interview is stored with full transcript, BARS scoring with evidence citations, and structured recommendations. Logs are available for audit.
Non-discrimination and bias testing (art. 10)
The system must be tested for systematic bias on protected characteristics (gender, age, ethnicity). Training data must be representative and fair.
Worktube uses structured interviews with identical questions for all (the strongest bias reduction according to research). Protected characteristics are actively ignored in code.
Data minimisation and purpose limitation (GDPR art. 5 + 22)
Only necessary data is collected. Automated decisions without human intervention are prohibited. Candidates have the right to an explanation.
Worktube anonymises candidates to the employer agent. Data is deleted after the agreed period. The agent never makes the final decision.
Quality management and risk assessment (art. 9 + 17)
The provider must have a quality management system and conduct risk assessment for the system.
Worktube is built on evidence-based methodology (Sackett et al. 2022) with BARS scoring, structured interviews, and legal guardrails hardcoded into the system prompt.
Why this is urgent
Most companies already use AI in recruitment, whether they realise it or not. CV screening with AI, chatbots answering candidates, algorithmic ranking of applicants. All of this is now high-risk use under the EU AI Act.
Norway is bound through the EEA Agreement. Implementation is delayed (expected 2027-2028 for full Norwegian law), but ECJ case law and Data Protection Authority guidance mean the requirements apply in practice now. Companies that wait risk fines of up to EUR 35 million or 7% of global turnover.
The smartest move right now is to switch to a recruitment tool that's already built for compliance. Worktube is the only Norwegian tool designed for the AI Act from the ground up.
Frequently asked questions
Does the AI Act apply to Norwegian companies?
Yes. Norway is bound via the EEA Agreement. The EU AI Act takes effect on August 2, 2026 for high-risk use (including recruitment). Full Norwegian implementation is expected 2027-2028, but the principles apply in practice now through GDPR art. 22 and Data Protection Authority guidance.
What counts as 'high-risk use' in recruitment?
Any use of AI to screen, assess, rank or filter candidates. Also AI that writes job ads with implicit requirements (e.g. 'young and dynamic') can be problematic. Annex III, point 4 covers 'employment, workers management and access to self-employment'.
Can I still use AI for recruitment?
Absolutely. The AI Act doesn't ban AI in recruitment, it sets requirements for how it's used. Structured interviews, human oversight, transparency and logging. Worktube meets all of these.
What do I risk if I'm not compliant?
Fines of up to EUR 35 million or 7% of global turnover (whichever is higher). Plus: reputational damage, discrimination lawsuits and loss of candidate trust.
What does it cost to become compliant with Worktube?
NOK 99 per month per user. First month free. Worktube is built for the AI Act from day one, so there's nothing you need to configure or install.
Get compliant before the deadline.
Start with Worktube today. First month free, and you're AI Act compliant from your first interview.