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Governance Engine · Compliance
Transparent, fair, and legally compliant.
Every step is documented, sensitive to discrimination, and GDPR-compliant. Where technology plays a role, the decision remains with a human – as also required by the EU AI Act.
The Governance Engine is the compliance framework behind our Augmented Recruiting: Every step of the selection is documented, sensitive to discrimination, and GDPR-compliant. Where technology plays a role, the decision remains with a human – just as the EU AI Act requires for recruiting.
Four Guarantees
What your compliance relies on
Documented Process
Who was evaluated, when, and based on what criteria? Every step is transparently recorded.
GDPR-compliant
Applicant data is processed for specific purposes, minimally and transparently – with clear deletion deadlines.
Sensitive to Discrimination
Suitability for the role is what's assessed. The process is designed for fairness (including the Equal Treatment Act).
Human Oversight
No automatic screening: The final decision is made by a human (Human-on-the-Loop).
The Difference
Data as Autopilot vs. as Compass
Why human oversight is not a hindrance but a prerequisite for fair recruiting.
Data as Autopilot
- Automatic screening without review
- Criteria remain hidden
- Bias is reproduced unnoticed
- Legally challenging (AI Act: High-risk)
Data as Compass (voccess)
- Pre-selection with disclosed criteria
- Every step documented
- Human reviews and decides
- GDPR and AI Act compliant
Note: This page describes our process and does not replace legal advice. For a specific legal assessment of your case, please seek expert advice.
Frequently asked questions about Governance.
How we keep recruiting transparent, fair, and legally secure.
AI that participates in the selection or ranking of applications is considered a high-risk system. This requires transparency, documentation, and effective human oversight. Our process is designed precisely for this: technology supports, a human decides.
We collect only what is necessary for the specific position, process data for specific purposes with documentation, and adhere to clear deletion deadlines. Candidates retain control over their data.
Data reflects the past – when used uncritically, it reinforces existing patterns. That’s why we use data as a compass, not as an autopilot: criteria are disclosed, and the selection is reviewed and justified by a human.
Yes. Upon request, we make the selection process and the rationale for the shortlist transparent – an advantage for your own compliance and accountability.
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