GOFINDME · Category

HR, People & Talent

AI in HR carries specific compliance weight in Europe. GDPR's provisions on automated decision-making — particularly Article 22, which restricts decisions based solely on automated processing that produce legal or similarly significant effects — apply directly to AI-powered hiring tools, performance assessment platforms, and workforce analytics that inform promotion or termination decisions.

The tools in this category are European HR technology companies that have built people operations software with this regulatory context embedded. They emerged from German, French, and Nordic markets where works council requirements and labour law place different constraints on what HR software can do with employee data than US-default platforms are built to handle.

2 tools in this category

EU-origin

Maki People Paris-based pre-hire assessment platform. Candidates complete logic tests, situational judgement tasks, and job simulations before your team sees a single CV — outputting a ranked shortlist with per-competency scores. 500+ tests; integrates with Greenhouse, Lever, and Workday. EU AI Act high-risk classification for recruitment AI applies.

High riskEU dataAPI

EU-origin

Personio Germany's leading HR platform for German and European SMBs and mid-market. Covers recruiting, onboarding, payroll, absence, and performance in one system. €270M+ raised; ISO 27001, SOC 2; EU-only data. AI-assisted recruiting places it under EU AI Act high-risk classification — a live case study in how HR software absorbs new compliance obligations at product level.

High riskEU dataISO 27001API

Newsline · Related reading

Category primer

AI in European HR: what Article 22 means for your people tools

Coming to the Newsline

Regulatory context

Works councils, GDPR, and AI hiring tools: the compliance picture in Germany and France

Coming to the Newsline