⚠️ Not Legal Advice
This article provides boilerplate language you may adapt for your candidate-facing Privacy Policy or careers page. You must confirm with your legal team before publishing.
Option 1: GDPR-Compliant (Vendor-Neutral)
"As part of our recruitment process, we may use technology-assisted tools, including artificial intelligence (AI), to support our recruiters in reviewing resumes. These tools are provided by third-party service providers who process personal data on our behalf. Final hiring decisions are always made by our hiring team. You can learn more about how we handle your data, and your rights under GDPR, in our Privacy Policy."
Option 2: GDPR-Compliant (Naming HiPeople Explicitly)
"As part of our recruitment process, we use technology-assisted tools, including artificial intelligence (AI), to support our recruiters in reviewing resumes. For this purpose, we work with HiPeople GmbH, which processes applicant data on our behalf in line with GDPR requirements. Final hiring decisions are always made by our hiring team. You can learn more about how we handle your data, and your rights under GDPR, in our Privacy Policy."
Option 3: Candidate-Friendly / Reassuring (Neutral Wording)
"To give every applicant a fair chance, we use AI-powered tools to support our recruiters in reviewing applications. These tools help highlight relevant skills and experiences but do not make decisions. Every application is reviewed by a recruiter. Your rights under GDPR apply – please see our Privacy Policy for details or contact us with questions."
Guidance for Customers
If your legal team is conservative → use Option 2 (explicitly naming HiPeople).
If your legal team is comfortable with categories → Option 1 or 3 may suffice.
Always ensure your main Privacy Policy includes GDPR Article 13/14 disclosures: purpose of processing, lawful basis, categories of data, recipients (HiPeople or category), retention, rights, and supervisory authority.