AI Disclosure & Transparency

Blockchain4Talent designs its AI-supported recruitment and matching features with the requirements of Regulation (EU) 2024/1689 (the EU AI Act) in mind. AI systems used in employment, recruitment, screening or evaluation of candidates may qualify as high-risk AI systems under Annex III of the AI Act, depending on how they are used by the deploying organisation.

This page describes the AI-supported features we provide, how they should be used, and how we work to reduce risks for candidates, companies and recruiters.

AI-generated summaries, match scores and chatbot responses are labelled in the interface as AI-generated or AI-assisted, so users can clearly distinguish them from information entered by humans.

Our AI features work on the data that candidates, companies and recruiters provide to the platform: profile information, uploaded CVs, job descriptions, search queries and chat messages. We do not scrape unverified external sources to build candidate profiles.

Where third-party AI processors are used to deliver specific features (for example, language-model providers for parsing or summarisation), this is done under contractual safeguards. User-submitted profiles and chat logs are not used to train public third-party AI models.

Match scores, summaries and recommendations are indicative. They reflect the AI’s estimate of relevance based on the information available, and they can be incomplete or inaccurate. They are not predictions of job performance, personality or suitability, and they do not represent a final assessment of a candidate.

Our platform is built so that human users keep meaningful control over decisions:

Candidates can view and edit the information that feeds into the AI features through their profile. If you believe an AI-generated output (such as a match score or summary) is significantly inaccurate or unfair, you can contact us at compliance@blockchain4talent.com to request a human review. You also retain your statutory rights under the GDPR, including the right to object to profiling based on legitimate interests.

Companies and recruiters that use Blockchain4Talent must not rely solely on AI-generated match scores when assessing candidates. AI output should be used as one input among others, in combination with human judgement, interviews and the candidate’s own information.

Employers and recruiters remain responsible for their own recruitment practices, including compliance with applicable employment, equal-treatment and data-protection laws, and for any deployment-specific obligations they may have under the EU AI Act.

We are aware that AI systems used in recruitment can produce biased or discriminatory outcomes if not carefully designed. We work to reduce the risk of discriminatory outcomes by limiting the features that feed into matching, focusing on skills and experience, avoiding sensitive attributes as inputs where possible, and reviewing our models and data sources over time.

Inputs and outputs of AI features are logged for security, debugging and quality purposes, and to support investigation of issues. If we identify a serious malfunction or incident involving our AI features that could have a significant impact on individuals, we will take appropriate action and, where applicable, notify the relevant competent authority (such as the Dutch Rijksinspectie Digitale Infrastructuur).