Custom AI recruitment tools that screen CVs, match and shortlist candidates and automate sourcing — engineered for the EU AI Act, because hiring AI is high-risk. Not a black-box SaaS: you own the code.
Last updated: 11 June 2026
AI for recruitment automates CV screening, candidate matching, sourcing and interview scheduling so recruiters spend time on people, not paperwork. Crux Digits builds it custom and EU AI Act-compliant, with bias controls and human oversight baked in. Fixed prices: a €2,500 audit, a €20,000 proof of concept, production from €50,000.
Recruitment is full of repetitive, high-volume work that AI handles well — while a human stays in charge of every hiring decision. We map your agency or in-house talent process, then automate the tasks that drain your recruiters' hours, from first CV to signed offer.
This is the part most vendors skip. Under the EU AI Act, AI used to screen, filter or rank candidates for jobs is classified high-risk. That brings real obligations: bias and non-discrimination controls, transparency about how the system decides, logging, data governance and meaningful human oversight — a person, not the model, makes the hiring call. A black-box CV-screening SaaS gives you none of that visibility, yet you carry the liability. We build the opposite: custom systems where the matching logic is auditable, bias is tested and documented, and a recruiter reviews and can override every recommendation. You own the code and the audit trail — so you can prove compliance, not just claim it.
A quick view of how the everyday work maps to what the AI does and what your team gets back.
| Recruiting task | What the AI does | Outcome |
|---|---|---|
| Screening inbound CVs | Parses and ranks applicants against the role, with visible reasoning | Hours of manual screening cut to minutes; every candidate assessed consistently |
| Building a shortlist | Matches vacancy to your ATS and candidate database | Recruiters open a ranked shortlist instead of searching |
| Sourcing passive talent | Finds, enriches and deduplicates profiles, drafts outreach | More qualified pipeline without more manual sourcing |
| Interview coordination | Proposes slots and drafts summaries and feedback notes | Less admin, faster time-to-interview, a human still decides |
No open-ended day rates. Three fixed steps: a €2,500 AI audit to find the highest-value recruitment use case and confirm it can be built compliantly; a €20,000 proof of concept on your real vacancies and data; and production from €50,000 for the live, EU AI Act-ready system your team runs every day.
We work in three de-risked stages so you see value before committing to a build. Stage one is the audit (€2,500): we review your recruiting workflow, data and volumes and pick the use case with the best return. Stage two is the proof of concept (€20,000): a working model on your own CVs and vacancies, with bias testing and human-oversight design from day one. Stage three is production (from €50,000): we build, integrate with your ATS, and hand over documented, compliant code you own — no lock-in. Book the AI implementation conversation to start.
Fixed prices: €2,500 audit, €20,000 proof of concept, production from €50,000. The audit pins down the best use case and confirms it can be built to the EU AI Act, which matters more here than in most domains. You own the resulting code outright.
Yes, when built correctly — but it is explicitly high-risk. AI that screens or ranks candidates falls in the high-risk tier under Regulation (EU) 2024/1689, so it requires bias controls, transparency, logging and human oversight. A recruiter, not the model, must make every hiring decision.
In the Netherlands, very likely yes. Under the Works Councils Act (WOR, article 27), your ondernemingsraad holds a consent right over arrangements for personnel assessment and staff monitoring — which AI screening usually is. Involve them before the build, not after.
By testing for it and keeping a human in the decision. We check the model for discriminatory patterns, keep the matching logic auditable instead of black-box, document how it reaches a ranking, and ensure a recruiter reviews and can override every shortlist. Bias control is part of the build.
You own it — code, models and integrations. Unlike a black-box recruitment SaaS, we hand the system over, so there is no per-seat lock-in. That matters especially here: you also control the compliance evidence a regulator or candidate may ask for.
Yes. We build around your current ATS and candidate database rather than replacing them, so screening, matching and sourcing plug into the tools your recruiters already use. No migration, and no second system for the team to learn — adoption is usually the real bottleneck.
Start with a €2,500 audit: we find the highest-value use case for your team and confirm it can be built to the EU AI Act. Custom, compliant, and yours to own.
Book your AI audit