Typical forEvery business that hiresRecruitment agenciesRetail and servicesManufacturing
AI on job applications. A human chooses. Names stay in the EU.
Let AI read 80 CVs and point out the ones that fit the role. GoalCube removes name, age, address and gender before the AI sees a thing – and makes sure a human decides on every candidate, with a reason you can show.
- Fair from the first readThe AI never sees name, age, address or gender – only experience and skills.
- A human decidesEvery candidate is decided by a person, one at a time, with a reason and a timestamp.
- Ready for 2 December 2027Recruitment is high-risk AI under the EU AI Act. Your AI inventory, staff notice and log are ready to go.
| Applicant | Born | Lives in | Experience (years) |
|---|---|---|---|
| Daniel Brennan | 1983-04-11 | Galway | 11 |
| Amira Haddad | 1996-09-23 | Cork | 3 |
| Michael Doyle | 1975-01-30 | Limerick | 18 |
| Julia Camilleri | 1990-06-14 | Mosta | 7 |
Application Daniel Brennan has run the warehouse at a wholesaler with 14 staff for 11 years. He holds a forklift licence and introduced barcode scanners. Tel. 087 214 3365.
| Applicant | Born | Lives in | Experience (years) |
|---|---|---|---|
| [PERSON_1] | 40–49 years | [STED] | 11 |
| [PERSON_2] | 30–39 years | [STED] | 3 |
| [PERSON_3] | 50–59 years | [STED] | 18 |
| [PERSON_4] | 30–39 years | [STED] | 7 |
Application [PERSON_1] has run the warehouse at a wholesaler with 14 staff for 11 years. The person holds a forklift licence and introduced barcode scanners. Tel. [TELEFON_5].
Daniel Brennan and Michael Doyle meet the requirements for management experience and a forklift licence and should be invited. Amira Haddad has 3 years' experience against the 5 required, but has led a team during peak season. Julia Camilleri has no forklift licence. A human makes the decision.
[PERSON_1] and [PERSON_3] meet the requirements for management experience and a forklift licence and should be invited. [PERSON_2] has 3 years' experience against the 5 required, but has led a team during peak season. [PERSON_4] has no forklift licence. A human makes the decision.
Fictitious data. Point at a name or a pseudonym to see what belongs together.
What can you use AI for?
Choose a task. GoalCube works out the risk under the EU AI Act with fixed rules and tells you what to do.
Low risk. Approved automatically. Tip: ask the AI to remove words that put certain applicants off.
Low risk, as long as the AI decides nothing. GoalCube adds the names on your side, not in the AI.
Recruitment is listed in Annex III of the EU AI Act. A human confirms the use before the AI gets any data, and decides on every candidate (Articles 14 and 26 AI Act; Article 22 GDPR).
Emotion recognition in the workplace is banned under Article 5 AI Act. GoalCube won't help with it.
Needs a clear purpose and may only cover what is relevant to the job. The applicant must be told (Article 14 GDPR).
The example is simplified. In GoalCube you answer a few questions, and the classification follows fixed rules.
What the law says
Recruitment is high-risk
AI used to screen applications or assess candidates is listed in Annex III of the EU AI Act. The rules for you as a deployer (a business that uses AI) apply from 2 December 2027.
Annex III, point 4(a), AI Act
A human must decide
Applicants have the right not to be rejected by a machine alone. That already applies today.
Article 22 GDPR
Applicants must be told
Say in the job ad or the acknowledgement email that you use AI to help read applications, and that a human decides.
Article 13 GDPR; Article 26(11) AI Act
Age and gender must not decide
Discrimination on grounds of age, gender or ethnic origin is unlawful – also when an AI does it. Remove those details before the AI sees them.
EU equal treatment directives 2000/43/EC, 2000/78/EC and 2006/54/EC
Short and simplified. GoalCube helps you follow the rules; it is not legal advice.
Who gets an interview? A human decides.
The AI has read the applications without names. Now you decide on each candidate – approve the recommendation, choose a different outcome or ask for more information.
Case facts
Daniel Brennan
- Experience
- 11 years, including as manager
- Forklift licence
- Yes
- From the application
- Has managed 14 staff and introduced barcode scanners.
The AI’s recommendation
Invite to interview
Reasoning: 11 years as warehouse manager and holds a forklift licence.
The AI is unsure about:
Audit log
- Decisions are saved here with the time and a timestamp.
Your staff keep working. GoalCube keeps track of the rest.
Low risk is approved automatically under fixed rules. Anything that needs a human lands on This week’s list – typically around 5 minutes a week.
Read the 64 applications for warehouse manager, and find the ones that meet the requirements.
Five applicants meet every requirement and three come close. I've sent the recommendations to GoalCube, where you decide on each candidate.
4 awaiting a human · approx. 5 minutes
Waiting for you
- Decide on 5 candidates for warehouse managerRecruitment · AI has made a recommendation
- Confirm new use: CV screeningHigh risk · a human must confirm
Approved automatically
- Summary of customer enquiriesLow risk · approved automatically on Monday
- Overview of supplier contractsLow risk · approved automatically on Tuesday
What you need
Start free with the overview. Add protection when you want to use AI on real data.
AI Map
Map
0 € per month
- AI inventory and AI policy
- Training with proof
- Deadlines, templates and report
Data Vault
Map and protect
from 9 € per month
- Everything in AI Map
- AI on your data, data stays in the EU
- Secret terms and documents
Data Vault + Human Decision
GoalCube for HR
from 15 € per month
- Everything in Data Vault
- A person decides on cases about people
- Passkey, log and timestamps
See all prices All prices are per month and exclude VAT. Pay yearly and get 2 months free. Prices apply from launch, which we expect in November 2026.
Questions and answers
Can we use ChatGPT to screen CVs?
It can be lawful, but it's high-risk under the EU AI Act, and GDPR requires a human to decide. Remove name, age and gender before the AI reads the CV, record the use, and let a person decide on every candidate. That's exactly what GoalCube does.
When do the high-risk rules for recruitment apply?
Following the Digital Omnibus on AI, the rules for high-risk AI in Annex III apply from 2 December 2027. The ban on emotion recognition and the AI literacy requirement already apply – and so does GDPR.
Do applicants need to know we use AI?
Yes. GDPR says you must tell people how you process their data, and the EU AI Act says people affected by a decision made with high-risk AI must be informed. GoalCube has a ready-made text.
Can the AI reject applicants automatically?
No, not without a human. A decision based solely on automated processing that significantly affects the person is generally not allowed (Article 22 GDPR). In GoalCube, a human decides on every candidate.
What about CVs as PDFs?
Upload the CVs to GoalCube. The text is read on GoalCube's server in the EU, names and contact details are replaced with codes, and the file itself isn't stored.
Read more
- AI in practice
AI in recruitment: What is allowed when AI reads CVs and applications?
2 min readAI for CV screening is high-risk under the AI Act, and GDPR requires a human decision. The rules, and what a fair hiring process with AI looks like.
- The EU AI Act explained
When is AI high-risk? Annex III explained for ordinary businesses
3 min readRecruitment, HR decisions, credit, insurance and education are high-risk under the AI Act. See the list, the exceptions and what to do from December 2027.
- GDPR and AI
How do we show that a human made the decision? GDPR Article 22 and AI
6 min readUsing AI on applicants or staff? A human must really decide. What GDPR Article 22 on automated decision-making and the EU AI Act require – and how to prove it.
- GDPR and AI
Pseudonymisation or anonymisation – what's the difference, and what does GDPR require?
2 min readPseudonymisation vs anonymisation: pseudonymised data is still personal data; anonymous data is not. The 2025 EU court ruling, and what it means for AI.
Other solutions for employees
Ready to use AI on applicant data?
We expect to launch in November 2026. Join the waitlist and we’ll let you know when you can get started.