Security & Compliance
Built for Companies Where
Data Privacy Isn't Optional
AI supports the assessment. A human recruiter reviews shortlist evidence, and your team owns the hiring decision.
Overview
An agency model built around accountable AI
Recruo is a recruitment agency that uses AI agents to screen and interview engineering candidates — and keeps a human recruiter accountable for every shortlist. The AI drafts assessment evidence; a recruiter reviews the shortlist before client handoff. Your team retains the hiring decision.
This page describes the recruitment workflow. For a procurement review, confirm the current data-processing terms, controls and responsibilities for your engagement with our team.
Privacy questions
Confirm data-processing responsibilities, candidate notices and the terms for your engagement.
Security review
Ask for the hosting, access and security controls relevant to your interview setup before sharing live candidate data.
AI disclosure
Our interview demo introduces the AI interviewer before the candidate starts the technical conversation.
Candidate questions
Candidates can contact us about their assessment and privacy requests.
Recruiter review
A human recruiter reviews the shortlist and supporting evidence before client handoff.
Retention terms
Confirm retention, deletion and transfer arrangements for the agreed recruitment workflow.
Questions about security or compliance? Contact us about security & compliance
Data protection
How candidate and client data is handled
Candidate information
Recruitment uses CVs, interview responses and assessment notes. Keep the information shared with a hiring team relevant to the agreed role.
Responsibilities and terms
Before live candidate data is shared, confirm who controls each processing activity, whether a DPA is needed, and which service providers are involved.
Retention and requests
Confirm the applicable retention and deletion terms for the engagement. Candidates can contact us about access, correction or deletion requests using the contact below.
Hosting and transfers
Ask for the hosting locations, subprocessors and transfer arrangements that apply to your engagement. A location or specific security certification is not guaranteed by this overview.
The full detail, including legal bases and cookie usage, lives in our privacy policy.
AI compliance
Human oversight in the recruitment workflow
The EU AI Act identifies employment-related uses among its high-risk categories. The applicable classification and obligations depend on the system and its use; recruiter review alone does not establish compliance.
Our interview demo shows candidates being told that the interviewer is AI. The resulting report provides evidence for recruiter review. Confirm notices, review responsibilities and data-processing terms for your workflow.
For the current regulatory scope and implementation dates, consult the European Commission guidance. This page does not claim an AI Act certification or transfer the employer's responsibilities to Recruo.
Evidence alongside scores
The interview report includes answers, assessment notes and a recommendation for recruiter review.
Recruiter review
A human recruiter reviews the shortlist and supporting evidence before it reaches the client.
Client decision
Your hiring team runs its agreed interview stages and owns the hiring decision.
Questions and escalation
Raise concerns about an assessment with the recruiter so the evidence and next step can be reviewed.
Candidate rights
Questions and requests about your data
Candidates can ask about the information used in their assessment and raise privacy requests. The available rights and any exceptions depend on the applicable law and processing context.
Ask what personal information is used in the recruitment process
Request access to your personal data
Ask to correct inaccurate information
Request deletion or restriction where applicable
Raise concerns about an assessment and request human review
Contact us about your privacy rights and the applicable process
Use the contact below for a privacy request. Include enough context to identify the recruitment engagement; avoid sending unnecessary sensitive data.
Security practices
What the recruitment workflow supports
These process features help recruiters assess evidence. Ask for the technical controls and contractual scope relevant to your engagement:
The interview demo shows an AI introduction and a consent step before the technical conversation.
AI reports support recruiter review of the shortlist and its supporting evidence.
Session-integrity signals are prompts for review, not proof of cheating.
Secure Browser availability and controls depend on the agreed interview setup.
Contact
Security & privacy questions
Questions about security, GDPR, the EU AI Act, DPAs, or a data subject request go to [email protected] — our contact for security and privacy questions. If your security review needs detail beyond this page, ask: we'll tell you exactly what is in place and what is not.
Integration trust
Evaluation integrations still need auditability.
API and MCP access should keep candidate data controls, human review, and auditable scorecard evidence visible in the workflow, rather than turning hiring decisions into an opaque automation step.
Your next senior hire
shouldn't take 6 weeks.
Meet finalists who have passed your agreed technical and soft-skill assessments. Standard: 18% total, with $2,000 credited at launch and the balance when your hire starts.