What changes for enterprise hiring
Enterprise hiring today
- Thousands of CVs screened on self-reported keywords — the ATS ranks claims, not proof.
- AI screening tools you can't explain to a works council or an auditor.
- Every vendor is another data-processing agreement and another place your candidates' data lives.
- Compliance, talent and engineering each see a different slice — no shared source of truth.
With InTransparency
- Candidates ranked on evidence-backed skills extracted from real academic work, with an audit trail.
- Explainable scoring built for the EU AI Act — every match decision is inspectable.
- EU-hosted, one processor, data-minimised — a single DPA instead of a vendor sprawl.
- One shared, verifiable profile that talent, compliance and engineering all read the same way.
AI search
Describe the role. Get candidates ranked on verified work.
Search in plain language — the AI reads verified projects, endorsements and coursework, and ranks candidates on evidence, not CV keywords.
Discovery before they apply
Describe what you're looking for in natural language; InTransparency returns a shortlist of verified candidates ready to contact — including those who haven't applied to your posting yet.
What that means in practice: Smart Search at /demo/ai-search · search by skills extracted by AI from real projects.
See it in actionSkills extracted from artifacts, not parsed from CVs
An ATS analyzes the CV it receives and tries to guess at skills. InTransparency analyzes GitHub code, theses, projects, design files — the artifacts that actually prove a candidate can do the work.
What that means in practice: Skills mapped to ESCO v1.2 taxonomy · optional professor endorsement as bonus signal.
See it in actionAI Act provider, not just deployer
Running candidate-evaluation AI internally makes you the high-risk deployer (Annex III §4) — you have to document, audit, supervise. Route decisions through InTransparency and we're the registered provider. You keep control, we absorb the compliance load.
What that means in practice: Public model registry at /algorithm-registry · audit log · bias tests on record.
See it in actionYour internal AI can call us as a tool
Running a Claude-powered recruiting copilot in-house? Import our OpenAPI spec into your agent framework. Every candidate lookup returns verified evidence your copilot can cite.
What that means in practice: MCP + OpenAPI 3.1 + scoped API keys (read, watchlist, webhook, write).
See it in actionEU sovereignty + data residency
All storage in EU Central. GDPR-compliant sub-processors (Vercel, Neon, Cloudflare R2). DPIA + DPA available on request. Your data never leaves the EU.
What that means in practice: Full compliance matrix at /eu-compliance — 17 standards with deployed endpoints.
See it in actionAnd yes, we feed your existing ATS too
Already running Greenhouse or Lever? Verified shortlists can land in your ATS — candidates arrive as pre-screened applications. Your workflow doesn't change, just the quality of the inputs. But this is the smaller story: the real value is in the discovery + evidence above.
What that means in practice: Webhook events: match.created, credential.issued, stage.completed. See /integrations/agents.
See it in actionWho signs off
Head of Talent Acquisition
Cuts screening load without adding an unexplainable black box — and can defend every step of the funnel.
Compliance & Data Protection
Gets EU hosting, data minimisation and an AI Act–ready audit log instead of a new risk to sign off on.
Engineering / Hiring Managers
Reads the candidate's actual code and project evidence before the first interview, not a keyword-matched CV.
Is your hiring pay-transparency ready?
The EU directive is in force. Run a 2-minute readiness check — get your gaps and an action plan.
How an enterprise deal typically works
- Procurement sends us their standard vendor questionnaire. We return it with our procurement page attached plus any gap answers.
- IT/security reviews our compliance matrix (17 EU standards with deployed endpoints) and the sub-processor list.
- 30-day pilot: your recruiters use the platform directly — free for up to 5 seats. See whether discovery of pre-verified candidates actually lifts quality of hire and time-to-shortlist.
- If the pilot lands: choose between native InTransparency workflow, ATS bridge into Greenhouse/Lever/Workday, or both. Per-seat or consumption-based pricing — your call.
- Multi-year framework agreement optional for organizations with annual procurement cycles.
Verified talent that plugs into your ATS — and your compliance
Enterprise hiring is volume, audit, and integration. Pre-verified candidates flow into your ATS, matching is explainable and AI-Act-conformant, and diversity data exports straight into your ESG report.
Pre-verified candidates pushed to Greenhouse, Lever, Workday or SmartRecruiters. Keep your workflow, add a verified signal.
No black-box ranking: every match is justified. Aligned to the AI Act, Annex III for employment use.
Every search and decision is logged — ready for legal, the DPO, and internal review.
Exportable diversity reporting, ESG-report-ready, not hand-built in Excel.
Your req needs 15 pre-screened grads in your ATS with an audit trail. Push them from InTransparency and keep your process.