Responsible AI Statement
Virkla uses artificial intelligence to help recruiting teams work more efficiently and more fairly. We are committed to using AI in ways that are transparent, explainable, human-supervised, and continuously evaluated for unintended consequences. Virkla does not use employer or candidate data to train or fine-tune its AI models. This statement describes our principles and how they are implemented in the platform.
Our principles
We hold ourselves to six core principles in every AI feature we build and operate:
- Transparency: users can always see where AI has been applied and what output it produced
- Explainability: AI outputs are accompanied by reasoning that makes them interpretable — not just a score
- Human oversight: every AI-assisted step has a human decision point — AI prioritises and summarises, humans decide
- Fairness by design: AI features are designed and tested to reduce, not amplify, bias in hiring outcomes
- Data minimisation: AI models are trained and operated using the minimum data necessary for the task
- Accountability: we maintain an audit trail of AI interactions and take responsibility for the impact of our systems
How AI is used in Virkla
AI features in Virkla are applied at specific, defined points in the hiring workflow. They do not operate autonomously or make binding decisions.
- AI Score Matching: scores candidates against role-specific criteria defined by the recruiter. Produces a ranked shortlist, not a hire or reject decision. Scores are visible, overridable, and tied to specific criteria
- AI Debias — job posting analysis: scans job descriptions for language patterns associated with reduced candidate pool diversity. Flags items for human review; does not automatically edit content
- AI Debias — blind CV screening: removes personal identifiers from CV display during early pipeline stages when activated by the recruiter per role
- AI summarisation: generates short summaries of candidate profiles and evaluation notes to reduce reading time. Summaries are always shown alongside the full source material
Bias monitoring and mitigation
We take the risk of algorithmic bias in hiring seriously. Our approach is ongoing, not a one-time evaluation.
- AI scoring models are evaluated for disparate impact across demographic categories during development and after deployment
- We monitor for model behaviour drift over time and re-evaluate when input data distributions change significantly
- Blind CV features are designed to reduce the influence of identity-correlated signals in early screening
- We do not use protected characteristics as model inputs or scoring factors
- Customers can request a bias impact report for their AI-assisted hiring process
Human oversight requirements
Virkla is designed to comply with GDPR Article 22, which restricts solely automated decisions that significantly affect individuals. All hiring decisions on the Virkla platform are made by humans.
- No candidate can be rejected, advanced, or hired based on AI output alone
- AI Score Matching produces a ranked list; the recruiter decides who to contact, advance, or reject
- All AI-generated outputs are presented as inputs to human decision-making, not decisions
- Recruiters can override AI suggestions at any point in the workflow
- Audit logs record human decisions separately from AI outputs to support compliance documentation
Data practices for AI
The ethical handling of training and operational data is fundamental to responsible AI. Our core commitment: Virkla does not use employer or candidate data to train or fine-tune AI models. Our full data practices are:
- We do not use employer or candidate data to train, fine-tune, or improve AI models — for any customer
- AI scoring models are trained on publicly available labour market data and curated role-competency frameworks — not your candidates' CVs
- Customer data is never used to train models that benefit other customers
- We apply data minimisation principles: AI models use only the features necessary for the task
- All AI-related data processing is documented in our Data Processing Agreement
Transparency for candidates
Candidates have a right to know when AI has been used in a process affecting their application. Virkla provides employers with the information they need to disclose AI use, as required by GDPR and EU AI Act obligations.
- Employers using AI Score Matching receive candidate-facing disclosure language for job postings and privacy notices
- Candidates can request information about AI use in their application through their prospective employer
- We publish and update this Responsible AI Statement publicly when practices change materially
- We actively monitor EU AI Act implementation and update our practices as requirements become enforceable
Accountability and continuous improvement
Responsible AI is an ongoing operational commitment, not a one-time certification.
- Regular internal review of AI feature performance and fairness metrics
- External security and bias assessments as part of our compliance programme
- A public commitment to update this statement when our practices change
- An escalation path for customers who observe unexpected AI behaviour: responsible-ai@virkla.de
- Engagement with EU AI Act guidance, ISO 42001, and relevant DIN standards as they develop