Table of Contents
HR / recruiting AI deployments handle highly sensitive personal data + high regulatory scrutiny on bias. Self-hosted on UK / EU dedicated GPU + structured logging + bias-monitoring eval harness is the right architecture for UK Equality Act + GDPR compliance.
Stack: Llama 3.1 8B FP8 (or Mistral Small 3 for premium) on UK 4090 + BGE-large + structured-output JSON for CV / interview parsing + bias-monitoring eval harness. UK residency for GDPR + Equality Act 2010 + UK SCC. Always-on audit logging. Add Claude fallback for hardest assessment cases. ~£500-2K/mo SMB-to-mid HR tech infrastructure.
Workloads
- CV / resume screening: structured extraction + match-to-job-description scoring
- Interview note summary: from transcripts to structured assessment notes
- Job description generation: brand-voice + role-specific drafts
- Internal employee Q&A: HR policy chatbot grounded in employee handbook
- Skills gap analysis: across CV corpus vs role requirements
Compliance + bias
HR / recruiting AI faces specific compliance requirements:
- UK Equality Act 2010: protected characteristics must not influence decisions
- UK GDPR Article 22: solely automated decision-making with significant effects requires consent + safeguards
- EU AI Act: HR AI is high-risk; specific governance + bias-testing requirements
- NYC AEDT (if hiring in NYC): annual bias audit + candidate notification
Mitigations: bias-monitoring eval harness with demographic balance test sets; never auto-reject CVs without human review; comprehensive audit logging.
Stack
- UK / EU dedicated GPU (residency for GDPR)
- Llama 3.1 8B / Mistral Small 3 with structured-output JSON
- Bias-monitoring eval harness with demographic test sets
- Per-decision audit log: input + AI score + human reviewer + final decision
- GDPR Article 22 safeguards: human-in-the-loop on high-impact decisions
Verdict
For UK / EU HR + recruiting AI, self-hosted on dedicated GPU is materially better fit than hosted-API alternatives. Equality Act + UK GDPR + EU AI Act compliance all benefit from single-tenant, residency, and auditability. Always include bias-monitoring eval and human-in-the-loop on consequential decisions.
Bottom line
UK self-hosted = compliant HR AI. See UK residency.
