The Algorithm in HR by Kai London
Employment is one of the areas the EU AI Act treats most seriously: systems used to recruit, screen, allocate work, evaluate or make decisions about people carry high-risk obligations, and most of them arrive through a vendor rather than an internal build. This book is written for the employer who has to operate them lawfully.
What the book covers
Identifying what is in scope
Building an inventory of AI touching recruitment, assessment, allocation, monitoring and termination decisions — including tools embedded in HR platforms.
Deployer obligations
What an employer must do as a deployer rather than a provider, and where the line moves if the system is modified.
Human oversight that is real
Designing review that a person can actually exercise, with authority to depart from the system's output.
Transparency to workers
Informing candidates and employees, and handling requests for explanation.
Vendor due diligence
The documentation, instructions for use and contractual terms to demand from suppliers.
Monitoring and records
Logging, performance review over time, and the evidence file for a supervisory authority.
General guidance, not legal advice; employment law and AI Act obligations interact differently by jurisdiction, so take qualified legal advice. Independent, with no endorsement by or affiliation with any regulator or standards body.
Who it is for
HR directors and people-operations leaders, employment counsel, AI governance and compliance teams, works councils and employee representatives, and vendors selling into HR.
About the author
Professor Kai London — CISSP, CISM.
An internationally recognised cybersecurity executive, board advisor and Founder & CEO of Quantum AI Systems Security LLC, writing at the convergence of AI, governance and operational resilience. Honorary Professor and Researcher at UCL.