Recruitment software covers applicant tracking systems, career sites, job-board distribution, interview scheduling, assessments and talent pools. HR teams and hiring managers use it to publish vacancies, receive applications, compare candidates, record feedback and manage offers.
An applicant tracking system holds personal data about people who are not your employees and often have no relationship with you beyond one application. That includes CVs, motivation letters, interview notes and sometimes assessment results, much of it free text that can contain sensitive details. Retention is a recurring problem: candidates should not stay in the database indefinitely, and talent pools need a clear basis. Automated ranking and AI screening add scrutiny, since the European Commission lists CV-sorting software for recruitment among the high-risk uses under the AI Act. Switching is hard because pipeline history and scorecards seldom export in structured form.
When choosing a European option, check for configurable retention and automatic deletion, candidate-facing transparency and consent flows, export of candidates with their history, integration with your HR system, and documentation of any automated scoring: how it works and how a person can override it.