AI hiring law has stopped being a "watch this space" topic and started being a "sort this out now" one. If you use AI to screen CVs, transcribe calls, rank candidates or match talent, you're already in scope. The question isn't whether this applies to you. It's whether you're ready.
Our complete guide cuts through the noise with a plain-English breakdown of every major regulation, who it applies to, and the five things every recruitment firm should do right now - wherever in the world you operate.
Most recruitment firms have some version of an AI disclosure. Most of them say almost nothing useful. A vague line buried in a privacy policy doesn't tell a candidate what your AI does, which decisions it influences, or where they can go with a question - and regulators are specifically looking for the difference.
The Glass Box Principle is how you fix that. It's the practical framework for being genuinely transparent about your AI use in a way that meets the law, builds candidate trust, and takes about an afternoon to implement. We've even written the templates for you.
