Every practitioner below lists HR tech as a focus industry. Sector context matters: it shapes which use cases are high-risk, what documentation buyers will demand, and what a realistic budget looks like.
ISO 42001 implementation and internal audit for B2B SaaS teams selling into regulated enterprise accounts.
EU AI Act gap analysis, conformity files and ISO 42001 build-out for HR software vendors and French public bodies.
ISO 42001 and EU AI Act programmes for HR and workforce software vendors selling across the DACH region.
Part-time AI governance lead on a monthly retainer for edtech and HR software companies with 20 to 200 staff.
London and Paris lawyers advising employers, payment firms and insurers on EU AI Act and GDPR obligations.
Fractional AI governance officer and bias auditor for HR technology vendors selling into the US and Europe.
Chicago employment and insurance counsel for AI in hiring and underwriting under Illinois HB 3773 and the EU AI Act.
Montreal law firm advising on EU AI Act, Quebec Law 25 and US state AI rules for hiring and consumer decisions.
Dublin solicitors advising edtech and HR software companies on the EU AI Act and GDPR, on retainer only.
Independent AI assurance boutique for EU AI Act, ISO 42001, NIST AI RMF and NYC LL144 bias audits, with auditor training.
Rotterdam law firm advising HR software and edtech vendors and their customers on EU AI Act and GDPR compliance.
Global law firm advising AI providers, deployers and employers on EU AI Act, NYC LL144 and privacy compliance, with AI legal red-teaming.
DC technology law firm pairing AI legal counsel with in-house bias audits and red teaming for LL144, Colorado and EU AI Act duties.
UK AI governance advisory: EU AI Act readiness, ISO 42001 certification preparation and board-level AI literacy training.
Common questions
AI used for recruitment and selection — advertising vacancies, screening or filtering applications, evaluating candidates — and for decisions on promotion, termination, task allocation or monitoring of workers is listed in Annex III of the EU AI Act. Most HR-tech products sold into the EU should therefore assume the high-risk obligations apply, subject to the Article 6(3) carve-out for systems that only perform narrow preparatory tasks.
Of the 3 HR tech practitioners on this page that disclose a gap-analysis band, the most common is $5k–$15k (67% of those disclosing). Sector-specific documentation — bias testing, clinical evidence, model cards for procurement — drives the upper end. Compare disclosed bands and request intros from two or three shortlisted providers.