AI system card — TalenIA
System version: 2.2.x · Last updated: June 2026
This document provides public information about TalenIA's artificial intelligence system in line with the transparency principles of the Regulation (EU) 2024/1689 (EU AI Act). It is aimed at companies evaluating TalenIA for internal use, compliance officers, DPOs and candidates who want to understand how the system works.
System identification
System name
TalenIA — Candidate evaluation engine
Provider
Oriol Niella Hernandez · Tax ID 52917424J · Barcelona
EU AI Act category
High-risk system — Annex III, §4
Scope of application
Employment, workers' management and access to employment
AI models (primary)
Claude Haiku 4.5 — Anthropic PBC (USA)
Supported languages
Spanish · English · French · German
What does this system do?
Inputs
- 📄CVs in PDF format: Uploaded by the recruiter. The text is extracted on the server and the original file is discarded after processing.
- 📋Job description (JD): Free text entered by the recruiter. May include requirements, responsibilities and organisational context.
- 📊Psychometric responses (optional): 30 Likert questions (1–5) completed voluntarily by the candidate. Raw responses are deleted immediately after the report is generated.
Outputs
- 🎯Fit scores: deliveryScore (0–10): fit of the delivery track record. contextScore (0–10): fit with the organisational environment. Both tied to the specific role, not to the candidate in the abstract.
- 📝Qualitative assessment: Strengths (max. 3), risks (max. 3) and a natural-language summary. Always referenced to the job description.
- 🏆Candidate ranking: Ordered by fit with the role. The recruiter can manually reorder it at any time.
- ❓Interview questions (optional): Segmented by type (validation / risk / clarification) and personalised per candidate and role.
- 🧠Workplace Insights psychometric report (optional): 10 workplace-profile dimensions (0–100). Requires the candidate to voluntarily complete the test.
- 📑Final combined report (optional): Combines CV evaluation with the psychometric report. Includes a final recommendation (hire / consider / reject) and key interview questions.
What this system does NOT do
- ✗ It does not hire, reject or contact candidates autonomously.
- ✗ It does not access social media or external data sources about candidates.
- ✗ It does not process data under Article 9 GDPR (ethnic origin, gender, health, religion, sexual orientation).
- ✗ It does not learn from or retrain on user data.
- ✗ It does not generate credit scores or evaluations outside an active hiring process.
AI models used
| Provider | Model | Use | Transfer |
|---|---|---|---|
| Anthropic PBC | claude-haiku-4-5 | Primary engine (paying users) | USA — SCCs |
| Amazon Web Services | claude-3-5-haiku (Bedrock) | Configurable alternative | USA — SCCs |
| Google LLC | gemini-2.5-flash | Free tier (no prior purchase) | USA — SCCs |
SCCs = Standard Contractual Clauses (EU Implementing Decision 2021/914). TalenIA does not train its own models, it uses pre-trained foundation models exclusively via API.
Compliance measures implemented
Human oversight by design
No action affecting a candidate (advancing, rejecting, contacting) runs without an explicit recruiter decision. The system cannot act autonomously.
No special-category data
The scoring system does not process or infer data under Art. 9 GDPR. Scoring relies exclusively on declared experience and fit for the role.
Candidate pseudonymisation
The candidate's real name never appears in the recruiter interface. An automatically generated initials code is used instead.
PII purge (3 phases)
CV text and identifying data are irreversibly deleted at the end of the archive period (max. 60 days). Only numeric scores without identifiers are kept.
Explainability (XAI)
Every score includes a natural-language justification. The recruiter can read the system's reasoning and challenge it.
Uncertainty indicator
The system alerts the recruiter when CV data quality is thin or ambiguous (uncertaintyLevel: low / medium / high).
Transparency on rejection
When closing a process, the recruiter can send rejection emails with a template that mentions the use of AI. Transparency is the default.
Fallback on AI failures
If the model fails, the system activates deterministic engines that guarantee results without blocking the user or exposing sensitive data.
Name anonymisation in evaluation
The candidate's real name is never sent to the AI model. All evaluation engines (fit scoring, comparison, interview lens, final report) receive only the initials code generated when the CV is uploaded.
EU AI Office registration
Registration process started in the European Commission AI Office's public database (Art. 71 AI Act). Original deadline postponed from August 2026 to December 2027 (Digital Omnibus package); registration confirmation pending.
Known system limitations
- ⚠The system evaluates only what is in the CV. It does not verify the accuracy of information declared by the candidate and has no access to external sources.
- ⚠Non-deterministic outputs. Language models can produce slightly different evaluations of the same candidate across different runs.
- ⚠Quality varies by language. Evaluation accuracy may be lower in languages with less representation in the foundation models' training data.
- ⚠Optimised for senior and management roles. Entry-level roles (junior, internships) or highly specialised ones may produce less nuanced evaluations. Check the uncertaintyLevel field as an indicator.
- ⚠Implicit bias inherited from the model. LLMs can reproduce patterns from their training data. Although the system minimises this risk through quantitative, role-linked criteria and no protected categories, implicit bias cannot be fully eliminated. Every hiring decision must be reviewed with human judgment.
Candidate rights
If you were evaluated using TalenIA in a hiring process, Article 86 of the EU AI Act grants you the right to:
- Obtain an explanation of the results generated by the system and the factors that influenced the evaluation.
- Request human review of the evaluation, without the AI score being the sole determining criterion.
To exercise these rights, contact the company that ran the hiring process. If you get no response, you can reach us at [email protected] stating the company and the role.
Full technical documentation
We maintain complete internal technical documentation under Art. 11 and Annex IV of the EU AI Act, including the Fundamental Rights Impact Assessment (FRIA) and a detailed architectural description of the system.
This documentation is available on request for:
- The AESIA and other national supervisory authorities.
- Client companies that need documentation for vendor risk, internal audit or DPIA processes.
- Data protection officers (DPOs) evaluating the use of TalenIA within their organisations.