Hiring volumes are rising, admin budgets are flat and candidates expect rapid, personalised feedback. The EU AI Act and GDPR tighten the rules on data handling, while GenAI promises huge efficiency gains. Organisations that can safely embed AI into talent workflows will secure scarce skills sooner and at lower cost.

Worldline's early‑careers recruitment team needed to speed up hiring without compromising candidate experience or GDPR compliance. Rather than buying off‑the‑shelf software, they created proprietary GenAI agents that transcribe and summarise interviews, draft role profiles and automate follow‑up notes. The project began as a weekend experiment, grew through peer adoption and is now a blueprint for AI‑enabled productivity across HR. This session unpacks the practical build‑versus‑buy rationale, the low‑code platform choices, the guardrails that satisfied legal and data‑protection teams, and the change approach that turned hesitant recruiters into enthusiastic advocates.

This session will explore:

• Why Worldline chose to build, not buy, GenAI tools for recruitment.
• The architecture: secure in‑house sandbox, open‑source framework and corporate LLM licences.
• Interview transcript summariser – saving 30–45 minutes per candidate and improving eye contact.
• Governance tactics: anonymisation, permission requests, and training to satisfy GDPR and the EU AI Act.
• Bottom‑up adoption: peer pilots, iterative prompt engineering and a cross‑HR think‑tank.
• Next horizons – extending GenAI to learning, onboarding and workforce planning.

Learning outcomes:

• Calculate a realistic build‑versus‑buy case for AI in recruitment.
• Design a low‑code GenAI workflow that keeps all candidate data on‑premise.
• Write guardrails and user prompts that balance productivity with compliance.
• Run a grassroots pilot that converts sceptics into champions.
• Identify further HR processes where GenAI can unlock measurable value.

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