50 years of recruiting expertise, AI in the background. We automate sourcing, pre-qualification and candidate communication and train your team, so your recruiters hold conversations again instead of sorting stacks. For Heads of HR in mid-sized companies, Managing Directors with an HR team and owners without their own HR department.
Three points that come up in every intro call.
The baby boomers are retiring, the younger cohorts are smaller. Companies that used to sort through applications now have to approach talent actively. Recruiting is changing fundamentally, from administering applications to winning people.
AI in recruiting is not a legal grey zone. Since August 2026 the transparency obligation under Article 50 EU AI Act applies, towards candidates too. From 2 December 2027 the obligations for high-risk applications follow: competence, documentation, human oversight. We implement these requirements with you in a way that is safe and practical.
Recruiting in Austria follows its own rules. Hundreds of collective agreements, the licensing requirement under the AMFG, and new pay transparency rules often make standard DACH solutions unfit for purpose.
Depending on who you are and what you need today.
Sourcing, pre-qualification and candidate communication run in your system, reviewed by your recruiters. Built on the Hill assessment logic, proven in-house at Hill Woltron, documented under the EU AI Act. Rollout is modular, guided by Hill experts.
Three trainings live: 'AI in Everyday HR' for HR teams, routine to the AI, decisions stay human. 'AI at Your Desk' for everyday office work, sector-neutral. And 'Copilot in Everyday Work' for organisations that have Microsoft 365 in use. With documented proof of competence under Article 4 EU AI Act.
15 minutes. We listen to where your recruiting is stuck today, and tell you openly whether an AI setup makes sense for your company now. Then we name the next step, even if it does not lie with us.
You have no HR team, but two open roles for months. We build the job ad with you, check the collective agreement logic, show where AI helps and where you are better off picking up the phone yourself. Billed by the hour, no framework contract.
We listen to where your recruiting is losing time today, and tell you openly which step makes sense now. If none does, we say that too. That has been the Hill tradition since 1975.
