Tester Briefing

EU AI Act Readiness

"Know where you'd break. And exactly what to do about it."

First, thank you

First, thank you for taking the time to test my build. Building it matters. Having a community that offers help and support matters more, and you are the one providing that.

Feedback is a gift. Below is a short summary of the build: what it does, who I am building it for, and the testing schedule.

If you have any questions, feel free to reach out on LinkedIn.

The 60-second summary

HR leaders are under pressure to roll out AI across hiring, performance, and workforce decisions. The EU AI Act treats most of those uses as "high-risk," and those duties fall on the employer, even when a vendor built the tool. Most HR leaders don't know three things: whether the Act applies to them, where their AI use is exposed, and what to do about it. This tool answers all three in about 10 minutes.

  1. Orients you in plain English: why this matters, and what's at stake.
  2. Checks whether the Act applies, based on where your organisation and your people sit. It catches the trap most people miss: a non-EU company with EU-based staff or candidates is in scope for those people.
  3. Walks you through scenarios: where you use AI across the people lifecycle, and how (the AI suggests, narrows down, or decides). Neutral questions only. No risk labels while you answer.
  4. Reveals the verdict: a Red, Amber, Green readiness scorecard, sorted by what to act on first, with a plain-English read of what's exposed and why.
  5. Hands you two things to act on: a board-ready presentation for your C-suite, and a live action-tracking dashboard where every gap becomes a checklist item with an owner, the duty it covers, and a policy template to close it.

Here's the outcome I'm after. A senior HR leader arrives anxious and unsure. About 10 minutes later they leave knowing exactly where they're exposed, with a board-ready plan in hand. They walk into their C-suite looking like they're on top of it.

Who this is built for

An HR leader at a small-to-mid organisation who has been handed an AI mandate: move fast, put AI to work across HR and the wider org. They feel the pressure to move quickly, and they want to do it responsibly. But they have no roadmap, and no full GRC function (governance, risk and compliance) or AI office behind them. HR is carrying this on its own.

They are not a lawyer. The tool never assumes they have read the regulation, or even heard of the EU AI Act. It speaks plain HR, not legal jargon.

It is built for three versions of the same person:

  • The newcomer who assumes "we're not in the EU, so this doesn't apply to us."
  • The aware-but-unprepared leader who knows the Act is coming but not where their own AI use is exposed.
  • The ready-to-act leader who knows they are exposed and needs a credible plan to take upward.

If that sounds like you, test it as yourself. Your instinct is the one it has to satisfy.

Why the EU AI Act

A fair question: of all the AI rules out there, why start here? Three reasons.

  1. It names HR directly. A whole part of the Act (Annex III, point 4) covers employment and worker management: hiring, performance, promotion, monitoring. Most of it counts as high-risk, and the duty sits with the employer.
  2. It is already moving. Two rules are live now: a ban on emotion-recognition AI in the workplace, and a duty to build AI literacy in the people who use these tools. The heavier high-risk duties are on the runway to around December 2027. Real urgency, and real time to get ready.
  3. It reaches beyond Europe. The Act can apply to any employer whose AI touches people based in the EU, even a US or UK company. That catches far more HR teams than most expect.

Other laws touch HR AI too: GDPR's automated-decision rules, NYC's hiring-audit law, emerging US state laws. I am starting with one clear, enforceable regime and getting it right, before going wide. If time allows during the build, I may add a few of those. If you spot one you'd want covered, say so in your feedback.

What I need from you

Three questions only. Keep them in mind as you go through the tool.

01

Does it work?

Did every step do what you expected? Anything broken, any dead ends, any moment you got stuck?

02

Is it easy and engaging?

Was it easy to find your way around, and worth your time? Would you actually benefit from using this?

03

What could be better?

Anything unclear, slow, or that you'd change before you'd take this to your own board.

How to test, and how to tell me

  1. I'll share the link on LinkedIn, based on the schedule below. Open it and go through the tool start to finish, as if it were your own organisation.
  2. When you're done, take a moment to share your feedback if you can. You can answer by typing or voice, and it covers the three questions above.
  3. That's it. Five to ten minutes, and you can keep sharing feedback as you go.

Testing windows

I test in three rounds across the buildathon. I'll try to share the link on LinkedIn around these times. All times are EST.

RoundWhenWhat you'll see
Round 1Sunday eveningaround 5 PM EST · 21 JunThe front of the flow: landing, the applicability check, and the guided questions. I'm watching for broken steps and confusing wording.
Round 2Mondayaround 12 PM EST · 22 JunThe full flow, start to finish: your results, the action plan, and the board deck. The real test. "Would I take this to my board?"
Round 3Monday nightEST · 22 JunThe finished build, final polish, just before I submit. A fresh pair of eyes, looking only for breakage and anything that dents trust.