Cezanne Recruitment
Cezanne Recruitment (formerly Occupop) is an applicant tracking system for SMEs that handles job posting, candidate management and interview scheduling. In its Recruitment PLUS+ tier it uses AI to score each CV from 0 to 100 against the job description, alongside weighted screening-question scores, knockout filters and optional AI anonymisation of CVs for hiring-manager review.
HireAIScore rates Cezanne Recruitment 41 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed September 25, 2026. Cezanne Recruitment ranks 59 of 77 vendors rated in ATS-integrated AI, against a category average of 47. That score is drawn from 31 evidence items across 7 rubric criteria for Cezanne Recruitment — 25 with a cited source, 6 recording that nothing was located.
§ 01 - Company facts
- Legal name
- Cezanne HR Limited
- Founded
- 2012
- Headquarters
- United Kingdom · GB
- Pricing tier
- Mid
- Market side
- Employer-side (AEDT)
- Categories
- ATS-integratedScreening
- Website
- cezannehr.com
These are company details, not findings. They are editable by a verified representative and carry no weight in the score, which is built only from the cited evidence below.
§ 02 - Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%40
+8.0 · category avg 51
- 02
Bias Audit Transparency
Weight 18%24
+4.3 · category avg 41
- 03
FRIA Support
Weight 15%28
+4.2 · category avg 32
- 04
Data Governance Disclosure
Weight 15%54
+8.1 · category avg 54
- 05
Human Oversight Design
Weight 12%58
+7.0 · category avg 57
- 06
Post-Market Monitoring
Weight 12%44
+5.3 · category avg 42
- 07
Customer Documentation
Weight 8%57
+4.6 · category avg 59
Category avg is the mean raw score on that criterion across the 77 ATS-integrated AI vendors in scope of this rubric, this one included.
§ 03 - Strongest · weakest
Strongest category
Human Oversight Design
Raw score 58 · contributes 7.0 to total.
58 against a 57 category average
Weakest category
Bias Audit Transparency
Raw score 24 · contributes 4.3 to total.
24 against a 41 category average
§ 04 - Cited evidence
Download diligence record→§ Evidence
Cited per category
Every score is backed by at least one cited piece of evidence.
Evidence ledger
- Items
- 31
- Documentation
- 22
- Public statement
- 3
- Absence
- 6
- With a source URL
- 25 of 31
- Source hostnames
- 3
- Fewest items
- 3
- FRIA Support
These figures measure how thoroughly Cezanne Recruitment was reviewed, not how Cezanne Recruitment performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
5 items40
- DocumentationCaptured Sep 25, 2026
Cezanne's AI in HR page lists five guiding principles (Be Useful, Supportive Role, Accuracy of Information, Robust Security, Transparency and Trust) but names no model, validation method, framework or standard.
- DocumentationCaptured Sep 25, 2026
Help-centre article explains that the AI CV Score compares a candidate's CV with the job description to produce a numerical score with a written rationale, and that the Total Score averages it with smart-question and interview scores.
- DocumentationCaptured Sep 25, 2026
Explains that parsed CV text, stripped of formatting, is compared with the job description to give a 0–100 score, and admits that image-only CVs go unscored and can put candidates at a disadvantage.
https://knowledge-base.cezannehr.com/guidelines-for-candidate-cv-formatting.-
- DocumentationCaptured Sep 25, 2026
April/May 2026 release notes record an updated AI model for CV scoring and blind scoring 'to deliver more accurate results' without naming the model or publishing any validation figures.
https://knowledge-base.cezannehr.com/recruitment-april/may-2026-release-notes
- AbsenceCaptured Sep 25, 2026
No model card, technical documentation pack, explainability statement, ISO/IEC 42001 certification or EU AI Act instructions for use was found on cezannehr.com (AI in HR, recruitment, data security and GDPR pages) or in the Cezanne Recruitment help centre.
Bias Audit Transparency
4 items24
- AbsenceCaptured Sep 25, 2026
No NYC Local Law 144 bias-audit summary, no independent audit (BABL AI, DCI, ORCAA, Warden AI, Holistic AI, Credo AI, ConductorAI) and no internal adverse-impact results for AI CV scoring were found on cezannehr.com, its blog or the recruitment help centre, and trust.warden-ai.com/cezanne, /occupop and /cezanne-recruitment return HTTP 404.
- Public statementCaptured Sep 25, 2026
An October 2025 Cezanne blog promotes AI 'shortlisting tools to identify top talent without bias' without citing any testing.
- DocumentationCaptured Sep 25, 2026
Blind Scoring, released in May 2026, uses an LLM to remove names, email addresses, phone numbers and home addresses from CVs for hiring-manager review, which reduces exposure to personal details but does not measure the AI CV Score's outcomes.
https://knowledge-base.cezannehr.com/blind-scoring-cv-anonymisation
- DocumentationCaptured Sep 25, 2026
The diversity report shows anonymised gender, race or ethnicity statistics from employer-chosen question sets but no selection rates, impact ratios or AI-score results by group.
FRIA Support
3 items28
- AbsenceCaptured Sep 25, 2026
No EU AI Act Article 27 fundamental rights impact assessment template, deployer-obligation guidance or instructions for use was found on cezannehr.com (AI in HR, data security, GDPR and recruitment pages) or in the help centre, and the AI in HR page does not mention the AI Act.
- Public statementCaptured Sep 25, 2026
The only AI Act reference found lists 'GDPR & AI Act compliance' as 'no manual data cleanup needed', not as the Act's deployer duties.
- DocumentationCaptured Sep 25, 2026
A July 2026 blog explains UK GDPR changes under the Data (Use and Access) Act 2025 and tells employers using automated recruitment decisions to give notice, a right to contest and access to a human reviewer, without mentioning the EU AI Act.
https://cezannehr.com/hr-blog/2026/07/what-gdpr-means-for-hr-a-roundup/
Data Governance Disclosure
5 items54
- DocumentationCaptured Sep 25, 2026
The data security page states that the ISMS for the Cezanne HR service is ISO/IEC 27001:2022 certified by BSI (certificate IS 696606), that Cezanne is Cyber Essentials certified, that data is hosted in AWS EU data centres and that a DPO is registered with the ICO, and it notes that other modules may have different hosting and security architecture.
- DocumentationCaptured Sep 25, 2026
The June 2026 group sub-processor schedule (v2.3) names Bid Recruit Limited (formerly Occupop, Dublin) as the affiliate supporting Cezanne Recruitment and lists its sub-processors, including AWS EMEA (Ireland and Germany) for hosting and US-based Postmark for candidate email, but names no separate AI model provider.
https://cezannehr.com/wp-content/uploads/2026/06/CezanneHR-List-of-Sub-Processors_v2.3-4.pdf
- DocumentationCaptured Sep 25, 2026
The Blind Scoring FAQ states that candidate data goes to a 'Cezanne controlled LLM', is deleted immediately after processing and is never used for model training or shared with other customers.
https://knowledge-base.cezannehr.com/blind-scoring-cv-anonymisation
- DocumentationCaptured Sep 25, 2026
Admins can set CV retention from 3 months to 2 years or switch it off, and candidates who do not opt in to future roles have their data deleted 30 days after the job closes.
https://knowledge-base.cezannehr.com/new-user-guide-for-administrators-company-settings
- AbsenceCaptured Sep 25, 2026
No disclosure was found of which model powers AI CV scoring, what training or validation data it uses, or which CV content (such as names, addresses or dates) is excluded from scoring.
Human Oversight Design
5 items58
- DocumentationCaptured Sep 25, 2026
AI CV scores show a hover summary and a CV Score tab with a rationale, and candidates can be sorted by any score. Administrators can switch the feature off, which hides all CV scores and stops new CVs being scored.
- DocumentationCaptured Sep 25, 2026
Since the June/July 2026 release, every AI CV score comes with a one-line summary of the overall match plus bullets on the candidate's strengths and gaps against the job description.
https://knowledge-base.cezannehr.com/recruitment-june-july-2026-release-notes
- Public statementCaptured Sep 25, 2026
Cezanne says its CV scoring tool 'doesn't decide who gets hired' and only narrows down applications, with a person making the final call.
https://cezannehr.com/hr-blog/2026/07/bridging-the-ai-trust-gap-introducing-ai-tools-at-work/
- DocumentationCaptured Sep 25, 2026
Rule-out responses, which are rule-based rather than AI, automatically exclude applicants who give a disqualifying screening answer and can send an automated rejection email the next morning with no human review step.
https://knowledge-base.cezannehr.com/using-rule-out-responses
- DocumentationCaptured Sep 25, 2026
Company settings include an AI CV scoring opt-out for all current job processes and an option that makes a rejection reason mandatory whenever a candidate is rejected.
https://knowledge-base.cezannehr.com/new-user-guide-for-administrators-company-settings
Post-Market Monitoring
4 items44
- DocumentationCaptured Sep 25, 2026
An Atlassian Statuspage with separate Cezanne OnDemand and Cezanne Recruitment components, RSS/Atom subscriptions and scheduled-maintenance notices.
- DocumentationCaptured Sep 25, 2026
The incident feed lists four incidents in 2026, two of them for Cezanne Recruitment (degraded availability on 5 March and CV display issues on 30 March), none with a postmortem.
- DocumentationCaptured Sep 25, 2026
Recruitment release notes, published every month or two, announced the new status page and an 'enhanced' AI CV scoring tool in January 2026, but give no model version or evaluation data.
https://knowledge-base.cezannehr.com/recruitment-january-2026-release-notes
- AbsenceCaptured Sep 25, 2026
No security.txt (cezannehr.com/.well-known/security.txt returns 404), vulnerability disclosure programme or dedicated security contact beyond info@cezannehr.com was found, and no AI-specific drift, accuracy or fairness monitoring is published.
Customer Documentation
5 items57
- DocumentationCaptured Sep 25, 2026
The product page has FAQs on its AI features (automated CV scoring, smart application filtering, pre-built ChatGPT prompt tools), the Recruitment PLUS+ tier, fairness and ISO 27001 security.
- DocumentationCaptured Sep 25, 2026
The public help centre explains each scoring method, how to read and sort scores and how to disable AI CV scoring, alongside FAQs on Blind Scoring and CV formatting.
- DocumentationCaptured Sep 25, 2026
The AI in HR hub sets out Cezanne's guiding principles and an FAQ noting that UK GDPR gives a right to human review for automated decisions with a real effect on someone.
- DocumentationCaptured Sep 25, 2026
The hiring software page advertises DE&I reporting, automatic CV deletion and ECNI, EEOC and OFCCP reporting compliance features.
- AbsenceCaptured Sep 25, 2026
No EU AI Act deployer guidance, no NYC Local Law 144 or Illinois candidate-notice guidance and no publicly downloadable DPA was found, and the data security page says the agreement is available on request.
§ 05 - Editorial notes
Company overview
Cezanne Recruitment, sold as 'powered by Occupop', is the applicant tracking system of Cezanne HR Limited, a London HR and payroll software company incorporated in 2012 and backed by NorthEdge since March 2023. On 12 March 2025 Cezanne bought Dublin-based Occupop. Occupop's company, Bid Recruit Limited (incorporated in 2016), still supports the app as a group affiliate. occupop.com now redirects to cezannehr.com, and Occupop replaced Cezanne's older Inrecruiting ATS. The product is aimed at SMEs and is sold on its own or with the Cezanne HRIS. In the Recruitment PLUS+ tier, an AI CV Score compares each parsed CV with the job description and gives a 0–100 score with a written rationale. Other features sit alongside it: weighted 'smart question' scores, rule-based knockout questions that can reject applicants automatically, and, since May 2026, an optional LLM-based Blind Scoring feature that removes personal details from CVs before hiring managers see them. Cezanne publishes AI guiding principles, a detailed help centre, its ISO/IEC 27001:2022 certification and a sub-processor schedule. It has published no bias audit and no model documentation.
Regulatory exposure
Scoring CVs against a job description to rank applicants is candidate evaluation, which the EU AI Act treats as high-risk (Annex III point 4). The app is built by an Irish affiliate and sold in the UK, Ireland and other European markets. Provider duties such as technical documentation, risk management and instructions for use will therefore apply from 2 December 2027, after the Digital AI Omnibus deferral. Cezanne's only public mention of the Act is a blog line that pairs 'GDPR & AI Act compliance' with 'no manual data cleanup needed'. In the UK, its own blog tells employers that automated recruitment decisions still need notice, a way to contest them and human review. The hiring-software page advertises EEOC and OFCCP reporting, and US English became a user language in 2026, so US customers could bring the score under several rules. NYC Local Law 144 requires an annual independent bias audit and candidate notice. Cezanne has published no audit, and DCWP has promised tougher enforcement after a critical December 2025 State Comptroller audit. Illinois HB 3773 adds notice duties, and Colorado's SB 26-189 disclosures start on 1 January 2027. California's FEHA rules require records to be kept for four years, which sits awkwardly with the help centre's statement that data of candidates who do not opt in to future roles is deleted 30 days after a job closes. The product does no video or emotion analysis, so Art. 5(1)(f) and Illinois' AI Video Interview Act do not apply.
Path to a higher score
The biggest gain would come from an independent bias audit of the AI CV Score, repeated each year and published in full with selection rates and impact ratios by sex, race/ethnicity and their intersections. Cezanne should also publish a model card covering CV scoring and Blind Scoring. It should say which model runs where and what CV content is ignored, show how the accuracy claims in its release notes were validated, and list known limits such as image-only CVs going unscored. Adding selection rates by AI-score band to the diversity report would let customers monitor outcomes themselves. Deployer support would improve with EU AI Act instructions for use, a fundamental rights impact assessment template, and candidate-notice templates for UK, NYC and Illinois use. Smaller gains would come from naming the AI processing in the sub-processor schedule, stating the ISO 27001 scope for the recruitment app, publishing a DPA and a security contact, and adding postmortems to the status page.
§ Regulatory frame
What applies to ats-integrated ai.
Ranking features are inside EU AI Act Annex III §4 (high-risk) and inside NYC Local Law 144 when they affect NYC-based candidates. Customers should treat the AI surface as a distinct deployer-FRIA scope from the rest of the ATS.
§ Compare
Build any comparison→Cezanne Recruitment against its nearest-scoring peers.
In ATS-integrated AI.
§ Others rated in ATS-integrated AI
All ats-integrated vendors→Ranked 59 of 77 by weighted total under rubric v1.0. The ordering is arithmetic on the rubric and carries no view on which tool suits a given hiring process.
- 56Recruitee42F
- 57softgarden42F
- 58Zoho Recruit42F
- 59Cezanne RecruitmentThis profile41F
- 60Harri41F
- 61Recruitly41F
Conflicts of interest
No vendor pays for placement, scoring, or removal. Casework - the consulting firm that operates this directory - provides paid services to some vendors. Any active or recent (within 24 months) commercial relationship is disclosed on the affected vendor profile and the review is reassigned to an independent reviewer. See the full policy on About.
Casework has no commercial relationship with this vendor.