Does Beetween's AI candidate sorting comply with the EU AI Act?

Automated candidate ranking sits among the high-risk uses under the EU AI Act in employment matters. Beetween highlights several modules (pre-qualification, scoring, matching and parsing) without ever specifying, on the public pages reviewed, how a recruiter oversees or can correct this ranking. Its general terms also describe its candidate search engine's results as produced "with no prior human verification" — a phrase concerning sourcing, not directly the scoring of received applications, but one that doesn't help document the human oversight the regulation requires. It's up to the client company to build that documentation, with no explicit support from the vendor.

How much does Beetween cost?

No price is published. The dedicated page only offers a quote request form, with no tier or indicative amount: there's no way to know whether the tool costs 100 or 1,000 euros per month without going through sales.

Does my candidate data stay in France?

Yes, according to the vendor: the GDPR page states that servers are located in France (Roubaix, Gravelines, Strasbourg) with OVH, and that candidate profiles are automatically deleted two years after the application is received. Backups, however, pass through Google Cloud and AWS, with no region specified for those providers specifically.

Does Beetween suit a small organization with no dedicated HR department?

Beetween targets SMBs and mid-caps that hire in volume instead: its claimed 1,500 clients and 120 employees spread across France, Spain and Italy point to a vendor built for regular hiring volumes, not occasional recruitment. A small organization that hires rarely will find something simpler elsewhere.

What's the difference with Taleez or Flatchr?

All three are French ATSs with AI sorting modules and hosting in France. Taleez highlights its distribution to schools and employee referrals, Flatchr its Kanban-style management for field managers. Beetween stands out for its history as a recruitment agency turned vendor and for a fixed, automatic data-retention rule, but remains the only one of the three with no published statement on human oversight of its scoring AI.

Beetween: our review

Beetween is a French recruitment tool, born in 2007 out of a recruitment agency before becoming a full-fledged vendor, which broadcasts job postings to over 180 job boards and automatically scores incoming applications through several AI modules. It targets SMBs and mid-caps that hire in volume and want to cut manual screening.

Data in the EUPrice not verifiedFrench

Go to Beetween's website

What we take away from it

What counts in its favor

Candidate data hosted in France (Roubaix, Gravelines, Strasbourg, with OVH) according to the GDPR page, with automatic scheduled deletion rather than left to an operator's discretion.
Automatic deletion of candidate profiles two years after the last contact, a fixed rule stated plainly rather than a vague policy.
Broadcast to over 180 job boards from a single entry, inherited from twenty years of recruitment-agency experience before becoming a software vendor.

What counts against it

No page reviewed states that a recruiter keeps control over the ranking produced by the scoring and pre-qualification AIs: no explicit promise of human oversight, no description of the scoring method, unlike Taleez or Flatchr, which at least claim that much.
The general terms describe the candidate search engine's results as "identified, indexed and compiled by an automated process with no prior human verification": a phrase aimed at the sourcing function, but that clashes with the reassuring tone shown elsewhere about its AI features.
No price, not even a range: the quote page only offers a form, with no tier or indicative amount, and no security certification (ISO 27001, SOC 2) is published.

A solid French ATS on data governance (identified hosting, automatic purge at two years), but that says nothing publicly about human oversight of its AI sorting: best reserved for a company ready to document that point itself before signing.

The facts

Data hosting: Data in the EU · source
Categories: HR and recruitment
Data verified on: 30 July 2026
Integrations observed: Over 180 job boards · Sync with third-party HR tools (HRIS)

What happens to your data

Is your data used to train their models?: Not verified
Subprocessors: The GDPR page names OVH for hosting (servers in Roubaix, Gravelines and Strasbourg), Brevo for sending emails (databases hosted in France, Belgium and Ireland), and Google Cloud as well as AWS for backups. No exhaustive list of subprocessors is published beyond these mentions.
Retention: Automatic deletion of every candidate profile two years after the application is received. Client data is deleted 30 days after account closure, with backups kept for a maximum of 6 months; billing data is kept for 10 years.

Beetween in detail

Beetween started in 2007 as a recruitment agency, before becoming a full-fledged software vendor. The vendor now claims 120 employees, four locations in France, Spain and Italy, and 1,500 clients for over 25,000 active users.

What it actually does

A job posting published on Beetween broadcasts to over 180 job boards with no re-entry. Incoming applications then pass through several distinct AI modules: a pre-qualification AI that "identifies the best candidates," a scoring AI that "spots qualified profiles," and a matching and parsing AI that analyzes and structures resumes. A sourcing module rounds out the set by searching for profiles on LinkedIn, in resume databases or talent pools. A career-site builder and syncing with other HR tools complete the picture.

What the vendor doesn't say about its AI

None of the pages reviewed describe how a recruiter steps into the ranking produced by the scoring and pre-qualification AIs. No promise of human control, no explanation of the scoring method: Beetween communicates about the features, not their oversight. One detail makes this worse: the general terms state that the candidate search engine's results are "identified, indexed and compiled by an automated process with no prior human verification." That sentence targets web-sourcing, not directly the scoring of applications received on a posting — but it illustrates how automation, at Beetween, is never presented as bounded by systematic human review. An HR department bound by non-discrimination obligations, for example in the health sector, will need to build that documentation itself before generalizing automatic resume sorting to every open position.

Where it falls short

Three reservations, beyond the regulatory point above. First, the total absence of a public price: the dedicated page only offers a quote form, with no tier or amount. Second, no formal security certification (ISO 27001, SOC 2) is published, unlike competitors that do display one. Finally, while candidate hosting is identified (OVH, in France), backups pass through Google Cloud and AWS with no region specified for these secondary providers.

Our recommendation

Beetween suits a French SMB or mid-cap that hires in volume, wants identified hosting and a fixed retention rule rather than a vague one. A company that wants to know a price before any sales contact, or that needs an explicit statement on human oversight of its AI sorting to document its compliance with the EU AI Act, will need to ask the vendor these two questions directly before signing.

Who it's for, and who it isn't

Suited for

A French SMB or mid-cap that hires in volume across over 180 job boards and wants to automate part of application screening
An HR department that values an automatic, documented purge of candidate data over a vague retention policy
An organization willing to negotiate a price through sales contact, with no public grid

Not a fit

A company that wants to compare a price before picking up the phone
An organization that must document human oversight of a high-risk sorting system and needs an explicit statement from the vendor on this point
A firm that requires a formal security certification (ISO 27001, SOC 2) before signing a contract

Frequently asked questions

Does Beetween's AI candidate sorting comply with the EU AI Act?: Automated candidate ranking sits among the high-risk uses under the EU AI Act in employment matters. Beetween highlights several modules (pre-qualification, scoring, matching and parsing) without ever specifying, on the public pages reviewed, how a recruiter oversees or can correct this ranking. Its general terms also describe its candidate search engine's results as produced "with no prior human verification" — a phrase concerning sourcing, not directly the scoring of received applications, but one that doesn't help document the human oversight the regulation requires. It's up to the client company to build that documentation, with no explicit support from the vendor.
How much does Beetween cost?: No price is published. The dedicated page only offers a quote request form, with no tier or indicative amount: there's no way to know whether the tool costs 100 or 1,000 euros per month without going through sales.
Does my candidate data stay in France?: Yes, according to the vendor: the GDPR page states that servers are located in France (Roubaix, Gravelines, Strasbourg) with OVH, and that candidate profiles are automatically deleted two years after the application is received. Backups, however, pass through Google Cloud and AWS, with no region specified for those providers specifically.
Does Beetween suit a small organization with no dedicated HR department?: Beetween targets SMBs and mid-caps that hire in volume instead: its claimed 1,500 clients and 120 employees spread across France, Spain and Italy point to a vendor built for regular hiring volumes, not occasional recruitment. A small organization that hires rarely will find something simpler elsewhere.
What's the difference with Taleez or Flatchr?: All three are French ATSs with AI sorting modules and hosting in France. Taleez highlights its distribution to schools and employee referrals, Flatchr its Kanban-style management for field managers. Beetween stands out for its history as a recruitment agency turned vendor and for a fixed, automatic data-retention rule, but remains the only one of the three with no published statement on human oversight of its scoring AI.