The Resume Trap: Void Architecture in Algorithmic Hiring and HR Technology

Anthony W. Eckert

doi:10.5281/zenodo.18746359

February 23, 2026Open Access

The Resume Trap: Void Architecture in Algorithmic Hiring and HR Technology

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Key Points

To explore the opacities within algorithmic hiring processes and their implications on transparency and fairness.
Applied the Void Framework to evaluate algorithmic hiring systems.
Assessed candidates' and employer criteria's opacity in various platforms.
Evaluated HireVue, Pymetrics, and ATS systems for compliance with EU regulations.
Identified significant opacity in candidate evaluation criteria.
Scored various HR technologies on levels of transparency and fairness.
Highlighted the implications of the EU AI Act for algorithmic hiring practices.

Implication

This analysis applies a framework to identify opacity in algorithmic hiring, highlighting implications for compliance in HR technology.

Abstract

Applies the Void Framework to algorithmic hiring and HR technology. Compound void: candidate opacity, algorithmic model opacity, employer criteria opacity. HireVue, Pymetrics, and ATS systems scored. EU AI Act Annex III §4 HIGH-RISK classification — enforcement 2 August 2026.

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Cite This Study

Anthony W. Eckert (2026) studied this question.

synapsesocial.com/papers/699e9143f5123be5ed04ea75 https://doi.org/10.5281/zenodo.18746359

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The Resume Trap: Void Architecture in Algorithmic Hiring and HR Technology

Key Points

Implication

Abstract

Discussion

Cite This Study

The Resume Trap: Void Architecture in Algorithmic Hiring and HR Technology

Key Points

Implication

Abstract

Discussion

Cite This Study

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