EU AI Act, Art. 13
Instructions for use
Last updated: October 2026
The German version of these instructions is the binding one.
What your team needs to know before it finds, interviews or compares candidates with MirageScouting. These instructions are not legal advice.
Who provides this system
MirageScouting is provided by Lehel Kakonyi, sole proprietorship, trading as “Miragescouting.de”, Mühlenstraße 8 a, 14167 Berlin, Germany. Contact: legal@miragescouting.de.
These instructions are for companies and recruiters who use MirageScouting to find, interview and compare candidates — including through an AI assistant such as Claude, ChatGPT or Gemini. Under the EU AI Act, that makes you a “deployer” of a high-risk AI system.
What it is for, and what it is not for
Use it to:
- find candidates whose skills match a role;
- run structured AI interviews that every applicant gets in the same form;
- compare candidates on the evidence those interviews produce.
Do not use it to:
- reject or hire anyone on the list or a score alone. A person in your company reviews the candidate before any decision — the profile, the evidence and, where possible, a conversation.
- filter or rank people by a protected characteristic or a stand-in for one. Protected are race or ethnic origin, sex, religion or belief, disability, age and sexual identity (§ 1 AGG). Stand-ins include name, nationality, first language, postal code and years of experience — unless the job genuinely requires the criterion and you can say why.
- copy candidate data out of MirageScouting in bulk, or contact candidates for any purpose other than the role.
What the skill levels mean
Every level is a number from 0 to 10 on one ladder, in four bands: Beginner, Intermediate, Advanced, Master.
| Kind | Where it comes from | How much to trust it |
|---|---|---|
| Self-reported | The candidate rated themselves. Nobody checked it. | A starting point only. People rate themselves differently; some under-rate and some over-rate, and this can differ between groups. |
| Confirmed | From the candidate's AI interview: evidence from the conversation, judged against fixed rules, then approved by a person on the MirageScouting team. Shown with its date. | Stronger evidence, but it rests on one conversation. A skill that did not come up may be missing. |
A search for several skills orders people (1) by how many of the requested skills they meet at the required level and (2), on a tie, by the sum of their levels on those skills. The order uses self-reported levels. A higher place means “said they are stronger on more of your skills”, not “is the better candidate”. Confirmed levels are shown beside them and not mixed in.
Known limits
- Self-reported levels are unverified (see above).
- Group fairness is not yet measured. MirageScouting holds no data on gender, age or origin. Tests are planned, and we will publish the results in these instructions. Until then, treat the ranking as a shortlist aid, never as a judgement.
- Interview evidence depends on speech recognition; strong accents can reduce accuracy. This is not yet measured either.
- Interview evaluation has been tested mostly in English; German coverage is being added.
- When very many people match, a search may show fewer people than exist. A fix is planned for the end of October 2026.
Your duties as a deployer (AI Act Art. 26)
- Use the system as described here.
- Human oversight: name the people in your company who may use People Scouting and AI interview results. They understand the section “What the skill levels mean” and review every candidate before a decision.
- Tell candidates: applicants must know that an AI-supported system is used in your hiring process. Your job posting or invitation says so. MirageScouting tells them in the interview itself.
- Works council: if you have one, inform it before you start using MirageScouting (§ 87(1) no. 6 and § 95 BetrVG may require its consent).
- Keep records of how you used results for at least six months.
- Explain decisions on request (Art. 86): if a person asks why a decision relying on MirageScouting was taken, you must explain it clearly. Every result shows which skills matched and at what level; MirageScouting supports you on request.
- Report problems — suspected discrimination, wrong levels or misuse — to legal@miragescouting.de.
Data protection
- For your applicants and employees, MirageScouting processes data on your behalf under the data processing agreement (AVV, Art. 28 GDPR).
- For a candidate's own MirageScouting account, MirageScouting is the controller.
- AI assistants (MCP) never receive contact details, photo, date of birth or salary, and only see candidates who explicitly allowed it.
Technical requirements
- A current browser.
- For AI assistants: an assistant that supports remote MCP servers with OAuth. Server URL: https://mcp.miragescouting.de/mcp (steps at /developers/mcp).
Changes
We announce material changes to how levels are produced or ordered in the product and in these instructions, each naming the change and the date it takes effect.