Ask most recruitment software vendors why their tool uses cloud data storage, and the answer is usually simple: it's convenient to build and maintain. But convenient for the vendor doesn't always mean necessary for the recruiter.
For recruiters handling sensitive candidate information, it's worth looking at what happens to that data behind the scenes.
Why Cloud Data Storage Became the Default
Cloud data storage makes recruitment software easier for vendors to build and maintain. Processing happens on their servers, updates can be managed centrally, and the software doesn't depend as much on the recruiter's device.
For vendors, this can make scaling easier. But it also means candidate information has to leave the recruiter's device and enter a cloud infrastructure.
That creates additional questions around data protection, data residency, and data sovereignty.
The issue isn't that cloud data storage is automatically bad. It's that recruiters should understand why their candidate data needs to be stored or processed there in the first place.
What Cloud Data Storage Means for Candidate Data
- When recruitment software sends candidate information to a cloud server, recruiters need to understand where that information is processed and stored.
- This can involve third-party processors, security controls and cross border data transfer considerations. Recruiters may also need to understand agreements and responsibilities under GDPR.
- A vendor saying it is GDPR compliant is useful, but recruiters should still ask how the system actually handles candidate data.
- With cloud data storage, candidate information may pass through multiple systems or services depending on how the software is built. That can create more points where data is processed, accessed or transferred.
- For recruiters, understanding data residency and data sovereignty therefore becomes part of understanding how their recruitment software handles candidate information.
Does Recruitment Software Really Need Cloud Data Storage?
Not necessarily.
EdgeTal is built to show that recruitment software can work without cloud data storage for AI processing. EdgeTal uses on-device AI and a private LLM to process candidate information directly on the recruiter's device. This means CVs don't need to be uploaded to a cloud server simply to power AI processing.
That approach can reduce unnecessary data movement and support data protection by design. It also means candidate information doesn't need to travel through an external AI processing service for these tasks.
This can make questions around data residency and data sovereignty simpler. If candidate information stays on the recruiter's device, there is less external infrastructure involved in its processing.
Of course, removing cloud data storage from AI processing doesn't remove every compliance consideration. On-device processing doesn't automatically make recruitment software GDPR compliant or satisfy every EU AI Act requirement.
Human oversight, documentation, security and other obligations still matter.
What Cloud Data Storage Looks Like in EdgeTal
EdgeTal takes a different approach to cloud data storage.
Your candidate pool stays on your device. Resume imports can come through CSV, a URL or a local file, with embeddings generated using on-device AI.
Semantic search then helps find candidates based on the meaning of their skills and experience rather than relying only on exact keywords. Search results show a match percentage and the part of the candidate profile that contributed to the match.
AI Assist can help make a broad search more specific, while Analyse Fit with AI brings together a candidate's skills, experience, education and certifications.
The important point is that these AI processes don't require cloud data storage for candidate CVs.
This also reflects EdgeTal's use of an on-device LLM. Instead of sending candidate information to a remote AI service, processing happens directly on the device.
For recruiters considering AI hiring software, where candidate data is processed can be just as important as what the software can do.
Why Data Protection by Design Matters
The choice between cloud processing and local processing is also connected to data protection by design.
Rather than relying entirely on policies to protect candidate information, data protection by design considers privacy when the technology itself is built.
That doesn't mean local processing automatically makes a product GDPR compliant. GDPR compliance depends on how the organisation collects, uses, stores and protects personal data.
But reducing unnecessary transfers can support a stronger privacy approach.
For recruitment teams, this is particularly relevant when handling CVs and other candidate information through AI hiring software.
Conclusion
Cloud data storage is convenient, but it isn't a requirement for effective recruitment software. For recruiters handling sensitive candidate information, reducing unnecessary data movement can make privacy easier to understand and manage. EdgeTal takes this approach with on-device AI, a private LLM and local candidate processing.
Cloud data storage doesn't have to be the starting point for recruitment software. Sometimes the more useful question is whether candidate data needs to leave the device at all.
FAQs
Does recruitment software need cloud data storage?
No. Recruitment software can process candidate information locally using on-device AI without relying on cloud data storage for AI processing.
Is cloud data storage bad for recruitment software?
Not necessarily. Cloud data storage can be useful, but recruiters should understand where candidate data is processed, stored, and transferred.
How does EdgeTal process candidate data?
EdgeTal uses on-device AI and a private LLM to process candidate information directly on the recruiter's device, without sending CVs to a cloud server for AI processing.
Does EdgeTal use cloud data storage for AI processing?
No. EdgeTal keeps the candidate pool on the device and performs AI processing locally, including embedding generation and semantic candidate search.