The dual occurrences of constant data collection and use of artificial and autonomous systems in the workplace are having a profound impact on labour relations and workers’ lives. Whilst much focus on the interplay between data processes and work has centered on the advent of the gig economy and platform labour, companies across the board are intensifying data collection and algorithmic decision-making to optimize productivity, implement marketing campaigns or forecast events relating to their business. A particular area of transformation is in the organization of human resources and hiring practices where aspects of sourcing, screening and ranking, interviewing and selecting potential candidates is increasingly permeated with automated data processes. This paper provides an overview of key developments in data-driven hiring in Europe and outlines the nature of tasks being automated, the sources of data, and the role of predictive analytics in this domain. It will specifically point to the growing information asymmetry that accompanies the advent of datafication in relation to human resources, in which there is a significant increase in the information employers gather about potential candidates and a growing dependency on extensive profiling practices. The paper will assess how these developments transform labour relations through new stratifications of power, dehumanization and the simultaneous potential for both a reduction and amplification of ‘bias’.