From Final Interview to Signed Offer, Without the Chaos

Five workflow surfaces in the platform left rail: AI Pre-Screening, Interviews (with HR, Technical, and Senior HR tabs), Offers, Background Screening, and Drug Screening. Plus the Screening & Hiring Home dashboard that summarises activity across all five. Together these carry seven of the ten uR Position Workflow components.

An ATS tracks who is where in the pipeline. Screening & Hiring runs the work that determines where they should go next: pre-screening, interviews, offer, and verifications. uRecruits ships both. The ATS in Recruitment Software handles the pipeline view. Screening & Hiring handles the workflow rounds. Same platform, complementary capabilities.

Yes. Scheduling is integrated into the Interviews surface as a workflow state. Candidates flow from Pending To Schedule through In Progress to Completed or Rejected without leaving the platform. uRecruits includes built-in calendar scheduling, panel and multi-interviewer support, configurable durations, and automated reminders. Calendar integration is configured at account or workflow-template level.

Yes. HR, Technical, and Senior HR interviews all run in inbuilt audio/video conferencing rooms inside uRecruits. Candidates and interviewers join without leaving the platform and every session ties back to the candidate record. All three interview types share the same scheduling, video, scoring, and rejection mechanics. Only the rubric and participants differ. Each produces its own Position Workflow round and its own score on the Scoreboard.

Offers are sent for e-signature and tracked through to acceptance from inside the Offers surface. The offer letter and its current status (Pending / Accepted / Yet to Accept) are stored on the candidate record alongside every other round score. The hiring manager can see offer status on the Scoreboard without asking anyone.

On the Scoreboard. The design separation is intentional. Screening & Hiring runs the round. The Scoreboard captures the score. Interviewers and panel members use the Scoreboard per-round Update control to submit their scores after each round completes.

On the candidate Scoreboard in the Candidate Evaluation family. The Scoreboard aggregates every score from Screening & Hiring including AI Pre-Screening, all three interview rounds, offer status, and screening statuses, plus assessment scores from Candidate Evaluation, into one decimal-scale composite.

Yes. Both are coordinated from inside uRecruits through a Universal integration that works with your existing consumer reporting agency and clinical-testing partners. You initiate a check, track it through each stage, review the returned report as a PDF, and mark it verified or rejected without logging into a separate vendor portal. uRecruits provides the workflow surface and audit log. The actual checks are performed by your accredited third-party partners. No vendor lock-in.

Yes. Every screening status change, review action, and rejection email is logged automatically with actor and timestamp. If a background check turns up a discrepancy that would affect the hiring decision, the FCRA-mandated adverse-action workflow is supported: pre-adverse notice, candidate response window, and final adverse decision. uRecruits supports the workflow and audit trail. The adjudication decision remains with the recruiter and any applicable counsel.

No. uRecruits does not auto-reject. AI Pre-Screening produces a recommendation score on a decimal scale with structured rationale. The recruiter reviews and decides. Every override is logged with actor and timestamp. Hiring laws including NYC LL144, EU AI Act, and EEOC AI guidance require human oversight on consequential employment decisions.

Yes. Scheduling, interviews, offers, and screening all run on a single candidate record. The candidate receives communications through one workflow rather than from multiple disconnected tools. The experience stays consistent from the final interview through to cleared-to-hire.

Talent CRM is the front-of-funnel acquisition channel. It sits between Recruitment Software, which creates and publishes jobs, and Screening & Hiring, which runs the post-application workflow. Recruiters use Talent CRM to attract, nurture, and convert leads into applicants. Once the candidate applies, the Screening & Hiring workflow takes over.