Responsible AI in hiring. AI assists. Humans decide.
uRecruits takes a responsible AI approach to hiring, and it starts with one simple rule. Every hiring decision is a human responsibility. Our AI handles the work that doesn't need judgment, like parsing resumes, scoring responses, writing summaries, and scheduling. Then a human recruiter reviews every result before it affects a candidate. The AI does the busywork. People make the calls.
Where AI fits and where it doesn't
The product workflow has roughly 12 steps from job creation to signed offer. AI handles a specific subset; humans own the rest. Below is the breakdown.
AI assists
AI assists
Job description drafting
The Job Creation Agent generates bias-checked job descriptions in under 60 seconds. Recruiter reviews and edits before posting. Human approves before publish.
Resume parsing
30+ data points extracted from each resume (contact info, skills, education, experience, dates). Human verifies and corrects. Parsing failures route to manual review.
AI Pre-Screening (when used by employer)
Structured video, audio, text, or multiple-choice screening. AI produces a score (out of 10) and written summary. Disclosed to candidate before they begin. Human reviews every result.
Interview scheduling
The Workflow Agent coordinates calendar integration with candidate and interviewer. Recruiter approves the schedule before sending invitations.
Workflow logging
Every action logged with actor, timestamp, stage, outcome. Audit log generated automatically (not manually maintained).
Humans decide
Humans decide
Whether to interview a candidate
Recruiter reviews AI-ranked list and ALL candidate responses (including any AI Pre-Screening output). Recruiter chooses who to advance. AI does not advance candidates autonomously.
Whether to extend an offer
Hiring manager + recruiter make the call. Compensation, terms, start date all human-determined.
Whether to reject a candidate
Recruiter not AI flags rejection. Rejection notice is sent by human review. “Auto-rejection” is not a feature on uRecruits.
How to interpret AI Pre-Screening scores
Score is a data point, not a decision. Recruiter interprets the score in context (role requirements, candidate's full application, interview performance). Score does not gate advancement.
Disputes and re-reviews
Candidate can request human re-review of any AI Pre-Screening result. Re-review is performed by a recruiter, not by re-running the model.
Our 5 promises to every candidate
If you apply to a job through a uRecruits-powered application, here's what you can expect every time.
- 01Promise
You will be told when AI is used in your application.
Before any AI Pre-Screening step starts, you'll see a clear notice that says the application includes an AI screening step and explains what it does. There is no silent AI judgment happening in the background.
- 02Promise
You will see what the AI scores you on.
You can see the same AI score and summary that the recruiter sees. Same data on both sides. The candidate and the reviewer look at the exact same information.
- 03Promise
A human recruiter reviews every result before any decision.
AI does not advance you, and AI does not reject you. A recruiter reviews every AI result before your application moves forward or stops. You are never advanced or rejected by AI on its own.
- 04Promise
You can request human re-review.
If you disagree with an AI score or summary, you can ask a human recruiter to look at your application again. That review is done by a person, not by running the model a second time.
- 05Promise
Your application data goes only to the company you applied to.
Your data is not sold. It is not shared with aggregators. It is not used for third-party marketing. And you can ask us to delete it at any time.
HR/Recruiter-in-loop
0 automated hiring decisions
EEOC-auditable
PII & PHI protectedFAQs about Responsible AI in our hiring platform
It means our AI does not advance candidates, reject candidates, or send offers on its own. The AI scores responses, summarizes data, parses resumes, and suggests rankings. But every time a candidate moves forward or gets turned down, a human recruiter makes that call. The workflow is built so the AI cannot move anyone forward without human review.
That's a regulatory analysis question that depends on specific use cases. uRecruits provides customers with: (a) bias-audit-ready data exports, (b) candidate-notice template language compliant with NYC LL 144, and (c) audit log infrastructure to support the customer's compliance posture. Whether a specific use of AI Pre-Screening triggers AEDT classification is determined by the customer's deployment and counsel review. We support compliance regardless of how the question is decided.
Before any AI Pre-Screening step starts, candidates see a clear notice right on the application. It explains that the application includes an AI screening step, what the AI scores, and that a human recruiter reviews every result. After they submit, candidates can see their own score and summary too, the same view the recruiter has.
They can ask for a human re-review of any AI Pre-Screening result. A recruiter handles it, and we do not just run the model again. The recruiter looks at the original responses and the AI output, then decides based on the full picture. Every re-review request is saved in the audit log.
No. AI Pre-Screening can include video assessments, but the scoring is based on what the candidate actually says, not on facial-analysis features. If we ever add facial-recognition features, they will require clear candidate consent under Maryland HB 1202 and similar laws.
We plan to publish independent bias audit summaries on this page after each annual review, beginning with our first. That first audit is in planning as part of our AEDT compliance roadmap.
A lot of AI hiring platforms sell AI power without drawing clear lines around it. We draw the line out loud. AI assists, humans decide. We explain the architecture publicly, we commit to telling candidates when AI is used, and we support your compliance with current and upcoming AI hiring laws. Whether other platforms make the same promises is something you can weigh against this page.
It shapes what we build. We don't build features that take the final hiring call away from people. Instead, we focus on AI that helps recruiters work faster, like parsing, scoring, summarizing, scheduling, and drafting. That's where the real value is. And as AI hiring rules evolve, our responsible AI setup is built to adapt instead of scrambling to retrofit later.
Need to learn more?
uRecruits uses AI in selected workflows to support recruiting tasks such as drafting, parsing, summarization, matching, or surfacing relevant information for recruiter review. AI outputs are intended to support authorized users, not replace employer decision-making.
uRecruits is implementing a Responsible AI Program designed around human oversight, job-related AI use, transparency, candidate rights, fairness, auditability, and governance for U.S. hiring technology.