AI assists. Humans decide.

It means uRecruits' AI does not advance candidates, reject candidates, or extend offers autonomously. AI scores responses, summarizes data, parses resumes, suggests rankings — but every advancement and rejection requires a human recruiter's action. The product workflow is designed so AI cannot move candidates 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 begins, candidates see an explicit notice on the application form: “This application includes an AI screening step. Here's what it scores. A human recruiter reviews every result.” Candidates also see their score and summary after submission — same view the recruiter sees.

Candidates can request human re-review of any AI Pre-Screening result. Re-review is performed by a recruiter — not by re-running the model. The recruiter reviews the original responses and the AI output, and makes a decision based on full context. Re-review requests are logged in the audit log.

Currently, no. AI Pre-Screening can include video assessments, but the AI scoring is based on response content (what the candidate said), not facial-analysis features. If facial-recognition features are added in the future, they will require explicit candidate consent per Maryland HB 1202 and similar laws.

[ COUNSEL REVIEW ] — Annual independent bias audit summaries will be published on this page following audit completion. The first audit is in planning per the AEDT compliance roadmap. Audit firm selection and methodology disclosure pending counsel + audit-firm review.

Many AI hiring platforms market AI capability without clear boundaries. uRecruits makes the boundary explicit: AI assists; humans decide. We document the architecture publicly. We commit to candidate disclosure. We support customer compliance with current and upcoming AI hiring regulations. Whether other platforms make equivalent commitments is for buyers to evaluate against this page.

It constrains the design space — we don't build features that take final hiring authority away from humans. But it focuses development on AI that augments recruiter decision-making (parsing, scoring, summarization, scheduling, drafting), which is where the practical value is for hiring teams. As AI hiring regulation expands (Colorado AI Act 2026, EU AI Act, etc.), the responsible-AI architecture is positioned to comply by design rather than retrofit.