Faster candidate-add throughput
Auto-parse and streamlined entry reduce repetitive data entry per candidate.
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Book a demoThe value of a talent CRM is the pool it builds, and the pool only builds if adding candidates is fast and frictionless across every source, from a LinkedIn result to a referral email to a CSV from a previous tool.
Sourcers, Recruiters, HR Operations
Reducing repetitive data entry helps recruiting teams capture candidate history more consistently and build a more useful talent pool over time. Add Candidates is built for low-friction ingestion across every supported source, so records land in one connected talent pool.
Manual entry
Single-candidate form for one-off additions, auto-parsing any attached resume into structured fields
Bulk upload
CSV or spreadsheet import with column mapping and deduplication during import, with an optional preview before commit
API import
Programmatic import for tenants integrating external sourcing platforms, prior CRMs, or custom pipelines, rate-limited per tenant tier
Candidate self-add
A branded landing page where candidates voluntarily join a talent community, landing in a dedicated segment for review
Referral capture
An internal referral form for employees, captured with referrer attribution on the candidate record
Every source, one talent pool
Manual, bulk, API, self-add, and referral all land in the same pool with duplicate detection and source attribution.
StepWhat happens
If a resume is attached or detected, Resume Parsing helps structure job-related candidate information for recruiter review.
uRecruits checks for potential existing records and surfaces possible matches for user review before records are merged.
Source channel tagged on the record (LinkedIn, referral, event, and so on) for downstream attribution reporting
Candidate lands in the Talent Pipeline pool, optionally pre-tagged to a segment
Where applicable, candidate notice and source are recorded for the candidate record.
Add event captured with actor, timestamp, ingestion path, and source channel
A candidate who appears from a referral six months ago, then applies to your Senior Engineering role next week, is one record, not two. Duplicate detection runs at every add path.
One record across every path — A candidate from a referral six months ago, then applying next week, is one record. Duplicate detection surfaces possible matches at manual entry, bulk upload, API import, and self-add for user review before merging.
History preserved on merge — When a merge happens, source-channel history is preserved, so the candidate is attributed to both channels for ROI tracking.
Candidate records may be subject to employer policies and applicable U.S. privacy, employment, recordkeeping, and communication requirements. uRecruits is implementing controls for source tracking, retention, candidate rights, audit history, and responsible data handling as part of its broader Responsible AI Program.
Source declaration for where the record came from
Retention policy per organization
Candidate access, correction, and deletion workflows where implemented
Audit log for all add, modify, and delete events
Customer responsibility for specific compliance with applicable counsel.
Auto-parse and streamlined entry reduce repetitive data entry per candidate.
Cross-path deduplication prevents pool fragmentation
Source-channel tagging at add time supports downstream ROI reporting
* Customer results vary by sourcing volume and data quality at source.
Add candidates through five paths: manual entry, bulk CSV upload, API import, candidate self-add via a branded landing page, and employee referral capture. Every path lands in one talent pool with dedup and source attribution.
Yes. CSV or spreadsheet import with column mapping, and deduplication during import prevents creating multiple records for candidates already in your pool. API import is available for large migrations.
Deduplication prompts a merge into the existing record. Source channels are preserved, so the candidate is attributed to both, and any new data points such as additional skills or updated location are merged in.
Yes. A branded landing page lets candidates voluntarily join your talent community, and captured candidates land in a dedicated segment for sourcer review.
Yes. The bulk API supports thousands of candidates per request, rate-limited per tenant tier. See your account team for API documentation and rate limits.
An internal referral workflow gives employees a branded form to submit referrals. The captured candidate is tagged with referrer attribution on the record, and referral programs are configurable per tenant.
The candidates you add today are the candidates who hire faster six months from now when a matching role opens. The pool compounds, but only if adding is easy.
uRecruits uses AI in selected workflows to support recruiting tasks such as drafting, summarization, and 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.