Why uRecruits
Hiring software has a transparency problem. Vendor fees show up after sign-up. AI scores candidates in black boxes. Decisions get attributed to algorithms when humans should own them. Aggregator job boards harvest data from candidates who just want a job.
uRecruits exists to do the opposite.
uRecruits is the most transparent hiring platform.
Why Transparency. Why Now.
Three forces are converging on hiring software at the same time.
Buyers are tired of surprise costs.
Most ATS platforms quote a base subscription, then pile on per-posting, screening, integration, support-tier and premium-board fees. The total stays opaque until the invoice arrives — and smaller hiring teams get burned.
We disclose every cost on the pricing page. Vendor pass-through fees — JobTarget premium boards, background screening — are explicit, not hidden.
Candidates deserve to know when AI is judging them.
AI screening is becoming standard, yet most platforms never tell candidates when it's used or what it produced.
We tell candidates clearly: this application includes an AI Pre-Screening step, here's what it scores, and here's the human recruiter who reviews every result. Transparency isn't optional when livelihoods are at stake.
Regulators are catching up to opaque AI hiring.
NYC Local Law 144, Illinois' AI-video rules, Maryland's facial-recognition limits, Colorado's AI Act (effective date delayed and enforcement currently stayed), and pay-transparency laws across NY, CA, CO, WA, IL, NV, MD and RI
Platforms designed for transparency from the start won't have to retrofit when these laws hit. We did.
The 5 Pillars of Transparency
Transparency isn't one feature. It's five distinct commitments that hold up the platform.
Transparent Pricing
Every cost disclosed before sign-up. Plan price stated clearly. Vendor pass-through fees explicit (JobTarget premium boards, background screening — paid to vendors, not absorbed by us). No surprise charges. Pilot rates locked at sign-up.
We do not bury fees in fine print. We do not surprise customers with charges after they sign.
What We Will Not Do
A position is only meaningful when you can name what you reject. Here's what uRecruits will not do — even if every competitor does, even if it costs us short-term revenue.
No hidden fees
JobTarget premium board fees and background screening fees are vendor pass-throughs — disclosed before purchase, not absorbed silently into a margin.
No black-box AI
Candidates always know when AI is in their application, what it scored, and that a human recruiter reviewed every result before any decision.
No auto-decisions
Hiring is a human responsibility. Our AI assists; it does not decide.
No aggregators
Applications on Jobs Marketplace go directly to real, named hiring companies — never to middlemen that profit from candidate desperation.
No data resale
Application data is the candidate's, not our marketing list.
No hidden audit trail
EEOC-auditable means audit-ready by default, accessible to customers, not just under legal duress. The audit trail is live today; our first independent bias audit is in planning."
No pay-law workarounds
Where state law requires salary disclosure, we enforce it on the platform — not provide a workaround for employers who want to skip it.
Our stance
These are positions, not features. They constrain product roadmap, sales tactics and partnership choices. They are deliberate.
Transparency, Made Operational
How each commitment shows up in the product itself.
Transparent Pricing
Every plan listed on the pricing page with clear feature lines. Vendor pass-through fees called out explicitly. The onboarding screen confirms your locked pilot rate before any charge.
Transparent AI
AI Pre-Screening is disclosed on the application form before a candidate begins. Candidates see their score, the summary the recruiter sees, and can request a human re-review.
Transparent Decisions
Every status change is logged with actor (recruiter name), timestamp, stage and decision. Customers can export the audit log per candidate at any time — EEOC-auditable by default.
Transparent Outcomes
Job postings require salary-range fields where state law mandates. Employer name is always visible. The candidate sees who's reviewing their application. No aggregator redirects.
Transparent Trust Posture
Trust & Security shows SOC 2 status, encryption posture, sub-processor list, BAA availability, retention defaults and incident response. Responsible AI shows the AI architecture and bias-testing methodology.
A Note from Thomas
Founder Thomas Alexander · Cleveland, Ohio · Founded 2022 · Launched 2025
I started uRecruits because hiring software had become a maze of hidden costs and AI black boxes, and the people most affected (candidates and the recruiters trying to do right by them) had the least visibility into what was happening.
We built uRecruits with a different commitment: tell people what’s happening. Tell buyers every cost. Tell candidates when AI is involved and what it produced. Tell recruiters every decision is theirs to own. Tell regulators we’ll meet them halfway: auditable by default, not when they show up at the door.
That’s a position, and it has costs. We charge less because we don’t add hidden fees. Our AI does less because we don’t give it final-decision authority. Our marketplace works harder because we don’t redirect candidates through middlemen. We chose those tradeoffs.
If transparent hiring matters to your team (to the candidates you owe a fair process to, to the recruiters you owe clear authority, to the regulators you’ll eventually answer to), uRecruits is built for you. Thank you for reading.
— Thomas Alexander, Founder & CEO, uRecruits
- HR/Recruiter-in-loop
- 0 automated hiring decisions
- EEOC-auditable
- PII & PHI protected
- SOC 2 in progress
Common Questions About uRecruits
It's a deliberate position with costs. We charge less because we don't bury fees. Our AI does less because it doesn't have final-decision authority. We disclose vendor pass-throughs that competitors hide. The position constrains our product roadmap, our sales tactics and our partnership choices. It's not a tagline — it's a tradeoff.
Most AI hiring platforms market AI capability without clear boundaries about what AI decides versus what humans decide. We make the boundary explicit: zero automated hiring decisions. Every advancement and rejection is human-led. AI assists; AI does not decide. Combined with explicit pricing, vendor disclosure and audit-ready trust posture, the result is a position competitors can copy in words but not easily match in substance.
No. We have a full ATS, Talent CRM, Candidate Assessment with Scoreboard, AI Pre-Screening, Screening & Hiring, Jobs Marketplace, HR Insights and uR Agent (5 specialized AI agents). Transparency is a choice, not a limitation. We could obscure our pricing model and AI architecture; we choose not to. The capability is full; the disclosure is deliberate.
Two reasons. First, we don't add hidden fees — what you see on the pricing page is what you pay (plus vendor pass-throughs that we disclose). Second, our cost structure is built for the long term: transparency reduces churn, shortens sales cycles and lowers support burden. We don't pay for opacity; we pay for trust.
It constrains the design space — but in a useful way. We invest in AI that augments recruiter decision-making (parsing, scoring, summarization, scheduling) rather than AI that replaces it. As regulation catches up to opaque AI hiring (such as NYC LL 144), platforms designed for transparency from the start won't need expensive retrofits.
That's exactly why we built the 14-day free trial with no credit card required. Read the manifesto here, look at the evidence on pricing, Responsible AI and Trust & Security, then try the product. If transparency-first hiring software fits how your team wants to operate, you'll know quickly.
Five commitments hold it up: transparent pricing (every cost disclosed before sign-up, vendor pass-throughs explicit), transparent AI (every AI step shown, 0 automated hiring decisions), transparent decisions (every advancement and rejection human-led and logged, EEOC-auditable), transparent outcomes (real named employers, salary ranges where state law requires, no candidate data resale), and a transparent trust posture (SOC 2 status shown honestly, sub-processors and retention documented).
No. Every cost is disclosed on the pricing page before sign-up. Vendor pass-through fees, such as JobTarget premium boards and background screening, are stated explicitly and paid to the vendors, not absorbed silently into a margin. Pilot rates are locked at sign-up, with no surprise charges after you sign.
No. uRecruits operates with 0 automated hiring decisions. AI assists with parsing, scoring, summarization, and scheduling, but every advancement and rejection is human-led. Candidates are told when AI is used in their application, can see what it scored, and every AI result is reviewed by a human recruiter before any decision.
uRecruits was designed for transparency from the start, which aligns it with laws such as NYC Local Law 144 (bias audits for AEDTs), the Illinois AI Video Interview Act, Maryland's facial-recognition restrictions, and state pay-transparency laws (NY, CA, CO, WA, IL, NV, MD, RI). Colorado's AI Act is also on our radar, though its effective date is delayed and enforcement is currently stayed. Platforms designed for transparency don't have to retrofit when these laws take effect. Specific compliance remains the customer's responsibility with applicable counsel.
Now That You Know Our Position.
Take the next step.
This page states uRecruits' positioning and commitments. AI capabilities described operate under HR/Recruiter-in-loop framing — AI assists; humans decide; no candidate is auto-rejected. Pricing, certifications and compliance posture reflect current state at the page's last review date and may change. SOC 2 is "in progress"; certification claims update when achieved.