JusRecruit

A one-sentence summary

JusRecruit is an AI-based recruitment and candidate assessment platform provided by HTH Technolabs Pvt Ltd; it relies on features such as the Saina autonomous interviewer, initial phone screenings, structured first-round interviews, and a lightweight ATS system.

What is JusRecruit?

JusRecruit offers two interconnected experiences for corporate recruitment teams and job seekers. Companies can post job openings, automatically screen applicants, view AI-generated evaluation scores, and manage the recruitment process, while job seekers can practice for interviews, create verified profiles, find matching jobs, and receive invitations from employers.

The core function of this product is not merely to store resumes; rather, it assigns the initial screening task to Saina. After recruiters define the job requirements and scoring criteria, Saina conducts conversations with candidates, asks follow-up questions about their experience, evaluates their responses, and then passes the results on to a human team for further review.

Overview of core functions

Saina autonomous AI interviewer

Saina is JusRecruit’s main AI-based interview tool, capable of carrying out initial telephone screenings as well as the first round of structured interviews. It conducts a two-way dialogue based on the requirements of the position, asking follow-up questions to the candidate’s responses instead of limiting them to answering predetermined multiple-choice questions.

• Questions are generated based on the mandatory requirements and bonus criteria for the position.
• Ask follow-up questions about the candidate’s experience, skills, and decision-making process.
• Use the rating scale specific to each position to evaluate the responses.
• Retain the evidence from the conversation for each rating.
• Generate an overall matching score, strengths, risk factors, and recommendations for further action.
• Arrange the candidates into a short list that is easy to review manually.
• The recruitment team is allowed to adjust or approve the interview scripts and scoring criteria.

The demonstration page offers a short-term phone screening experience that requires no registration; a full job interview, on the other hand, needs a more detailed description of the position as well as specific evaluation criteria. The duration of an actual interview varies depending on the position, as well as the number of responses and follow-up questions.

AI-based initial phone screening

Initial phone screenings are suitable for verifying preliminary information such as work experience, key skills, location, start date, salary expectations, and the candidate’s motivation. The system enables quick screening after an application is submitted, thereby reducing the need for recruiters to arrange multiple short phone calls.

1. Recruiters create job positions and define the mandatory requirements, additional advantages, and criteria for exclusion.
2. The system generates phone screening questions based on the job requirements.
3. Recruiters check issues, scoring logic, and candidate notifications.
4. The candidate answers the call or goes through the pre-set voice screening.
5. Saina raised questions about unification and followed up with further inquiries based on the answers given.
6. The system generates preliminary screening records, scores, and items that require manual attention.
7. After reviewing, the recruiter decides whether to proceed with an interview, conduct further verification, or stop the process.

Voice interactions should not be used to determine aspects such as accent, health status, age, or other sensitive characteristics that are unrelated to the job. Employers should limit evaluations to those skills that are clear, necessary, and related to the position.

First-round structured AI interview

In the first round of AI interviews, it is possible to establish a framework of competencies based on aspects such as technology, sales, marketing, operations, customer success, finance, or design. All candidates use the same core assessment scale, while Saina can ask additional questions to gain more insight into their responses.

• Structured questions specific to the position.
• Verification of evidence through skills, knowledge, and practical experience.
• Follow-up questions regarding vague answers.
• Individual ability scores and evidence for responses.
• Advantages, gaps, risk warnings, and recommendations for progress.
• Complete transcription and interview records that can be reviewed.
• An additional manual review option available for recruiters to use or as a supplement.

What is included in the scoring card?

A scoring card typically includes an overall fit assessment, scores for various skills, evidence supporting the responses given, strengths, weaknesses, and recommendations regarding whether to move forward with the candidate. It helps recruiters identify the key aspects quickly, but it should not be used as the sole basis for making decisions to hire or reject someone.

Lightweight ATS and recruitment pipeline

JusRecruit includes a lightweight applicant tracking system that allows users to view candidates for various positions on a dashboard, and to move them through different stages by dragging and dropping. The recruitment team can manage everything from the posting of job openings until the final hiring decision, without the need to use separate spreadsheets.

Position creation and recruitment process

1. Create a position and fill in the responsibilities, skills, location, and recruitment requirements.
2. Define job competencies, required conditions, bonus factors, and elimination criteria.
3. Let the system generate preliminary screening questions, interview scripts, and scoring scales.
4. The recruitment manager or a specialist checks whether the questions are relevant to the position.
5. Post job openings and receive applications from job boards or career pages.
6. Assign candidates to AI-based preliminary screening or the first round of interviews.
7. View the scoring sheet, original responses, transcripts, and anomaly alerts.
8. Decisions on proceeding, scheduling additional interviews, rejecting, or keeping candidates are made manually.
9. Synchronize the final state to the built-in or external ATS.
10. Regularly audit the pass rates and score differences among different groups.

Job seeker features

Job seekers can create profiles for free, take AI-driven interviews, and apply for positions on the platform. The verification interviews and scorecards conducted in a single step help employers understand the candidates’ skill levels, thereby reducing the need to repeat similar initial screening processes for different positions.

• Conduct AI-based mock interviews based on the target position and technology stack.
• Receive feedback on technical accuracy, clarity of expression, and answer structure.
• Create an AI verification file containing evidence of capabilities.
• Set the salary minimum, location, role, and technical preferences.
• Browse and apply for matching positions.
• Choose whether to allow recruiters to see your profile.
• Get more in-depth guidance by using paid experts for mock interviews.

Is there a fee for job seekers?

Creating a profile, taking AI-driven interviews, and applying for jobs are all free for job seekers, with no subscription required. Simulated interviews conducted by industry experts are optional paid services; the specific prices can be found on the booking page.

Interview demonstration

Public demonstrations allow recruiters and job seekers to experience Saina’s conversation features, scoring systems, and sorting methods. The initial phone screening demonstration lasts about five minutes, while a full AI interview takes around ten minutes; the actual product generates more specific questions based on the requirements of each position.

Integration of meetings, ATS, and evaluations

JusRecruit can be connected to Google Meet, Microsoft Teams, and external ATS systems; it also supports third-party tools such as skill assessments, video interviews, in-person interviews, and coding tests. Its developer API allows scoring sheets and candidate data to be integrated into existing recruitment processes.

• Synchronize interview times and meeting links.
• Write the AI scoring card to an external ATS.
• Transmits candidate, position, and process status.
• Access to professional skills or coding assessments.
• Provide videos, transcripts, and interview results to authorized users.
• Create custom connections for your own professional profile page or recruitment system.

The public development documentation is presented in the form of API collections, but the specific endpoints, authentication methods, permissions, and call restrictions must be verified by the development team prior to integration. Candidate data should not be sent to systems for which there is no clear business need.

Price and Credits

Companies can publish an unlimited number of job listings for free indefinitely, and they can use a lightweight ATS; AI-based phone screenings and the first round of AI-driven interviews are included in the paid plans. Each AI phone screening or each first-round AI interview consumes one credit, with the monthly quota depending on the plan purchased.

A 10% discount is applied to quarterly payments compared to the standard payment cycle, while an 20% discount is offered for annual payments. Upgrades take effect immediately and are charged based on the difference in cost, whereas downgrades come into effect starting with the next billing period; the terms also state that, unless required by law, refunds for fees are generally not provided.

Is there a setup fee?

The price details state that there are no setup fees or activation fees; the account can be used right after it is created. Whether additional costs apply for complex APIs, data migration, white-labeling, or corporate customization needs to be specified in the order.

Privacy and candidate data

The platform handles names, email addresses, phone numbers, work experience, videos, audio transcriptions, screen captures, keypress actions, rating results, usage logs, and integrated data. Interview information related to candidates constitutes highly sensitive recruitment data; in most cases, the corporate clients are responsible for managing this data, with JusRecruit acting as the processor.

Candidates may, in accordance with the law, request access to their data, carry it with them, correct or delete it, object to its processing or restrict such processing, and may also withdraw their consent for such processing. Companies should also provide clear notices, alternative methods of assessment, channels for filing complaints, and the possibility of manual review.

Automated decision-making, fairness, and human review

JusRecruit states that Saina evaluates candidates based on their knowledge and skills related to the position, without taking into account facial expressions, appearance, or demographic factors; it uses uniform questions and scoring scales. The platform also offers human oversight, regular bias testing, and alternative assessment methods.

• Competency models and questions are reviewed by experts in the relevant fields.
• Only the data necessary to achieve the recruitment objectives are collected.
• Avoid using accents, expressions, or behaviors that are unrelated to the position.
• Explain to the candidates the stages in which AI is involved and the purposes for which the data is used.
• Provide manual review and reasonable alternative processes.
• Monitor the completion rate, pass rate, and error rates for different groups.
• Record the reasons for manually overriding the AI’s suggestions.
• The final decisions regarding hiring and rejection must be made by authorized personnel.

No AI recruitment system can automatically eliminate biases just because it claims to be fair. Job criteria, training data, speech recognition, accessibility for people with disabilities, and the way in which recruiters use such systems can all have an impact, and continuous verification is necessary.

Safety measures

The privacy policy describes the security framework as being in line with ISO 27001, and mentions encryption for data transmission, static encryption, role-based permissions, multi-factor authentication, annual penetration testing, 24/7 monitoring, and employee training. Being in line with a standard does not mean that an independent certification for that standard has been obtained.

The candidate agrees to assume legal responsibilities.

The terms of service require companies to obtain verifiable consent from candidates before carrying out recording, screen recording, key press analysis, potential behavioral or biometric analysis, cross-border data transmission, and AI-based analysis. Failing to obtain valid consent is considered a serious breach of the terms.

1. Specify in the invitation the purposes of AI-based interviews, recording, and scoring.
2. Specify the data controller, processors, and retention period in accordance with regional requirements.
3. Separate the optional processing from the processing necessary to complete the interview.
4. Alternative options are provided for those with disabilities, those facing equipment limitations, or those who do not agree to AI evaluation.
5. Record the candidate’s approval time, version, and withdrawal status.
6. The scoring sheet is restricted to authorized personnel involved in the recruitment process only.
7. Handle requests for access, correction, deletion, and appeals within the statutory time limits.
8. Before making a final decision, humans review the original responses and evidence related to the position.

API, GitHub, and open-source status

JusRecruit provides developer APIs and offers support for customizing ATS systems as well as integrating candidate data, through publicly available API documentation. The core recruitment platform, the Saina model, and the scoring services are not released under an open-source license; they should be considered closed-source SaaS solutions.

Which users are it suitable for

• Corporate recruitment teams that require a large number of repeated phone calls for the initial screening.
• Companies that wish to standardize the criteria for the first round of technical or business interviews.
• Engineers are reluctant to remain part of technical teams that are involved in basic screening tasks.
• Growing companies that need integrated job posting, evaluation, and a lightweight ATS system.
• I hope to synchronize the AI scoring sheet with the recruitment operations team of the existing ATS.
• Recruitment agencies that handle large-scale hiring for multiple clients.
• Job seekers who wish to undergo mock interviews and skill demonstrations.
• Recruitment managers who require structured evidence rather than just looking at keywords in resumes.

Product advantages

• Saina can carry out phone screening and the first round of structured interviews.
• The scoring card links the scores to the candidate’s original response evidence.
• Job postings and a lightweight ATS are available for free.
• There is no subscription fee for the basic services offered to candidates.
• Job scripts and scoring scales can be reviewed before going live.
• The built-in ATS reduces the dispersion of recruitment records.
• Supports meetings, evaluations, external ATS, and developer APIs.
• The enterprise solution offers customized Credits and a white-label option.

Main limitations

• The current official website does not disclose the fixed amounts for each paid plan.
• Each phone screening and the first round of interviews consume Credits.
• AI scores can be affected by the design of the questions, speech recognition, and data biases.
• Video, audio, screen, and button data increase privacy risks.
• Companies must obtain and retain the valid consent of candidates on their own.
• The rules regarding the recruitment of legal and AI-related employment tools vary from region to region.
• It is necessary to conduct actual tests to determine whether free ATS can meet the requirements of complex corporate processes.
• The integration of third-party ATS and evaluation tools is affected by the availability of external platforms.
• ISO 27001 alignment cannot be stated as an approval that has been obtained.
• The core platform is closed-source, relying on the supplier for its ongoing operation.

Pre-purchase checklist

1. Count the actual number of telephone preliminary screenings and first-round interviews per month.
2. Use three different positions to test the quality of questions, follow-up inquiries, and scoring.
3. Have subject matter experts review the scoring scale and the evidence for the responses.
4. Compare the total cost of Credits after applying quarterly and annual discounts.
5. Confirm the price of additional Credits, their validity period, and whether they are carryoverable.
6. Verify the complete data flow of external ATS, meeting, and assessment tools.
7. Check the candidate notification, consent, alternative assessment, and appeal processes.
8. Audit the completion rate, scores, and progress rate of different groups.
9. Obtain security tests, sub-processors, and data processing protocols.
10. Agree on arrangements for data export, deletion, service suspension, and contract termination.

Frequently Asked Questions

Is JusRecruit free?

Companies can post an unlimited number of job listings for free, and they can use a lightweight ATS; however, AI-powered phone screening and the first round of interviews require paid credits. Job seekers can create profiles, undergo AI-driven interviews, and apply for jobs without any cost.

How is the fee deducted for each interview?

One AI-based preliminary call or one round of AI-driven interview consumes one Credit each. The monthly quota is determined by the plan; if it is insufficient, additional Credits can be purchased within the product.

Will Saina automatically decide who to hire and who to reject?

It should not be used in this way. Saina generates sorting and recommendation suggestions, but the recruitment team still needs to examine the evidence behind those suggestions, handle any exceptions, and it is humans who bear the ultimate responsibility for making decisions.

Are non-technical positions supported?

Supported. The platform can be used for roles in engineering, sales, marketing, operations, customer success, finance, and design, provided that the company is able to define clear evaluation criteria related to the tasks at hand.

Can candidates take mock interviews?

Yes. Job seekers can choose the desired position and technical stack to participate in AI-driven mock interviews, and receive feedback on the accuracy of their technical knowledge, the clarity of their expression, and the structure of their answers.

How long are interview data stored?

The privacy policy states that the interview media retain the data for 90 days by default, with the option for customers to adjust this period. Score reports may be kept in accordance with legal requirements or until a request for deletion is made; companies should inform candidates about the specific timeframe applied in their case.

Does JusRecruit offer APIs?

Available. The developer API enables the integration of rating sheets and candidate data with existing ATS systems or custom recruitment processes; specific permissions and limitations can be found in the current API documentation.

Is JusRecruit open source?

No. The core platform, the Saina interview system, and the scoring model are not released under an open-source license; the availability of public APIs does not mean that the product itself is open source.

Summary

JusRecruit is suitable for recruitment teams that wish to integrate job postings, initial phone screenings, first-round interviews, and the management of candidate pipelines into a single streamlined process. Saina’s structured questioning approach along with its evidence-based scoring system helps to reduce redundant tasks in the early stages of screening.

The greatest risks lie in AI-driven recruitment decisions, candidate consent, and highly sensitive interview data. Companies should view such systems as tools to assist human recruiters, and they should ensure that their use is justified through real job positions, bias audits, alternative processes, and manual reviews.