All your jobs. One dashboard.

There are three packages for hiring, with VAT included. Employer, 99 € per month, for companies that hire from time to time, with 2 new jobs per month. Recruiter, 234 € per month, for recruiters and agencies, with 6 new jobs per month, clients and a candidate database. Team, 292 € per person per month, starting at 3 people, for company teams. All packages include job posts, CVs, tests, video interviews and emails to candidates—and you decide who to hire. You can find everything included in each package on the “Hire people” page.

You pay monthly in advance using your company card through Stripe, which sells the subscription on our behalf, calculates VAT based on your country and issues an invoice to your company. We can’t see your card details. You can find your invoices anytime in your account under “Invoices and card”.

From your account, under “My package”, you can cancel at any time, with no minimum term: click and confirm, without giving a reason. Your package stays active until the end of the month you’ve already paid for, and you won’t be charged again after that. You then have 30 days to renew or download your data. After that, your account is deleted. Hiring packages are for company use, so they don’t come with a 14-day withdrawal period.

Go to Subscription in your account. You’ll get an invoice after each payment and can download it at any time.

Only with at least 30 days’ notice. The new price takes effect from the first month that starts after this notice period, and you can cancel before then.

Paid tools are paused until the payment goes through, then they’re available again. Your job posts and candidates won’t be lost.

Yes. The demo account shows you how it works: job posts, CVs, tests, interviews and reports, all with fictional data. You don’t need an account, and nothing is saved.

They may appear in Google’s job search at no extra cost. The checkbox is on the job posting page, and you can turn it off for any posting. We can’t guarantee the posting will appear there—that’s up to Google.

On the job posting page, under “Received a CV another way?”, paste the list, with one person per line, including their name and email address or just their email address. They’ll receive a link to the job posting and can apply themselves if they agree. You can send it to up to 50 people at a time and 100 per day, but only to people who sent you their CV or showed interest in the job.

A PDF containing the requirements, steps, applicants, your notes, and decisions. Download it from the job posting page by clicking “Download.” You can use it in the event of an audit or complaint. It contains people’s names, so keep it only for as long as the law requires.

It appears automatically on job postings when, in the past 6 months, at least 10 people have applied and each has received a reply through Recrutora. Applicants from the past 14 days aren’t counted. You can’t add the badge yourself—you earn it by replying to applicants.

On your dashboard, click “Hire someone new” (or go to the Your jobs page and click “New job”). Complete 7 quick steps: 1. The job (title, industry, city, workplace, level), 2. Salary (required, gross or net), 3. The criteria you’ll score (2–10, each marked Essential, Important or Useful, with keywords to look for in CVs), 4. Yes-or-No questions, 5. The job ad (write it yourself, or we’ll create a first draft from your answers; we can also review your text), 6. The recruitment stages, 7. How long we keep candidates’ data. At the end, you’ll get an application link.

Yes. You can paste them in as they are, or the platform can write them based on your answers. We can review the ones you write to make sure they don’t include wording that discourages or discriminates against candidates.

On the job page, under “Publish job ad”, click “Copy link”. Add it to your job listings, social media and groups, your company website, or share it through referrals. Candidates apply through the link with their CV (PDF or Word), and their applications go straight to the job’s candidate list.

No. They can apply through the job post link with their CV in just a few minutes, then complete the test and interview using the links sent to their email.

From the application link, with no cookies. On the job page, under “Share job”, the LinkedIn, Facebook, WhatsApp and Email buttons each add a link with its own source tag. On LinkedIn, the job ad is copied too, so you can paste it into your post. When you copy the job ad with a link, first choose where you’ll share it: on a job board, on LinkedIn, on your company website, as a referral, or somewhere else. The source appears for each candidate, in the downloadable list and, with the Recruiter package, in the monthly report. People who apply through the plain link appear under “Other sources”.

On the job page, CVs that match your requirements appear at the top of the list, ranked by how important each requirement is. You can search CVs for any word, filter the list and preselect candidates at the top. The search doesn’t use AI and won’t reject anyone: you open the CV, give it a score and make the decision. Yes-or-no answers are just flags; they don’t rule anyone out.

For each candidate, you score each requirement from 1 to 4, or select “Not reviewed”. The platform simply adds up the scores, weighted by the importance of each requirement (Essential ×3, Important ×2, Useful ×1), and ranks candidates. You give the scores; AI doesn’t score or rank people. Candidates move through the stages New, Preselected, Interview, Final interview, Offer, Hired or Rejected as you move them.

Open the candidate’s profile. Their messages are at the top, with templates for recruitment steps, the next step, an offer, a polite rejection, or a custom message. Read the message, edit it if you like, and click Send. The first ready-to-use message is “Recruitment steps,” based on the steps selected for the job. When the candidate replies, you’ll receive their response by email.

Yes, with any package. On the job page, under “Download”, choose Candidate list or Job report, in Excel or PDF. The list includes names, stages, your scores, tests, next interview and last update—but no email addresses, phone numbers, CVs or notes. The report contains figures only: CVs received, how many candidates reached each stage, tests, interviews, and days to respond and hire. You can download a candidate’s profile (your scores for each requirement, tests and interview) from their page—for example, to share with your team before a team interview. You send the files yourself; keep them only for as long as you need them.

On the job page, click “Close job”. You’ll no longer receive applications, and candidate data will be deleted after the retention period selected for the job. Closing a job frees up a slot among your open jobs, but the job still counts toward the new jobs for that month.

Open the candidate profile and click “Suggest an interview”. Choose up to 5 time slots and the interview format: video on Recrutora, in person or by phone. The candidate chooses a time from the email, and you’ll both get a reminder the day before. The interview appears on your dashboard under “Upcoming interviews”, with a Join button.

Join from your browser—no installation needed. You’ll need a camera and microphone. Interviews last up to 60 minutes, and you can extend one once by up to 10 minutes. After that, it closes automatically and can’t be reopened; you’ll need to schedule another interview. The candidate’s profile, with the requirements, is next to the video, where you can score them and take notes. You can share your screen once. We don’t record anything. With the candidate’s consent, only what you say is turned into text to give you feedback on your interviewing; the text is then deleted.

No. It works in your browser (Chrome, Edge, Firefox or Safari), with a camera and microphone, for both you and the candidate. The candidate chooses a time from several options, and everyone gets a reminder the day before.

No, neither the video nor the audio. The conversation is turned into text only if the candidate also agrees, so the interviewer can receive feedback. The text is deleted after the feedback is provided.

Up to 60 minutes, with one extension of up to 10 minutes. All participants are told this in advance.

Yes, with a team interview. For each candidate, one interview can include up to 3 people from the company they’d work for: their future manager or colleagues from the department. When you suggest the interview, enter each person’s name and email under “Team interview”. After the candidate chooses a time, each participant gets an email with a link just for that interview—no account needed. The invitation also tells the candidate who else will be there. You’ll all join the same video room, where you can ask questions and share your screen, one person at a time. Team members can’t see the job post, CV, your scores or your notes. Team interviews can be held by video or in person (in which case, they’ll receive the address). Other interviews with that candidate are just with you, and a team interview counts as only one of your included interviews.

On the job page, click “Create interview guide.” You’ll get the questions in interview order, what to look for in each answer, a scoring rubric, and questions you must not ask. The guide stays saved with the job, so you can keep it open alongside the video during every interview, and you can print it too. It’s deleted when the job is deleted.

On the job page, under “Candidate tests,” choose a test type (for example, job knowledge, workplace scenarios, math and numbers, or attention to detail). Review the test and remove anything you don’t want, then send it by email. The test is timed and must be completed in one sitting; if the candidate leaves the page, the test ends with the answers saved so far. If they had a technical issue, you can resend it once. You’ll see each answer with an explanation and suggestions for what to ask in the interview; you decide who moves on.

Job knowledge, workplace scenario, math, and attention-to-detail tests tailored to the field and seniority of the role. They have fixed answers that are automatically checked. You can also send the “Work Style” questionnaire, which has no score or right answers and can help guide your interview discussion; it is not a psychological assessment. Review and shorten the tests before sending them. For every answer, you’ll get an explanation and suggestions for what to ask in the interview.

On the job page, click “Send a shortlist”, choose up to 15 people, and enter the decision-maker’s name and email address. They’ll receive a link that doesn’t require an account and is valid for 7 days. It includes the names and CVs you selected, but no contact details. They can say whether each person should move forward, and their responses will appear on the job page. You can disable the link at any time.

It’s included in the Recruiter plan. When you click “New job,” choose “From scratch” or one of your existing jobs, even a closed one. Then select what you want to keep: requirements and their importance, keywords to search for in CVs, Yes or No questions, and the job ad. The job title, company, city, salary, and steps are filled in automatically; you can edit anything that’s different in the form. Candidates aren’t copied over: the new job gets a different link and starts empty. The new job counts toward your new jobs for the month.

With the Recruiter plan, your dashboard (the account home page) includes the “All jobs at a glance” table, which shows every open job and the number of candidates at each stage (New, Shortlisted, Interview, Final interview, Offer, Hired). It appears when you have at least 2 open jobs. Click a number to open that job at that stage. The “To do” list brings together everything that needs attention across your jobs: applications waiting for more than 3 days, people without an interview time, candidates who haven’t chosen a time, tests to review, or a job that’s been open for more than 30 days.

Yes, with the Recruiter plan. In step 1 of the job form, choose “For a client,” then enter the client company’s name (which candidates will see) and your own company’s name. On the application page and in emails, candidates see the client’s company name and that you’re recruiting for them. On your dashboard, buttons with client names show each client’s jobs and candidates. The client doesn’t have an account in Recrutora. You can invite someone from the client’s company (for example, the candidate’s future manager) to a team interview; they’ll receive an email with a link to that interview only. To share candidates with them, send a shortlist: a link that doesn’t require an account, is valid for 7 days, and includes the names and CVs you select, without contact details. They can then say whether each candidate should move forward. You can also download the candidate list, job report, or a candidate’s profile.

It’s included in the Recruiter plan. On the application page for your jobs, candidates can choose separately from applying to let you keep their CV for 12 months so you can contact them about other jobs. Only candidates who opt in are added to the database; everyone else’s CV is deleted when the job is deleted. On your Candidate database page (under Your jobs), search by name, job, or keywords in a CV, view CVs, and use “Invite” to email someone about one of your open jobs, once per person for each job. They decide whether to apply. Anyone can opt out at any time using the link in the email, and their CV is automatically deleted after 12 months. Your database isn’t visible to any clients.

With the Recruiter package, go to “Monthly report” on the Your job posts page. Choose a month (from the last 12 months) and a client, or all clients, to see new and closed job posts, how many people you hired and how many days after posting they were hired, CVs received, interviews held and where candidates came from. Download it as an Excel or PDF file to share with your manager or client. Closed job posts remain in the report as long as you keep their data.

Your company’s. Under the GDPR (Regulation (EU) 2016/679) and, in Romania, Law No. 190/2018, the company is the data controller, and Recrutora processes data only on its behalf, as a data processor (Article 28 GDPR). Our terms serve as a data processing agreement, so there’s nothing else to sign. If your company is outside the EU, the laws of its country also apply.

Only data relevant to hiring, as required by GDPR (Article 5, data minimisation): their name, email address, phone number if they provide one, CV text (not the file), answers to questions about the job, tests, interview bookings, your ratings and notes, and messages. We automatically remove data from CVs that isn’t relevant to work, such as age, marital status or religion.

You choose for each job post: 30, 90 or 180 days after it closes. The data is then automatically deleted, and in any case no later than 365 days after the application, as required by GDPR (Article 5, storage limitation). The company’s candidate database keeps a CV for 12 months, only with the candidate’s consent.

Before applying, candidates can see which company they’re applying to, who is responsible for their data and how to contact them, who can see their data, how long it will be kept, and that AI won’t assess them. After applying, they receive a confirmation email with a link they can use to withdraw their application at any time. This upholds their right to be informed under the GDPR (Articles 13–14).

In the European Union. Our providers are Cloudflare (hosting and interview videos), OpenAI (AI), Brevo (emails) and Stripe (payments). Each has its own data processing agreement under GDPR. We’ll let you know before adding or changing a provider, and you can object.

GDPR (Articles 15–17) gives candidates the right to access their data and request its deletion. We’ll help you respond on time. Candidates can also withdraw their application at any time using the link in the email they received, in which case their data is deleted immediately.

We’ll notify you without undue delay, as required by the GDPR (Article 33), so you can take any action required by law. Recrutora team members’ access to data is limited to what’s strictly necessary, with two-factor authentication and access logs.

Don’t ask about age, family or children, pregnancy, marital status, religion, origin, health, disability, sexual orientation, political opinions or trade union membership—or about current salary. In Romania, these are prohibited subjects under the Codul muncii (Labour Code, Article 5), OG nr. 137/2000 and Legea nr. 202/2002, and across the EU under Directives 2000/78, 2000/43 and 2006/54, and Directive 2023/970 on pay transparency. The interview guide for each job post suggests what to ask instead, and the feedback after a video interview shows you if one of these questions came up. If you need a specific detail—for example, their availability—ask directly about the work: “The hours are 9–17, with travel. Does that work for you?” This helps you avoid complaints and fines. For legal advice, consult a lawyer.

Yes. In our platform, you can make it mandatory to include the salary range. Directive (EU) 2023/970 on pay transparency, which EU countries must apply from 7 June 2026, gives candidates the right to learn the salary range before an interview. Include the salary in your job ad to be compliant from the start.

No. Under the EU Artificial Intelligence Act (AI Act), AI used to assess candidates is subject to strict requirements, and GDPR (Article 22) limits decisions about people made solely by automated means. That’s why AI only helps you write the job post, tests and interview guide: it doesn’t read CVs to assess them, rate or rank candidates, or reject anyone. Data isn’t used to train AI models.

Your country’s laws. Recrutora is a global platform: when you create your account, you choose your company’s country, and from then on, the interview guide, checks, feedback and reports follow its laws. In Romania, Romanian laws and EU rules apply; in other EU countries, EU rules; in the US, federal laws (Title VII, ADEA, ADA, Equal Pay Act) and your state’s laws; and elsewhere, EU rules, among the strictest in the world, serve as a benchmark.

Only you, the person managing the job, can see candidates’ CVs, scores and notes, so their data is shared with as few people as possible. Your colleagues can only join the team interview through the link they receive by email. If you need to share candidates with someone, such as their future manager or a client, send them a shortlist. They’ll see the names and CVs you selected, but no contact details, through a link that’s valid for 7 days, and can say whether the candidates should move forward. They won’t see scores, tests or messages. With the Team package, admins only see numbers. You can also hand the entire job over to a colleague on your team, along with all its candidates—in that case, only they can see it.

No one looks at applications unless you ask us for help or we’re required to by law. Even then, access is limited to what’s strictly necessary, with two-factor authentication and access logs.

Each person has their own account, with their own email and password. The connection to the platform is encrypted. Passwords aren’t stored in plain text, but only in a cryptographic form that can’t be read, and repeated login attempts are blocked.

With the Team package, an administrator removes the person from the team, and their jobs—including candidates, scores and scheduled interviews—are transferred to a colleague chosen by the administrator or to the person who pays for the subscription. The person who left can no longer see any company jobs.

You can use everything until the end of your paid month. After that, your jobs will stop receiving applications, and your account, including job posts and candidate data, will be deleted after 30 days. We’ll email you 7 days beforehand. You can download any lists and reports you need before then.

When you’re close to a limit (80 %), a yellow notice appears on your dashboard, on the Your Jobs page and on the job post page. When you reach the limit, the notice turns red. You’ll get an email at each point, once for that limit. If you need more this month, you can buy the whole package one more time using the button below the red notice. You can do this no more than once a month, with a one-time payment at the package price. Until your next subscription payment, you’ll have twice as much of everything included in your package: new and open job posts, CVs, video interviews and tests. It won’t renew automatically or change your subscription. This offer isn’t available during the last 3 days of your paid month. Otherwise, your monthly limits reset with your next payment, and closing a job post frees up a place among your open posts. With the Team package, job post and interview limits apply to the whole team. Administrators also receive the notice. To get more, the person who pays can add people to the team; each person adds 20 new job posts and 90 video interviews per month.

Yes, with the Recruiter and Team plans. Go to Integrations in your account and choose an app (such as HubSpot, Pipedrive, or Google Sheets). Candidates, stages, and interviews will sync automatically. Each person can connect one app at a time. With every plan, you can also download lists and reports in Excel.

In 10 languages: Romanian, English, German, French, Spanish, Italian, Portuguese, Polish, Japanese and Korean.

Yes. Your account includes the “Get help” assistant, which responds right away. If you can’t find the answer, someone from the Recrutora team will reply by email within one business day.

Yes, with the Recruiter and Team plans. Go to Integrations in your account and enter your system’s address or create a key. Candidates, stages, and interviews will sync automatically with your CRM or company’s internal system. It works directly or through Zapier and Make, with no developer needed. Each person can connect only their own jobs and one app at a time.

The CRM receives the candidate’s name, email, phone number, job post, stage, source and interview details, plus a link that opens their profile directly in Recrutora. Your system can request the CV when it needs it. Notes, tests, messages and video interviews stay in Recrutora. The company is responsible for data sent to its CRM as the data controller.