RECRU
RECRU is a Portuguese platform that automates the administrative work around hiring. It combines ATS and CRM, a job portal, AI interview transcription, document generation and automatic follow-ups, and is configured for each client in three weeks.
What is RECRU?
RECRU is a recruiting automation platform published by COSMIC TOMORROW, a company based in Porto, Portugal. Its premise is stated plainly on the homepage: the bottleneck is not the recruiting itself but everything that surrounds it. The site names three culprits, logging notes, emails and updates, searching for information that sits in too many places, and following up on feedback and next steps.
The product turns that surrounding context into action. Emails, interviews, notes and documents feed the platform, which then runs a five-step chain from a single human act: an interview ends, it is transcribed, a report is produced, the candidate record is updated, and the next action is queued. Interview validation, the vendor says, falls from twenty minutes to two, which it converts into roughly twenty-four hours recovered per month for a recruiter running eighty interviews.
Six modules are published. A job portal keeps openings current. AI interviews go from conversation to report. AI document generation produces paperwork without writing it. Shared links send a candidate to a hiring manager in one click. Automation handles follow-ups. A combined ATS and CRM holds the whole process together, and the vendor states that RECRU replaces an existing applicant tracking system rather than sitting beside it.
The disclosed processors show where the intelligence comes from: Deepgram for real-time voice transcription during interviews, and Google Gemini for document generation, CV analysis and automated reports. The declared stance is that the AI prepares the work while the human decides and validates.
RECRU is sold to recruiting companies, not to individuals, and it is not self-service. There is no signup, no published price and no free tier. The way in is a booked demonstration, after which the vendor studies how the client works, configures the processes and hands over a running system in three weeks, existing data migrated. The company says it has already moved more than seventy-five thousand documents, contacts and candidates, and that the design comes from studying more than seventy-three recruitment agencies across Spain and Portugal. Hosting is European and the governing law is Portuguese.
What it does
- Run the whole hiring process in one place, with applicant tracking and CRM combined
- Turn a finished interview into a transcript, then into a written report, without typing it
- Generate candidate documents and reports automatically instead of drafting them
- Keep open roles published and up to date through a job portal
- Share a candidate with a hiring manager through a single link
- Let follow-ups and next steps fire on their own once an action is recorded
- Move an existing recruitment history into the platform, with the vendor doing the migration
When to use RECRU / When not to
A quick filter to help you decide if RECRU is the right fit.
When to use RECRU
- Recruitment agencies and search firms whose consultants lose billable hours to logging, chasing and searching
- In-house talent acquisition teams that want to replace an ageing applicant tracking system with a single ATS and CRM
- Recruiting teams with a large existing history to move over, since the vendor takes the migration on itself
- European buyers who need a published Article 28 processing agreement, EU hosting and an EU governing law before they sign
- Teams that want a configured, ready-to-use system rather than a tool they have to set up and maintain themselves
When not to use RECRU
- Buyers who need to see a price before talking to anyone, since no amount is published anywhere on the site
- Anyone who wants to test first: there is no signup, no free plan and no free trial on offer
- Engineering teams looking for a public API or technical documentation, neither of which exists
- People who expect to work from a phone, as no iOS or Android application has been published
- Organisations that require named customer references, security certifications or a service level commitment before buying
How to use RECRU
A typical end-to-end flow, from setup to results.
- Read the homepage to check the scope: this is a platform for recruiting companies, not a single-feature tool
- Open the public impact simulator and enter your own consultant figures to see the vendor's estimate of the gain
- Book a slot through the 'See RECRU in action' button, which opens a third-party Notion Calendar page
- Use the demonstration to obtain the price, which the vendor sets according to the size of your team
- Sign the Article 28 data processing agreement, which the terms require before active use begins
- Let the vendor study how your team currently works, stage by stage
- Have your stages, templates and processes configured inside RECRU by the vendor
- Hand over your existing documents, contacts and candidate records for migration
- Start working in the browser once the system is live, around three weeks after the start
- Run interviews inside the platform and review the transcripts, reports and follow-ups it produces
Pros & Cons
Pros
- Unusually complete contractual documentation for a young company: terms, privacy, cookies, legal notice and a full Article 28 processing agreement, all published
- Processors are named one by one, with their role and their country, and any change carries thirty days' notice
- European hosting, database servers declared inside the EEA, Portuguese governing law and the CNPD named as supervisory authority
- Explicit commitment that customer data never trains external models
- Legal identity is verifiable and consistent: the same tax number and Porto address appear on the site, in the VAT register and in the Portuguese company register
- Applicant tracking and CRM in a single product, with the vendor assuming replacement of an existing ATS
- Configuration and data migration are done by the vendor, with a stated three-week lead time
Cons
- No price is published anywhere: no pricing page, no amount, no tier, and the cost is only disclosed during the demonstration
- No free plan and no free trial are offered, so the product cannot be evaluated without a sales conversation
- No public API, no technical documentation and no mobile application
- No named customer, no case study and no testimonial: the logo band shows accelerators and ecosystem partners, not clients
- Every headline figure is a vendor estimate, and the site says so itself; the claims of seventy-three agencies studied and seventy-five thousand records migrated rest on no verifiable source
- The site is very small, seven pages in total, with no product page, no contact page and no support address
- No security certification is claimed, no availability commitment is given, and the company was incorporated only in November 2025
Pricing & Plans
RECRU publishes no price. There is no pricing page on the site, and no amount appears in any of its seven pages or in any of its four language versions. The FAQ answers the question directly: the cost depends on the size of the team and is presented during the demonstration. No free plan and no free trial are mentioned. The terms describe a subscription that remains in force while it is active, that either party may end with thirty days' notice, and they cap the vendor's total liability at the amount paid over the preceding twelve months. The public simulator quotes a 7.7x return with the RECRU cost included, without ever disclosing that cost. The No commitment line under the closing call to action refers to booking the demonstration, not to the contract.
Data, GDPR & hosting
A consolidated view of how RECRU handles your data.
GDPR overview
The GDPR treatment is concrete rather than declarative. COSMIC TOMORROW, tax number 519123069, is named as controller at its Porto address, with privacy@recru-app.com as the contact. The privacy policy, terms, cookie policy and processing agreement all carry the same effective date of 16 April 2026. A full Article 28 agreement is published and signed with every client, setting the client as controller for candidate data. Rights of access, rectification, erasure, restriction, objection, portability and withdrawal of consent are listed, together with the Portuguese supervisory authority, the CNPD. Transfers to the United States rely on the Standard Contractual Clauses of Implementing Decision (EU) 2021/914. Article 32 measures are itemised: TLS in transit, encryption at rest, per-tenant access control, audit logs and continuous monitoring. Only strictly necessary cookies are in use.
Who owns the data?
The terms state that the data a client enters into the platform remains that client's property, and that RECRU only processes it under the privacy policy and the service agreement. For candidate data the roles are set out explicitly: the client is the controller and RECRU is the processor under Article 28 of the GDPR, formalised in a data processing agreement signed before active use begins. RECRU may act only on the client's documented instructions. It states that it neither sells nor transfers data to third parties for commercial purposes, and that client data never trains external models. On exit the data stays exportable for thirty days and is then deleted or returned within thirty days at most.
Reuse rights
Clients keep the right to use their own data as they see fit: it remains their property, they act as controller for the candidate records they load, and the terms place no restriction on reusing it outside the platform. Export is available for thirty days after termination, and the processing agreement obliges RECRU to return or delete everything once the service ends. RECRU's own use is narrower. It processes candidate data only on the client's documented instructions and only to deliver the service, and it lists the five processors involved: Supabase for the database, authentication and file storage on servers in the European Economic Area, Twilio and SendGrid for transactional email, Resend for screening email, Deepgram for real-time interview transcription and Google Gemini for document generation, CV analysis and automated reports. Any change of processor is notified thirty days in advance, with a right to object.
Data retention & training
Hosting summary
Hosting is presented as European throughout. The homepage security block states European hosting and Portuguese law, and the FAQ repeats that data sits in Europe under the GDPR. The privacy policy is more precise on one point: Supabase, which provides the database, authentication and file storage, operates with servers located inside the European Economic Area. No country, region or data centre is ever named beyond that. Four processors sit outside the EEA, all in the United States: Twilio and SendGrid for transactional email, Resend for screening email, Deepgram for real-time interview transcription and Google for the Gemini AI features. Every transfer to them is declared to rely on the Standard Contractual Clauses approved by the European Commission in Implementing Decision (EU) 2021/914. Any change of processor is notified thirty days in advance, with a right to object. Jurisdiction is unambiguous: the terms and the legal notice both submit to Portuguese law and to the courts of Portugal, and the CNPD is named as the supervisory authority.
Things to keep in mind
Risks and trade-offs to weigh before adopting RECRU.
- Interview reports are written by AI from a transcript: an inaccurate or partial summary can follow a candidate through the whole process, so the vendor's own rule that the human decides and validates has to be enforced in practice, not assumed
- Automating candidate assessment touches employment decisions, which are high-stakes for the people concerned; the terms explicitly disclaim any responsibility for hiring decisions made on the platform
- Recruiters who stop writing their own notes and reports gradually lose the close reading of a candidate that made those notes useful in the first place
- Every impact figure on the site is a vendor estimate labelled as such, and the claims of seventy-three agencies studied and seventy-five thousand records migrated have no verifiable source: none of it should be treated as a measured result
- Candidate data is sensitive and is passed to processors in the United States under Standard Contractual Clauses, including a transcription provider and a general-purpose AI provider; the client remains the controller and carries that responsibility
- No price is public and no trial exists, so the commitment is decided in a sales conversation without a written basis for comparison, and the terms cap the vendor's liability at twelve months of fees
- The company is a few months old, publishes no customer reference, no security certification and no availability commitment, and the terms explicitly do not guarantee uninterrupted service
Setup & Integrations
Technical difficulty
None on the client side, by design. The vendor states that it does the setup itself: it studies how the team works, configures the processes around the existing stages and templates, then hands over a running system. The stated lead time is three weeks, and the migration of existing documents, contacts and candidates is carried out by the vendor. Nothing is installed, no connector is configured and no API is integrated; the product runs in a browser. The trade-off is that nothing starts immediately, and a data processing agreement must be signed before active use begins.
Deployment
Supported languages
Behind RECRU
Resources
All the official URLs gathered for verification and reference.
Frequently asked questions
How much does RECRU cost?
Is there a free trial or a free plan?
Does RECRU replace our existing applicant tracking system?
How long does implementation take?
Can our existing data be migrated?
Where is the data hosted, and is it used to train AI models?
Is a data processing agreement available?
Is there an API or a mobile application?
How long is the data kept?
Who is behind RECRU?
Should you pick RECRU?
RECRU is a young, narrowly aimed product, and its focus is its strongest quality. It does not promise to find candidates for you; it promises to remove the logging, searching and chasing that sit around the hiring process, and every published module serves that one idea.
What can be verified stands up well. The legal identity is consistent across the site, the VAT register and the Portuguese company register. The contractual documentation is more complete than most vendors of this size manage: a full Article 28 processing agreement, five processors named with their role and country, European hosting, itemised security measures and a clear commitment that client data never trains external models.
What cannot be verified is almost everything commercial. No price is published at any level, no free plan or trial exists, and the only route in is a booked demonstration. There is no named customer, no case study and no testimonial anywhere on the site, and the logo band shows accelerators and ecosystem partners rather than clients. Every impact figure — the share of recruiter time lost, the hours freed, the return on investment — is an estimate the vendor labels as such, drawn from its own operating model rather than from measured deployments.
The company was incorporated in November 2025 with a modest share capital, and the site it publishes is seven pages long. That is not a fault in itself, but it means a buyer is assessing intent and documentation rather than a track record. Anyone considering RECRU should treat the demonstration as the real evaluation, and should ask for reference customers, a service level commitment and a written price before committing to a three-week implementation.
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