WorkJam, the complete AI frontline operations platform used by leading retailers including TJX, Ulta Beauty, Marks & Spencer and Shell, today announced new autonomous AI capabilities that add a powerful intelligent layer on top of its existing unified platform.
The platform already provides deep, integrated capabilities across task management, communications, learning, shift management, and AI powered workforce orchestration. The new autonomous AI capabilities extend this foundation by closing the loop between enterprise systems and frontline execution. Instead of stopping at insights or recommendations, the AI autonomously assigns the right task to the right person on the right shift, continuously prioritizes and reprioritizes work in real time as conditions change, confirms completion, and learns from every outcome so the next decision is better.
“Most frontline AI tools deliver better visibility or recommendations for managers to act on,” said Steven Kramer, CEO of WorkJam. “The real breakthrough comes when you combine a strong execution platform with autonomous intelligence that actually closes the loop. The right work gets done, the system learns from what happened at each store, and performance compounds across the chain. That’s what we built.”
The system learns at every level of the retail organization at once. Each store learns from its own results and conditions. Each district learns from the patterns across its stores. Each region learns from its own dynamics. And the entire fleet learns from everything happening across all locations. This means the work any single store sees is shaped by its own reality and sharpened by everything the system has learned at every level above it. The improvement compounds over time rather than plateauing.
Following a beta with 150 hiring teams, uRecruits today launches uRecruits 2.0, a recruiter-first platform built around a clear answer. AI scores and organizes candidates across resume review, job matching, assessments, and pre-screening, but a recruiter makes every decision. The platform makes zero automated hiring decisions, and over the rest of 2026 the company will formalize its explainability and governance approach through a new Responsible AI Program: explainable scoring, a compliance and audit framework, and further recruiter-controlled uR Agent™ capabilities.
uRecruits 2.0 does not advance, reject, or hire candidates. The AI scores, ranks, and coordinates candidates through screening and candidate assessments, but there is no button anywhere that rejects a person. Only a recruiter can move a candidate forward, and interview panels must enter feedback before anyone advances. Role-based access controls, timestamped activity logs, and recruiter-confirmed actions keep a human accountable at every step, which matters more as the rules keep shifting. Illinois’ amended Human Rights Act took effect January 1, 2026, requiring employers to disclose when AI is used in hiring; New York City has required independent bias audits since 2023; and the closely watched Workday lawsuit is testing employer liability for AI-driven screening.
In its beta, DiaBuddy reported cutting the time its team spends on hiring by roughly 40% after moving off manual spreadsheets and disconnected tools to a single platform spanning CRM through onboarding and training.
“uRecruits brings candidate tracking, assessments, interview workflows, and AI-assisted job creation into one connected platform — helping us move faster while keeping the human side of hiring at the center.” — Ken Sternfeld, Founder & Chief DiaBuddy Officer, The DiaBuddy Experience, a community RemoteCare organization building a nationwide network of care advocates.
