Selene — Your AI Recruiter
Know who to interview,
and why.
Describe the role the way you'd describe it to a colleague. Selene scores every applicant against a guide you control and hands back a ranked shortlist — with the evidence behind every name. You run the interviews and make the calls.
Every applicant gets a real read — not just the first twenty
Hiring shouldn't mean drowning in CVs
You post a role and 200 applications land in your inbox. Selene reads every one the way a great recruiter would — then tells you who's worth your time, and exactly why.
- A stack of 200 CVs and no time to read them
- Gut-feel shortlists you can't fully justify
- Weeks of back-and-forth with overloaded HR
- Great candidates lost in the pile
- One conversation shapes the role — and flags an off-market rate
- Every candidate scored against a guide you can see and edit
- A ranked shortlist with a recommend-or-reject call on each
- You stay in control of every decision, from brief to hire
Not a CV parser. A specialist who learns your company.
Selene doesn't just read résumés. She shapes the role with you, scores every candidate against a guide you control, preps your interviews, and remembers what your team values — your company criteria, your past calls, the things you always end up asking — so your fifth role takes a fraction of the effort your first one did.
She's a specialist, not a generalist: she runs the shortlist, not the job boards. You share the role your own way and you run the interviews. Everything between an application landing and a decision you can justify is hers.
Start hiring with Selene →Brief her like a recruiter, not a form
No wizards, no endless fields. Describe the role or drop in a job description and Selene works it through with you — asking the questions that actually matter for that kind of role, extracting the requirements, writing a job ad built to attract the right people, and building an editable scoring guide tuned to what counts.
- Upload a JD, paste a brief, or build it step by step
- She asks one sharp question at a time — never a wall of forms
- Checks your pay rate against the market and says so if it looks low
- Edit anything inline; she adapts as you go
Every score, with the receipts
Selene never hands you an unexplained number. Each candidate gets a criterion-by-criterion breakdown with the evidence she found, the gaps she couldn't, and how confident she is — grounded only in that person's experience and your criteria.
And every score is pinned to the exact version of the scoring guide that produced it. Change the guide and the old scores are flagged as stale rather than quietly rewritten — so months later you can still show what you measured, what you found, and who decided. That's the difference between an AI score and a hiring decision you can stand behind.
- Evidence and gaps cited for every criterion
- Scores version-locked to the guide that produced them
- Name-blind by construction — the scorer never receives it
- Human override always available — with the reason stored alongside it
Track the pipeline. Walk in prepped.
Applicants land on your own application page, answer the eligibility questions you set, and move through a pipeline you can read at a glance. When it's time to interview, Selene hands you a brief built from that person's CV — the strengths worth confirming, the gaps worth probing, and the questions that get at both. You'll never walk into an interview cold again.
- A public apply page with your own eligibility questions
- Auto-advance and auto-reject thresholds — yours to set, and switched off until you turn them on
- Tailored interview briefs and question sets per candidate
- Read-only shortlists to share — no account needed to view
From the brief to the hire
You talk to Selene the way you'd brief your own recruiter. She does the work; you make the calls.
Brief Selene
Describe the role or drop in a JD. Selene shapes the requirements, sense-checks the rate, and builds a scoring guide tuned to the role.
She screens
Every CV is scored against your criteria — with supporting evidence, the gaps she found, and a confidence level.
You interview
Selene preps you for each interview — tailoring questions to the strengths and gaps she found, with a consistent scoring guide so every candidate is judged the same way.
You decide
Compare scored candidates, decline with an AI-drafted note, or move someone forward — you run the interview and make every call.
Selene is deliberately a specialist. Here's exactly how the work splits.
Selene's half
- Shaping the requirements, the job ad and the scoring guide
- Reading and scoring every applicant, with the evidence attached
- Ranking the shortlist and recommending who to advance
- Prepping a tailored brief and question set for each interview
Yours
- Sharing the role — your channels, your job boards, your network
- Running the interview itself, with Selene's brief in hand
- The offer, onboarding, and everything after the decision
- Every call that matters — Selene recommends, you decide
Built for teams hiring without a recruiter
Whether you're a founder filling a critical role or an HR generalist buried in applications, Selene turns your applicant pile into a shortlist you can defend — in an afternoon, not a fortnight.
Fill critical roles fast
A defensible shortlist without a recruiter on payroll — so you can get back to running the business.
Skip the HR bottleneck
Pre-screen candidates yourself and walk into the room with a ranked, evidence-backed shortlist — no waiting on an overloaded team.
Handle the volume
Let Selene do the first pass on hundreds of CVs so your judgment goes where it matters most. AI does volume; you do the calls.
Fair hiring isn't a feature. It's the foundation.
We didn't ask the AI politely to ignore protected characteristics — we built the product so it never receives them. Scoring runs on a blind, redacted profile: no name, no raw CV, and stated date of birth, sex, marital status, nationality, religion and ethnicity removed first. Every score is grounded in evidence, pinned to a versioned scoring guide, and open to a human override that's recorded with its reason. Most tools give you a number. Selene gives you the reasoning behind it — the thing you'd actually need if a decision were ever questioned.
Our approach to trust & safety →Evidence-grounded
No unsupported claims — every judgment cites what it's based on.
Blind by construction
The scorer never receives the candidate's name, and stated age, sex, nationality and religion are stripped before it runs.
On the record
Scores, evidence and overrides stay on the candidate's record — explainable months later.
Human-in-control
Override any decision; the reason is stored with it.
Pay as Selene works
Hiring is spiky. Your bill should be too. A $1/year plan unlocks the whole product and includes free credits to start — then you top up as you go, with no per-seat fees and no monthly SaaS bill. Credits are drawn as Selene works, scaled to how big and complex the job is, so a busy month costs what it's worth and a quiet one costs you nothing beyond the annual dollar.
Questions, answered
Why not just paste CVs into ChatGPT?
For three or four candidates, do — it'll give you a decent read. It falls down at volume and at proof. Selene scores every applicant against the same versioned guide, so candidate 180 is measured exactly like candidate 3; keeps the evidence, gaps and confidence for each one attached to the candidate; scores blind, so the model never sees a name or a date of birth the way it does when you paste a CV wholesale; records every human override with its reason; and does it inside a product with a data-processing posture, retention rules and a right-to-be-forgotten path — not a consumer chat account with your applicants' personal data pasted into it. Ask ChatGPT to reproduce the reasoning behind a decision you made four months ago and you'll see the difference.
Does Selene find candidates for me?
No — and we'd rather say so plainly than surprise you after you've paid. Selene doesn't source candidates or post to job boards; you share your role your own way, through the channels that already work for you. What she does is everything after an application lands: reading it, scoring it, ranking it, explaining it, and prepping the interview. If your problem is that nobody is applying, Selene isn't the fix. If your problem is that too many people are applying and you can't read them all properly, that's exactly what she's built for.
How do the free credits work?
When you create your account and start the $1/year plan, you receive a batch of free credits — enough to set up a role, build a scoring guide, and screen your first candidates. Credits are drawn as Selene works. When they run out, new AI work stops until you choose to add more — there's no automatic charge and no surprise bills.
What's the $1/year plan?
It's what unlocks Selene and includes your free credits to start — a dollar a year, billed annually, cancel anytime. It's the only recurring charge; everything beyond it is usage-based credits you buy as you need them, with no per-seat fee and no monthly SaaS bill. If you cancel, access pauses and your unused credits are held on their normal 12-month clock — resubscribe before they expire and you pick up right where you left off.
Do you use my candidates' data to train models?
No. Your candidate data is used to do your screening, not to train foundation models. Candidates can be anonymized on request — their resume files are deleted and personal identifiers removed, while your non-identifying hiring metrics stay intact.
How do you stop the scoring being biased?
By not sending the AI the information in the first place. Most tools instruct the model to ignore protected characteristics — a request the model may or may not honour, with the data sitting in its context either way. Selene scores from a blind, structured profile instead: the candidate's name is never included (its strongest gender and ethnicity signal), the raw CV text is dropped entirely, and stated date of birth, age, sex, marital status, nationality, religion and ethnicity are stripped before scoring runs. Location is included only when the role genuinely assesses it, because it doubles as a proxy for nationality.
We won't claim that makes the result free of bias — it removes those stated signals, and no system can promise more than that. Which is exactly why every score arrives with its reasoning for you to check, and why a human review and override sits on top of it.
What does a credit actually pay for?
The work Selene does for you — understanding a role, writing an ad, building a scoring guide, screening and scoring candidates, prepping interviews. Heavier, more complex tasks draw more credits than quick ones, and you're billed on the actual work each one took, after it runs. You pay for Selene's work, not for clicking around the app.
Can Selene be my ATS?
For most small teams, she already is the whole workflow: a public application page with your own eligibility questions, every applicant screened and scored, a pipeline to track them through, candidate emails, and a tailored brief for each interview. What she deliberately doesn't do is post or distribute your role, or run the interview — so if "ATS" means job-board syndication for you, she's not that. Teams that already have an ATS keep it and plug Selene in as the screening and shortlisting layer alongside it.
Is my billing predictable?
Yes. When your balance hits zero, no new AI work starts until you top up — and there's no automatic charge when your free credits run out. If you'd rather not add credits manually every time, you can switch on auto-top-up: it refills your balance at a threshold you choose, and you can change or turn it off at any time. Either way, you're always in control of spend.
Ready to stop drowning in CVs?
Brief a role tonight and have a ranked, evidence-backed shortlist before you close the laptop. A recruiter who never sleeps, never skims, and explains every call.