She reads everything. And shows her work.
One conversation takes you from a job title to a ranked shortlist: Selene shapes the requirements, writes the ad, scores every applicant against a guide you control, and preps you for every interview — with the evidence behind every judgment and you in control at every step.
From job description to scoring guide in one conversation
Upload a JD, paste a brief, or start from just a job title. Selene asks the questions that matter for that kind of role, extracts the requirements, separates must-haves from nice-to-haves, writes a job ad built to attract the right people, and generates a scoring guide with weighted criteria — all reviewable and editable inline.
- Scores against every requirement you set — organised across six criterion types (skills, knowledge, experience, qualifications, behaviours, eligibility)
- Reusable company criteria (working rights, location, values) apply across every role
- Sense-checks your pay rate against the market before the role goes live
- A live requirements panel updates as you talk — edit anything on the spot
Every candidate scored — and every score explained
Selene scores each CV against the active scoring guide and shows her work: a score per criterion, the evidence behind it, the gaps she couldn't fill, and how confident she is. She recommends who to advance and who to decline — you make the final call.
Every score is pinned to the exact version of the guide that produced it. Edit the guide and the affected scores are flagged stale rather than silently rewritten, so a shortlist is never quietly re-cut underneath you — and months later you can still show what you measured and what you found.
- Criterion-level scores with cited evidence and gaps
- A clear recommend-to-advance or decline call on every candidate
- Confidence indicators — no false certainty
- Version-locked: a score shows as stale when the guide changes
- Scored blind — no name, no raw CV, protected details stripped first
One place to see where every candidate stands
Open a public application page with your own eligibility questions, and watch every applicant land in a pipeline you can read at a glance. Want the obvious calls made for you? Set auto-advance and auto-reject thresholds and Selene will clear the top and bottom of the pile, leaving a clean human-review queue in the middle. They start switched off, and she previews them against your real candidates before you commit — you'll see exactly who would have been cut before anyone is.
- A public application page with eligibility questions you set
- Auto-advance and auto-reject on thresholds you control — previewed before they ever run
- Templated and AI-drafted candidate emails, logged to each profile
- A clear view of every candidate's stage, from applied to decided
Walk in with the right questions, every time
Set up standard interview stages, each with its own scoring guide, so every candidate is judged the same way. For each person, Selene tailors the questions — drawing on the strengths and gaps she found while screening — so you and your interviewers probe what actually matters. You run the interview and enter the scores; Selene aggregates them for a clean comparison.
- Reusable stage templates with consistent, per-stage scoring guides
- Per-candidate question tweaks that target screening gaps
- Multiple interviewers, one guide — scores aggregated to compare
Share shortlists. Keep the context.
Send a clean, read-only shortlist to a hiring manager or founder — reasoning included, no account required to view. And Selene remembers: your company profile, past decisions, and what your team values, so every role is faster than the last.
- Shareable read-only shortlists with the reasoning attached
- A per-company memory of preferences and decisions
- Every score, override and reason kept on the candidate's record
From the brief to the hire
The whole workflow runs through one conversation with Selene.
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 evidence, gaps, and a confidence level for each judgment.
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 side by side, decline with an AI-drafted note that doesn't read like a form letter, or move someone forward — every call stays yours.
A specialist, not a suite
Selene does one half of hiring completely, rather than all of it badly. Here's exactly where the line sits — worth knowing before you sign up, not after.
Selene's half — from application to decision
- Shapes the job ad and requirements with you, and builds a weighted scoring guide
- Reads and scores every applicant into a ranked, evidence-backed shortlist
- Tracks your pipeline, from applied to decided
- Preps a tailored brief and question set for every interview
- Drafts candidate emails and keeps a shareable, read-only shortlist
Yours — the funnel and the room
- Getting applicants in: Selene doesn't post to job boards or source people who haven't applied — you share the application link through your own channels
- The interview itself: she writes the brief and the questions; you and your team run it and enter the scores
- The offer, onboarding, and everything after the decision
If your problem is that too few people apply, that's a sourcing problem and Selene won't solve it. If your problem is that too many do — and reading them all properly is what never happens — that's the whole reason she exists.
The question that changes the role
Every scoring guide is shaped from your own requirements — there's no template library to pick from. One question does more of that shaping than any other, and it's one most hiring managers have never been asked.
“What would make someone exceptional here, rather than just good?”
Selene asks it before she writes a single criterion. The answer is usually one sentence you already believed but had never had to say out loud — and it routinely inverts the guide, moving the bar from what a job description asks for to what actually predicts someone working out.
Then she names the profile she's aiming for, in your words, before anything is saved. If she's misread you, you correct her there — not after you've screened forty people against the wrong bar.
See it for your role →Same question, every role. The answers have nothing in common — which is why the guides don't either.
“The ones who last talk to residents like people, not tasks.”
→ Person-centred practice became top-weighted; medication training dropped to a bonus.
“Someone who's owned an app after launch. Shipping v1 is the easy half.”
→ Post-launch ownership became the top criterion; portfolio breadth stopped being scored.
“The great ones lose deals early. The good ones drag them out for a quarter.”
→ Qualification discipline became a must-have; raw pipeline volume was demoted.
See Selene work on your next role
Create your account, brief a role, and watch a defensible shortlist come together in a single session.