See How the First Round Runs
You define the requirements → Helen handles the first round → your team reviews who should move forward
Built to Take the Repetitive First Round Off Your Team
The problem wasn't interviewing good candidates. It was everything I had to do before I found them.
The first round runs start to finish, day or night
24/7
Every applicant follows the same qualification process
One standard
Suitable candidates interview without waiting for your calendar
No scheduling
Helen completes the first round before your team starts reviewing candidates.
From Application to a Completed First Round
Every applicant follows the same clear path: CV upload, your qualification questions, and — if they meet your criteria — a structured first-round interview. By the time your team reviews a candidate, the first round is already complete.
Stop Rechecking the Same Requirements
Experience. Work authorization. Availability. Role-specific requirements. Define what the role requires once. Every applicant answers the same qualification questions before your team starts reviewing candidates. You set the requirements. Helen applies the process consistently.
Let Candidates Complete the First Round Without Scheduling a Call
Suitable candidates move from qualification into a structured first-round interview without waiting for an open slot in your team's calendar. They complete the interview when they are available. Your team can review the recording later, when your team is ready to decide who should move forward.
Review Candidates With the First Round Already Complete
Instead of opening every application from scratch, your team reviews candidates with the first-round information already organized. See qualification results, interview information, candidate status, and supporting details together — then decide who should move forward. Helen organizes the first round. Your team makes the hiring decision.
Don’t Let the First Interview Wait on Your Calendar
Traditional screening slows down when every suitable candidate needs a separate call arranged with a recruiter. Helen lets candidates complete the first round without waiting for someone on your team to become available. Your team comes back to completed interviews instead of coordinating every first conversation.
More Hiring Shouldn’t Automatically Mean Another Recruiter
As roles and applicant volume grow, companies usually need more recruiting capacity to keep up. Helen gives you another way to scale the first round — without adding screening headcount at the same rate. Whether 20 people apply or 200, the same structured process keeps running.
| Requirement of Service | Standard Recruiting Workflow | With Helen AI |
|---|---|---|
| Initial candidate screening | Review applicants one by one | Every applicant follows the same first-round process |
| Interview selection | Recruiter decides who gets interviewed | Your criteria decide who moves forward |
| Identifying unqualified candidates | Manually identify poor-fit applicants | Non-matches are flagged and remain visible |
| First-round interview process | Schedule and run every screening call | Qualified candidates interview using only your questions with Helen |
| Candidate information management | Information sits across different tools | Everything is organized in one dashboard |
| Handling higher applicant volume | More applicants require more recruiting capacity | Scale screening without adding headcount at the same rate |
| Cost as applicant volume grows | Higher volume can require more recruiting staff | Average screening cost can fall as volume grows |
| Requirement | Standard Recruiting Workflow | With Helen AI |
|---|---|---|
| Initial candidate screening | Review applicants one by one | Every applicant follows the same first-round process |
| Interview selection | Recruiter decides who gets interviewed | Your criteria decide who moves forward |
| Identifying unqualified candidates | Manually identify poor-fit applicants | Non-matches are flagged and remain visible |
| First-round interview process | Schedule and run every screening call | Qualified candidates interview using only your questions with Helen |
| Candidate information management | Information sits across different tools | Everything is organized in one dashboard |
| Handling higher applicant volume | More applicants require more recruiting capacity | Scale screening without adding headcount at the same rate |
| Cost as applicant volume grows | Higher volume can require more recruiting staff | Average screening cost can fall as volume grows |
About Us
Built From Real Recruitment Work
I didn’t build Helen because recruitment needed more AI. I built it because too much of my day was disappearing before the meaningful conversations even began. CV reviews, qualification checks, scheduling, and repetitive first-round interviews kept taking time away from the candidates and clients that actually needed my attention. Helen started as a way to handle that repetitive first stage more systematically — while keeping people in control of who moves forward.
Three years ago, my daughter was born. Her name is Helen. Around the same time, I became increasingly aware of how much recruitment work followed me beyond the working day. There was always another application to review, another requirement to check, or another screening call to arrange. Working alongside experts in psychology and computer science, I began building a better way to run that first stage. That system became Helen. Money comes and goes. Time does not.
Vision
Hiring teams should spend their time making decisions — not collecting the information needed to make them.
Mission
We help hiring teams move from a pile of applications to candidates ready for deeper consideration — without manually running the first round for everyone.
Let Helen Handle the First Round. You Decide Who Comes Next.
Give us one open role and your requirements. Helen moves applicants through qualification and a structured first-round interview, then your team decides who to meet next.