RoundOne started in an interview room, with a CV that read perfectly and a candidate who couldn't back up a word of it. Our founder was the hiring manager on the other side of that table. RoundOne is what he built so no recruiter has to guess like that again.
AI writes the applications now. Parsers score them all "strong match." Recruiters read harder, and still can't tell who can actually do the job.
"Results-driven." "Thrives in fast-paced environments." When every application is polished by AI, a CV stops being proof of anything.
Resume review and phone tag eat the week before there's any real evidence on a single candidate. Meanwhile, the best people get hired by someone faster.
They apply, they wait, they get silence, or an AI interview that feels more like an interrogation than a conversation.
A CV can prove some things. A conversation proves the rest. RoundOne screens every applicant on their CV and in a real-time voice conversation, minutes after they apply, then hands your team a ranked shortlist, with the evidence behind every score.
"I spent years hiring senior engineers. We paid agencies 20-25% of a salary per hire and still sat through interview after interview with people whose CVs said one thing and whose answers said another. Then ChatGPT arrived, and it got ten times worse.
So I built a small tool to screen candidates for my own team. It worked. Then a friend came home from an AI interview that made her feel interrogated, and I realised the problem wasn't just mine. Recruiters needed better signal. Candidates needed to be heard.
I left my job to build RoundOne. That's still the whole idea: screen at scale, keep decisions human."
Mayur was hiring senior engineers at an IT consultancy and kept meeting the same candidate: a strong CV, a weak conversation. When ChatGPT landed, the gap got wider. He built a simple chat screener for his own team, and soon, sister companies across the group were asking to use it.
After seeing how badly candidates were treated by other AI interview tools, Mayur left his job to build RoundOne. The first version used GPT to ask fresh, adaptive questions in a chat candidates could take anytime, on any device.
Our first agency client watched RoundOne screen 300 applicants and rank every one of them side by side, then made their hire from it. Recruitment veteran Luke Eaton joined as a mentor, pushed us to plug into the ATSs recruiters already live in, and opened the door to the UK agency market.
Chat became one-way voice. One-way voice became two-way. Then real-time voice screening: a proper conversation that adapts to every answer. We tested video, then dropped it: candidates should show how they think, not perform for a camera.
Agents work a role end to end. They watch your ATS, check what the CV can prove, call every applicant within minutes, in their language, around the clock, and write a ranked shortlist back where your team already works. CV screening is now free and unlimited.
A CV tells you what someone wrote. A conversation tells you how they think.
Agents screen, score and prioritise. Your team decides who moves forward. Always.
Same structured questions, same rubric, same fair shot, whether they're the first applicant or the 347th.
No migration, no engineering work. Your agent plugs into the ATS you already use, or runs on its own.
We dropped video screening because it put candidates on the spot. We'll keep making calls like that.
Be your own first candidate: 90 seconds, no signup. Then put an agent on your next role.
