Names get filtered.
Résumés with ethnic-sounding names get 36% fewer callbacks. The filter happens before your work is even seen.
HelpfulHand strips bias from your hiring pipeline. Evaluate candidates on what they can do — then decide who to meet.
Three forces filter senior talent out before their work is ever reviewed. None of them require a bad actor — and that's exactly why they're hard to fix.
Résumés with ethnic-sounding names get 36% fewer callbacks. The filter happens before your work is even seen.
Hiring managers over-index on school names and company logos. Ten years of great work loses to a Stanford degree.
When teams hire for "culture fit," they hire people who look, sound, and think like them. Every time.
Three steps. The candidate stays anonymous until you've decided their work is worth a conversation.
Work samples, skills, experience. No names, no photos, no schools.
Browse anonymized candidates. Filter by skill, experience, and match score.
Request an introduction. The candidate is revealed only after you've decided their work is worth a conversation.
Browse anonymized profiles. When you find a match, request an introduction — and watch the candidate reveal themselves. Try any "Request Introduction" button below.
Four primary audiences. HelpfulHand speaks to both sides of the hiring table without picking one.
Make the shortlist about the work. See output before identity, then decide who to meet.
Try as hiring manager →Send better candidates to hiring managers, faster. Less filtering, more matching.
See sourcing flow →A tool that changes behavior, not just policy. Anonymization, audit trails, real outcomes.
See the audit view →Track how anonymization changes who gets interviewed — week over week.
See impact metrics →Concept testimonials — clearly marked. Real quotes drop in once the first cohort runs.
We interviewed three candidates we would have filtered out. One of them is now our design lead.
HelpfulHand sits inside the Black UX Labs ecosystem — built alongside Design For Impact, our coaching program for senior UX professionals of color.
Builds the leader.
A cohort-based coaching program preparing senior UX professionals of color for leadership. Mentorship, sponsorship, executive presence.
Fixes the system.
A hiring tool that removes the bias blocking them from getting there. The system DFI graduates run into, redesigned.
The mechanics of anonymization, the moment of reveal, and what candidates control.