Cognitive abilities that predict performance on the floor.
How ReadyFirst runs day-to-day.
End-to-end workflows your team runs every hiring round.
Move the numbers your chief reports up the chain.
Tighten the operation that produces those numbers.
Every agency hires differently. Tell us your candidate volume and hiring cadence, and we'll put a quote in writing.
We'll post the new plans here once they're final. Until then, every agency gets a quote prepared for its own hiring program, and we respond within one business day.
Roughly how many candidates you expect to assess in a year.
One academy class a year, several, or rolling recruitment.
The hiring panel, HR and training staff who will read results.
Contract terms, purchase orders, or a security review you need us to complete.
Estimates are fine. If you don't have numbers yet, send what you know and we'll work from there.
The assessment, the reports your hiring panel reads, and the controls your IT and records staff will ask about.
Assessment volume, onboarding and support levels are set out in your quote.
See how much your agency can save annually by implementing our assessment program. Reduce training waste, overtime costs, and improve hiring quality.
We're revising our plans. Rather than publish figures that are about to change, we're quoting each agency directly until the new plans are posted here.
A rough count of the candidates you expect to assess in a year, how often you hire, who on your team needs access, and any procurement requirements. Estimates are fine.
Yes. Book a demo: a 30-minute call where we map your current hiring funnel, walk through what ReadyFirst would have caught in your last cohort, and follow up with a quote in writing.
Yes. Our security and architecture page covers data handling, tenancy isolation, retention and access control, and we can provide a CJIS applicability statement on request.
Join the agencies running their dispatcher hiring with ReadyFirst.