Cognitive screening for the dispatcher you'll still have at month 18.
ReadyFirst is the cognitive assessment platform PSAPs use to screen dispatcher candidates before training. Five cognitive domains, structured per SIOP Principles, with the audit trail civil service review will ask for on the back end.
Three things you'll want to look at: what we measure (the cognitive domains and why each predicts dispatcher work), what's in the platform (candidate experience, results review, accessibility, security), and how teams use it (the workflows from invite to documented decision).
Five cognitive domains, each mapped to dispatcher work.
The cognitive abilities a telecommunicator needs on the floor are measurable in a 45-minute pre-employment assessment. Each domain page explains what the construct is, why it predicts the work, and what the score tells you.
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Working Memory
Holding multiple facts active in mind while doing something with them.
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Sustained Attention
Keeping focus through long, mostly-routine stretches.
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Processing Speed
Taking in a stimulus, deciding what it means, and responding.
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Selective Attention
Filtering relevant from irrelevant in a busy field.
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Cognitive Flexibility
Updating the rules mid-stream when the situation changes.
How the product runs day-to-day.
The four product surfaces a buyer evaluates during a security or procurement review: what the candidate experiences, what your panel works from, how the platform handles accessibility, and the architecture answers your CSO and CIO will ask for first.
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Candidate Experience
Built so the score reflects the candidate's ability, not their familiarity with online testing.
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Results & Decision Support
Multi-construct profile, staff benchmarking, side-by-side cohort view.
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Accessibility
Designed against WCAG 2.1 AA. Accommodations handled in partnership with your hiring agency.
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Security & Architecture
SAML SSO, tenant isolation, audit trail, CJIS applicability statement on file.
Every page on the product side rests on the same validity argument — what each cognitive measure is, why it predicts dispatcher performance, where the SIOP and EEOC posture sits, and what we don't claim. The methodology page is where it's documented.
Read the methodologyEnd-to-end workflows your team runs every hiring round.
The product surfaces compose into four workflows that map to how a PSAP actually runs a hiring cycle — from the canonical screening loop to the validation paperwork your civil service partner will ask for.
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Pre-employment screening
The canonical loop: invite, assess, shortlist, document.
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Cohort & batch evaluation
The hiring round as a single, scoped object — same instrument, same window.
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Results review & ranking
From cohort view to a logged shortlist.
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Validation & job-relevance documentation
The packet your civil service review will already have.
Walk through the product
on a sample cohort.
30-minute call. We open a sample hiring round end-to-end so you can see what the candidate experiences, what your panel sees on review day, and what the audit record contains.