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.
Most cognitive assessments were designed assuming the candidate is a fresh academic test-taker. The labor market you hire from isn't — and shouldn't have to be. ReadyFirst is built so the score reflects the candidate's ability, not how recently they last sat for an online assessment.
When the assessment design becomes the friction, the score stops measuring the candidate. It measures whether the candidate could push through the assessment — and that's a different variable entirely.
Each cognitive task starts with untimed practice trials with feedback. The candidate's first scored response isn't also their first attempt at the format.
Without practice, you're partly measuring how quickly the candidate adapts to a new interface — a confound, not a signal. Practice rounds remove it.
Instructions written in the language of the work, not the language of a psychology textbook. No jargon, no psychometric vocabulary, no implicit prior testing experience required.
Plain instructions cost nothing in rigor. Confusing instructions cost you measurement accuracy on every candidate they trip up — and you don't see which candidates those were.
The candidate-side experience is reviewed during a walkthrough — we'll show you the screens and the language as a candidate sees them.
30-minute call. We walk you through the candidate experience from invite to completion — the practice rounds, the plain-language instructions, and what a candidate sees on screen at every step.