Pull the right names from the pile.
Pre-employment screening is the canonical hiring workflow: pull from your applicant pool, assess everyone on the same instrument, rank by what predicts performance, take the top candidates to interview. ReadyFirst runs that loop end-to-end with the audit trail your civil service partner will need on the back end.
Most agencies run this loop on a stack of spreadsheets and a paper trail that's actually a memory trail. The day a candidate or counsel asks "how was this scored?", the workflow that felt fine in real time becomes a question you can't quite reconstruct.
The canonical loop, with the audit trail built in.
- 01ReadyFirst + your team
Configure the battery for the role
We work with your hiring team to define the right cognitive battery for the position you're filling. One-time setup per role; the battery composition is documented and stays consistent across hiring rounds so candidates are compared on the same instrument.
- 02HR partner
Invite candidates
Bulk-invite from a CSV or your applicant list. Each candidate receives a personalized link. Candidates needing accommodations contact your team; we work with you directly when something needs to happen on our side.
- 03Candidate
Complete the assessment
30 to 60 minutes in a browser. Practice rounds precede every scored task so the candidate's first scored response isn't also their first attempt at the format. Scoring runs server-side at millisecond precision; nothing is trusted to the candidate's browser.
- 04Hiring panel
Review and shortlist
Open the cohort view: every candidate in one ranked screen with the same metrics presented the same way on each score. Drill into individual reports for the candidates you're advancing, and apply your cutoff or ranking criteria with the data side-by-side.
- 05HR + civil service
Document the decision
The audit trail captures who saw which report when. The validation documentation explains what the assessment measures and why it's job-relevant for the role. Both are ready the day a civil service review or candidate appeal asks for them — not assembled after the fact.
See the workflow run
on a sample cohort.
30-minute call. We walk through a sample hiring round end-to-end — invite, assess, review, shortlist, document — so you can see what your team's hands-on time looks like and what the audit record contains.