First logo
Sign InSign up for free
Reliable AI

Fair, transparent, and compliant AI

Our AI is designed to reduce bias, ensure consistency, and keep you compliant with hiring regulations.
How it works

Building reliability into AI

You define what matters

You articulate exactly what you need: specific years of experience, team management skills, legal requirements. Each criterion should be clear, measurable, and defensible.

Then assign weight to each criterion. Must-haves automatically reject candidates if missing. Strong signals fast-track qualified candidates. Nice-to-haves factor into final scoring.

Evidence, not opinions

The AI searches for concrete evidence in applications. Specific examples, quantified results, skills mentioned explicitly. It flags exactly what it found.

The same criteria apply to all candidates identically. Same evidence triggers the same score always. Removes unconscious bias from individual judgment.

Full transparency

Every score shows which criteria were met, what evidence was found, and exactly why it scored that way. Complete transparency. Never a black box.

Override any decision instantly with one click. Disagree with the score? Decide the outcome yourself. The system learns from your feedback. You stay in control.

Improves with every hire

As you hire, learn what actually predicts success. Adjust weights, add criteria, remove what didn't work. Changes apply instantly—even retroactively.

Your system evolves with experience. Build a repeatable process that gets smarter with each hire instead of the same generic description.

Fairness

Systematic criteria reduce unconscious bias and ensure consistent evaluation for all candidates.

Transparency

Every AI decision is explainable with clear reasoning and evidence from candidate materials.

Human control

AI recommends, you decide. Hiring teams retain full authority over all hiring decisions.

Get answers

Frequently Asked Questions

What does First's AI actually do?▼
It screens candidates based on criteria you define—skills, experience, requirements like right to work, behaviors. The AI finds evidence in CVs and applications, scores each candidate against your criteria, and ranks them so your team can review the strongest matches first.
How do I set up screening criteria?▼
You define exactly what matters for the role. For each criterion, you decide if it auto-rejects (must-have), fast-tracks (strong signal), or just scores (nice-to-have). Built-in guidance helps you create fair, job-relevant criteria that are legally defensible.
What if I don't have formal job requirements?▼
That's the point. First forces you to articulate what actually matters instead of vague job descriptions. You'll discover which criteria actually predict success. As you hire and learn, you adjust criteria—your system gets smarter with every hire.
Can the AI auto-reject candidates?▼
Yes, but only for criteria you've marked as "reject if not met." Borderline cases are always flagged for human review. Your team can override any AI decision at any time. Humans always review before rejecting candidates.
How does First reduce bias?▼
By replacing subjective judgments with systematic criteria. You define what matters; the AI looks for evidence (not opinions) in CVs and applications. The same criteria apply identically to every candidate, eliminating unconscious bias that natural human screening introduces.
How is this different from other AI hiring tools?▼
Most AI tools compare CVs to job descriptions—which introduces bias and lacks transparency. First systematizes your hiring logic. You control what the AI looks for. It finds evidence, not opinions. Every decision is explainable and can be overridden.
Can I see the evidence behind each score?▼
Yes. Every score includes which criteria were met, exact quotes from the CV or application that triggered each score, and plain-language reasoning. You see exactly what the AI found and why. It's not a black box.
What if I disagree with the AI's score?▼
Override it instantly with one click. Your judgment always wins. Adjusting scores teaches the system—next time it'll apply similar logic more accurately. You're the expert; the AI learns from your feedback.
Where is candidate data stored?▼
In Dublin, Ireland on secure cloud infrastructure (Amazon and Vercel). All data is encrypted at rest and in transit. We use enterprise-grade security with role-based access controls and regular audits.
How long do you keep candidate data?▼
Job applicants: 6 months or the length of the recruitment process, whichever is longest. Candidates can request retention for future opportunities. You can request deletion anytime. After 12 months, all data is securely destroyed.
Is First GDPR compliant?▼
Yes. We have a Data Processing Agreement (DPA) available for review. All subprocessors comply with GDPR. Data is hosted in Dublin (EU). International transfers use Data Privacy Framework and Standard Contractual Clauses.
Can I audit my hiring decisions?▼
Yes. Complete audit trails show every decision with timestamps: AI recommendations, criteria met/unmet, evidence cited, and which team member made the final call. Perfect for compliance reviews or defending hiring decisions.
Can candidates access their data?▼
Yes. Under GDPR, candidates can request all data we hold on them. We respond within 30 days with their application data, AI scores, reasoning, and evidence cited. They can also request deletion anytime.