Real-time avatar screening

Give every qualified candidate a first conversation.

FirstScreen creates a structured first candidate conversation with an authorable AI interviewer, giving recruiters richer evidence before scarce human interview time is allocated.

Explore FirstScreen See how FirstScreen works

Structured interviews · Human-reviewed decisions · ATS-ready workflow

Support associate screening

Candidate conversation

Live18 minute session

AI interviewerListening

Tell me about a time you helped a customer whose problem was unclear.

Live transcript

Candidate

“We had a customer who’d been charged twice. I checked the account first instead of assuming a bug.”

Maya · Adaptive follow-up

Rubric-aware

“What did you check first, and how did you know it wasn’t a subscription?”

Question 2 of 5Structured follow-up

The first-screen gap

Learn more than a résumé can show before the first live interview.

FirstScreen sits between ATS triage and scarce recruiter time, adding a structured conversation without trying to become another candidate system of record.

The usual first screen

Before hiring

Recruiters infer potential from résumés, application forms and short phone calls that are difficult to compare consistently.

Résumé
Application
Phone screen

FirstScreen

A richer first signal

Give qualified candidates a structured first conversation and recruiters richer evidence than a résumé alone.

Author
Interview
Review

A conversation layer, not another ATS.

Keep candidate records where they already live while FirstScreen handles authoring, delivery and reviewable interview evidence.

From authoring to evidence

Everything needed to build a screening conversation.

01 · Build the screen

Start with what the job actually requires.

FirstScreen turns role context into an editable starting point. Hiring teams shape what matters without designing an assessment from a blank page.

Start from the role and job description
Edit suggested job-relevant attributes
Keep questions proportionate to interview length

Customer support·20 minute interview

Support associate screening

Draft saved

Evaluation attributes

Five editable signals, rated independently

Importance

01Customer understanding
02Clear communication
03Practical judgement
04Ownership
05Staying calm

Core questions

Structured by the hiring team

01Tell me about a difficult customer interaction.
02How do you clarify an incomplete request?
03When would you escalate an issue?
04How do you balance speed and accuracy?

Edit question set

02 · Author the interviewer

Shape who candidates meet before the first question.

Choose the avatar, voice, language and conversational tone to create an interviewer that feels recognisably part of the employer's candidate experience.

Choose a curated or company-approved avatar
Set voice, language and conversational tone
Preview the candidate-facing delivery before publishing

Interviewer experience

Candidate-facing identity

Ready to preview

AI interviewerEnglish (UK)

James

Calm and professional

Avatar

Laura

James

Maya

Language

English (UK)

Voice

James · Calm

Conversational tone

Calm and professional

Preview voice

Laura · AI interviewer AskingCore question 2 of 5

Tell me about a time you resolved a duplicate charge.

What did the duplicate turn out to be, and how would you stop it happening again?

Listening03:12

Deepens the specifics

“We had a customer who’d been charged twice. I checked the account history first instead of assuming a bug.”

Same core question. Different answer. Different follow-up, each one chosen against the same rubric.

03 · Hold the conversation

Structured does not have to feel scripted.

A clearly disclosed AI interviewer delivers the shared question set and asks for clarification when an answer needs more context.

Clearly disclosed AI interviewer
Consistent core questions for the same role
Contextual follow-ups when clarification helps

04 · Review the evidence

See the finding. Then inspect what supports it.

The report summarises the conversation, but recruiters can return to the candidate's words before recording a decision.

Findings linked to transcript evidence
Strengths and gaps kept in context
Final progression decision owned by a recruiter

INTERVIEW REPORT

Jon Bell · Support associate

Awaiting recruiter review

Interview summary

Jon clarified an ambiguous request before proposing a practical next step. His escalation example needed more detail.

WHAT WENT WELL

Calm, structured clarification

EXPLORE NEXT

Escalation judgement

Attribute evidence

Customer understandingStrong

Clear communicationStrong

Practical judgementMixed

Transcript evidence

04:18

Customer understanding

“I repeated the issue in my own words and asked which outcome mattered most before suggesting a fix.”

Human decision

Not recorded

Designed for accountable screening

The avatar runs the conversation. People make the hiring decision.

FirstScreen controls how the interviewer appears, sounds and responds while keeping the evidence scope and decision ownership explicit.

Capability: Real-time avatar, voice, language and conversational delivery
Evidence: Job context and Candidate responses, linked to the transcript
Owner: Human decision. No automatic hiring decisions

No gaze, emotion or body-language scoring

No automatic progression or rejection

Explainable evidence for a Human decision

Questions about FirstScreen

Frequently asked questions

What is FirstScreen?

FirstScreen helps hiring teams author AI-led screening conversations, invite candidates and review transcript-backed evidence in one workflow.

Does FirstScreen replace recruiters?

No. FirstScreen creates an additional evidence step before a human interview. Recruiters inspect the conversation and own every progression decision.

What does the system evaluate?

It evaluates candidate responses against role-specific attributes and questions configured by the hiring team. Recruiters review the evidence and make the hiring decision.

Does the avatar analyse facial expressions?

No. FirstScreen does not score facial expression, gaze, emotion or body language. The avatar delivers the conversation; appearance is not a candidate signal.

Can each company author its interviewer?

The proposed creation flow lets teams choose an approved avatar, voice, language and conversational tone, then preview the candidate experience before publishing a role-specific template.

How would this fit into an ATS workflow?

FirstScreen imports candidates from an ATS and returns interview status, structured feedback and transcript evidence to the recruiter workflow.

FirstScreen · AI screening conversations

Follow the complete screening conversation from setup to human review.

Configure a role, author the interviewer, invite a candidate and inspect the transcript evidence behind the report.

Explore FirstScreen