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Trust, Safety & Responsible SI

SI should help people make better decisions, not hide how decisions are made.

FirstRound is used for

Hiring work that deserves clear boundaries.

That means plain answers about what the SI does, what it never does, who is accountable for a hiring decision, and how information is protected.

01Interviews
02Candidate information
03Workforce data
Everything below describes how the platform actually works today.

Our commitments

Open each section for the detail behind it.

FirstRound uses SI to structure hiring work that is usually inconsistent: writing interview questions, running a first-round conversation, summarizing what was said, and organizing candidate information so a hiring team can read it quickly.

SI on this platform is built to produce evidence, not verdicts. An interview produces a transcript, a score against a rubric the employer can see, and a written summary—all reviewable and traceable to something the candidate actually said.

  • Interview questions and rubrics are visible to the employer before an interview runs.
  • Every SI score is paired with the transcript that produced it.
  • No feature infers age, race, religion, health, disability, or immigration status.

What SI on this platform can’t do

Stated plainly, because knowing the limits is part of using it well.

  1. 01

    SI can be wrong. A score is one piece of evidence about one conversation, not a measure of a person.

  2. 02

    SI summaries can miss context a human interviewer would catch—the transcript is the record of what was actually said.

  3. 03

    FirstRound does not verify the truth of what a candidate or employer states about themselves.

  4. 04

    Employment law differs by jurisdiction, and complying with it remains the employer’s responsibility.

Reporting a concern

Every report reaches a person, and you’ll get a reply.

If something on FirstRound looks wrong, tell us. Include the interview, listing, or account involved so we can look at the exact case rather than a general description.

An SI evaluation looks wrong or unfairA score, summary, or flag that doesn’t match what was actually said.A privacy or data concernInformation that appears exposed, misused, or that you want removed.A safety concernHarassment, threatening conduct, or unsafe instructions on the platform.A hiring or listing concernA discriminatory listing, a misleading role, or a suspected fake employer.
Report a concern

At a Glance

The short version of this page.

Auto-rejection by SI
Never
Hiring decision
Employer
SI disclosed to candidate
Before start
Recording consent
Required
Sensitive data at rest
Encrypted
Private files
Signed links
Demographic data in scoring
Excluded
Human review
Pay-affecting work