Spot current talent and future potential.

Transformation within your organisation requires new methodologies and new approaches to problem solving. AssessFirst allows you to quickly and accurately identify the people who will help you build tomorrow’s company (and enjoy themselves while they’re at it).

Assess potential from every angle.

Whether it’s discovering your employees’ potential for commercial roles, identifying future leaders, or even assessing the capacity of recent graduates to succeed as part of your team, our predictive algorithms will have you covered through every step of your potential analysis strategy.


Identify A-Players.

Our A-Player predictive models were engineered to help you easily identify people with the potential to excel and out-perform themselves continuously, independent of the context in which they execute their work.


of people are A-players


Analysed samples


To unveil true potential in employees and candidates, we assess who they truly are as humans: what they are capable of doing (Aptitude), the way they will do it (Personality) and the why they want to do it (Motivations).

Start by defining what success looks like for your team

Thanks to our different predictive model categories, defining an ideal profile for each talent identification program is a snap.


The A-Player model developed by AssessFirst allows you to zero-in on the profiles with the capacity to evolve quickly and successfully in fast-paced, highly-changing work environments.

Discover the model

Customised models

Create your own predictive models by selecting from over 50 different criteria to build the profile you are looking for.

Learn more

AI Supercharged Models

Our proprietary Artificial Intelligence is engineered to identify the criteria that determine success and engagement by assessing your current workforce.


See it in action

Set up recruitment campaigns.

Our fully integrated campaign system allows you to streamline your Potential Assessment processes.

Assess your candidates.

Your candidates and employees are worth more than their career history. AssessFirst allows you to gather thousands of behavioural data points related to each individual’s talent and potential.

Single out the best.

One simple click on our Magic Button instantly shortlists the candidates that perfectly match all your expectations.

Evaluate each trait...

Discover each candidate’s strengths and their areas for growth, and assess them against your ideal profile.

Ensure the best team fit.

Our highly powerful affinity algorithms were engineered in-house to predict the capacity of individuals to get along and work together productively.

Get management insight.

Our tailored suggestions for managing each of your candidates will provide valuable insight for successfully integrating them into the team.

30% more productive workforce, 2X as fast.

By expertly selecting your future coworkers based on their potential, soft skills and culture fit, you’ll ensure they’re top performers, who hit the ground running and stay in it for the long haul.

Make turnover rates plummet.

Make.turnover rates plummet.

Make turnover rates plummet.

Make turnover.rates plummet.

Make turnover...rates plummet.

Make turnover rates plummet.

Make turnover rates.plummet.

Make turnover rates plummet.

When you factor in your candidates’ global potential and their fit with your company culture, you can keep them engaged 2 times longer on average.


Retail Sector

The standard recruitment process based on CV screening was modified to shortlist candidates based on personality and cognitive ability instead. Salespeople recruited with the new model stay on 2 times as long on average and achieve 11% higher sales rates than those hired using the old model.

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Lower turnover rates


Candidates assessed / year

- bias, + diversity

AssessFirst allows you to focus exclusively on the criteria that can impact performance and engagement levels, so you can widen your candidate pool. Whether it’s age, nationality, gender, academic qualifications or professional background, you’ll be sure to hire collaborators with more varied profiles.


Real Estate Sector

In the context of their Graduate Recruitment program, candidates were being preselected from a pool of 4 target schools and on the basis of their CV alone. This led to 80% of retained applicants being male. By screening candidates based on soft skills, the organisation was able to diversify their resource pool (opening recruitment to non-targeted schools) and drastically reduce the gender gap for recruited profiles.

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More women hired


Of new recruits were women