FirstPanel.ai for Banking · AI interview intelligence · Built in Australia
Every hire faces your customers. Interview every applicant. Evidence every decision.
Credit has models. AML has controls. Hiring - the decision that puts a person in front of your customers - still runs on a manager's memory of a twenty-minute call. FirstPanel gives every applicant the same structured MERIT-8™ interview and gives the bank what a regulated decision requires: the transcript, the rubric, and the reasoning behind every score.
What we will put in writing
- Scoring is content-only. Nothing is inferred from face, tone, accent, mood or reaction time - by design, and enforced in our build pipeline.
- Every score carries its evidence: the transcript span, the agent that produced it, and the rubric clause applied.
- Your ADM disclosure is our problem too. We supply the disclosure pack the Privacy Act will require of your privacy policy from 10 December 2026.
- An independent bias audit using NYC Local Law 144 methodology is commissioned for the third quarter of 2026 and will be published in full.
- We are building to ISO/IEC 42001, mapped to APRA CPS 230 and CPS 234 controls, the Fair Work Act, the Privacy Act and the ABA Conduct Background Check Protocol.
A shortlist your hiring managers look forward to meeting.
Assessed on arrival · brief attached · your people decidePlaceholder photography (Unsplash) - replace with an Australian brand shoot before the pitch.
You hire six. You hear from 2,847. 93% are never assessed.
Every score has a receipt.
What a hiring manager opens - and what your risk function, an auditor, or an unsuccessful applicant’s lawyer can be shown, per candidate.
The same interview that finds talent maps the talent you already have.
AI is redrawing every role in the bank. A skills taxonomy tells you what the new roles need - it can't tell you who is close to them. FirstPanel's verification interviews measure the workforce you have against the roles you're creating, with evidence behind every rating, so redeployment and training decisions rest on capability - not on tenure or a manager's guess.
Role capability profiles
Your skills taxonomy mapped to MERIT-8 competencies and SME expert agents, per role family.
Skills verification interview
A 25-minute structured conversation, voluntary and development-framed. Every claim tied to transcript evidence.
Capability heatmaps
Individual gap profiles for the employee; aggregated heatmaps by team and division for workforce planning.
Train, then re-verify
Gaps feed targeted learning paths. A re-verification interview measures whether capability actually moved - not whether a course was completed.
Development, never discipline. Verification is voluntary, employees see their own profile and evidence, and gap data is contractually firewalled from performance management. Aggregates inform planning; the individual profile belongs to the individual.
Every applicant interviewed, at branch-network scale
Customer bankers, contact centre, operations, graduates - the same structured interview for every applicant, 24/7, including by phone.
A record built for a regulated institution
Transcript span, rubric clause, agent and confidence behind every score - the artefact your ADM disclosure and any challenge will ask for.
Runs inside your control environment
Australian data residency, SSO, segregation of duties, audit logging - built to survive a CPS 230 material-service-provider assessment.
Rejection handled like a customer interaction
Every applicant gets a real interview and structured feedback. In retail banking, the person you decline today holds a deposit account tomorrow.
Hiring is where it starts. Skills are where it compounds.
The same evidence engine that interviews applicants can interview your existing people - a voluntary, development-framed conversation that maps real capability against the roles the bank is creating, then measures whether training actually moved it.
- Benchmark the role. Your skills taxonomy becomes a measurable competency profile, technical depth included.
- Verify, with evidence. A 25-minute structured interview; every capability claim tied to a transcript span. The system abstains rather than guesses.
- See the gaps that matter. Individual profiles for the employee; aggregated heatmaps for workforce planning - who is closest to the roles you are standing up.
- Train, then re-verify. Targeted programs close the gap; a follow-up interview proves it. Completion rates measure attendance - we measure capability.
Your people make the hiring decision. FirstPanel makes sure they make it on the same evidence for every candidate - and that APRA, an internal auditor or an unsuccessful applicant can be shown exactly how.