How do Firstview and HRPeak compare on screening, interviews, assessments and hiring workflows? This comparison looks at where they overlap, where they differ, and which needs each is built to serve.
Written by Ece Badak · Fact-checked by Barkin Kutucu
Updated · 25 primary sources reviewed
Published by Firstview. Based on the sources and scope described below.
From job post to final decision, with evidence
Tests, recorded video and an ATS
Both platforms include their own ATS. The difference is the interview: Firstview talks with each candidate live, while HRPeak's HRWin records answers to prepared questions and surrounds them with a wide test library.
You want a conversation, not a recording. Firstview scores every CV against weights you set, interviews candidates live in English, Turkish, German, Spanish or French, and backs each verdict with the candidate's own words. It works with or without an ATS.
Your team relies on standardized tests: personality inventories, situational judgment, role play and games, plus coding questions in C#, SQL, Java, Python, Kotlin and Swift, with recorded video answers and HRPeak's own ATS around them.
These 16 rows compare hiring tasks, not whole platforms. A Full rating means the vendor offers the feature, not that every plan includes it; the pricing section shows what each plan covers.
| Capability | Firstview | HRPeak |
|---|---|---|
| Screen | ||
| Recruiter-facing weighted CV scoring | ||
| AI splitting of combined-PDF CV uploads | ||
| Contextual CV evaluation beyond keyword matching | ||
| JD-based criteria / rubric generation | ||
| Interview | ||
| Real-time conversational AI interview | ||
| Adaptive follow-up questions | ||
| AI interview designer / custom questions | ||
| Assess | ||
| Technical / coding evaluation | ||
| Soft-skill / competency evaluation | ||
| Decide | ||
| Criterion-level evidence & score rationale | ||
| Structured candidate report | ||
| Human interview co-pilot / note-taker | ||
| Operate | ||
| Native customizable hiring pipeline without a separate ATS | ||
| Calendar integration / scheduling | ||
| Candidate communication automation | ||
| Hiring analytics dashboard |
Full and Partial describe what each vendor's cited public sources show; every source carries its audit date in the source list. Not published means the reviewed sources did not establish the capability; it does not mean the capability is absent.
The scorecard is the index. These five sections explain what the differences mean in a hiring workflow.
Firstview scores every CV against the weights you set
Firstview scores every CV against weighted criteria you set, checks dealbreakers first, and shows the evidence behind each score. It suggests criteria from your job description, and a combined PDF of CVs splits into individual candidates automatically. It reads experience in the context of the role rather than by keyword.
HRPeak parses CVs and gives each candidate a percentage match to the job based on education, experience and competencies. It can also apply knockout rules to application answers. Its public sources do not show recruiter-set CV weights or the splitting of a combined PDF.
With Firstview, the weights your team sets decide the ranking, every score shows its reasons, and the same criteria carry on into the interview.
Firstview interviews each candidate live, in their own language, with follow-up questions
Tell me about a project that changed direction.
Customer feedback challenged our initial plan, so we reworked the approach.
How did you decide which feedback to act on?
Firstview runs live, two-way voice interviews in the browser, in English, Turkish, German, Spanish or French. It asks follow-up questions based on each answer, answers the candidate's own questions about the role, and suggests role-specific questions your team can edit.
In HRPeak's HRWin module, candidates record timed answers to prepared questions, and HRPeak's AI scores the recordings afterwards. HRPeak can generate the questions from a job description and offers a question bank. Its public sources do not show a two-way interview or follow-up questions based on the candidate's answer.
A recording cannot ask what the candidate meant. Firstview asks about an unclear answer during the interview itself, so your team reviews what the candidate meant, not only a first attempt.
Firstview tests skills in the conversation; HRPeak adds separate tests
Firstview evaluates competencies and role-specific knowledge inside the interview itself, using 30+ competency frameworks. Technical roles get an in-depth conversational interview and a detailed technical report instead of a coding test.
HRPeak publishes a wide test library: personality inventories, situational judgment, role play, case studies and games, plus practical coding questions with adaptive difficulty in C#, SQL, Java, Python, Kotlin and Swift, and technical tests for areas such as finance, mechanics and Excel.
If you need standardized tests, such as coding tests or personality inventories, HRPeak's catalog is wider. If you want to know how a candidate thinks about the job, Firstview assesses it in the same conversation as everything else.
Firstview links every verdict to the moment the candidate answered
“I brought the two teams together to agree on the priorities.”Example candidate answer
Aligned teams around shared priorities
Each Firstview verdict links to the candidate's answer and the moment they gave it, and unclear cases go to a person, never to an automatic rejection. Firstview Notetaker also joins your team's own interviews on Zoom, Google Meet and Teams and files the notes on the candidate, so AI and human interviews end up on one record.
HRPeak's AI scores recorded answers against set criteria, looking at detail, examples, clarity and consistency, and produces a performance summary. It also transcribes solo role-play and case-study recordings. Its public sources do not show the evidence behind each criterion score, or an assistant for interviews your team runs live.
Any verdict can be checked against what the candidate actually said, and the hiring manager sees the same evidence the recruiter saw.
Firstview runs screening, interviews and the pipeline in one place
Firstview includes the pipeline board, calendar scheduling, email and WhatsApp messages, and hiring analytics, so a team can run hiring without a separate ATS.
HRPeak sells its own ATS separately from its assessment packages. The ATS offers configurable hiring flows, Zoom and Teams interview scheduling, reminder and rejection emails, and reports on hiring performance with People Analytics benchmarks. HRPeak names SAP, Zoom and MS Teams integrations.
Both can run hiring without a third-party ATS. In Firstview, the pipeline sits in the same product as screening and interviews; with HRPeak, the ATS and the assessments are bought as separate packages.
Firstview builds its rules into how it evaluates: it never analyzes faces, video is never part of the evaluation, and a person makes every hiring decision. HRPeak's public security policy refers to ISO 27001:2013; confirm its current certification scope with HRPeak.
Neither vendor publishes a price list. Firstview sells subscription plans and starts with a pilot on one of your own open roles. HRPeak sells prepaid assessment packages and, separately, monthly or annual ATS plans priced by employee count.
Decide by how your team wants to run hiring.
Yes. Firstview replaces HRWin's recorded answers with live AI interviews and lets your team set the CV weights. Both include their own ATS; HRPeak sells its ATS separately and offers more standardized tests.
Its public sources do not show one. HRPeak's AI writes interview questions and scores recorded answers, and in its HRWin module candidates record timed answers to prepared questions. Firstview's interviews are live, two-way voice conversations in five languages that follow up on each answer.
HRPeak parses CVs, gives a percentage match to the job and can apply knockout rules to application answers. Public sources do not show recruiter-set CV weights. Firstview scores every CV against weights your team sets, checks dealbreakers first and shows the evidence behind each score.
HRPeak has more standardized test types, including personality inventories, situational judgment, role play, games and coding tests. Firstview evaluates competencies and technical knowledge inside the interview, and technical roles get an in-depth conversational interview with a detailed technical report.
No. Firstview includes its own pipeline, scheduling and candidate messages. HRPeak offers its own ATS, sold separately from its assessment packages.
Yes. Firstview interviews each candidate in their own language: English, Turkish, German, Spanish or French. Data is processed in Türkiye, the EU and the US. HRPeak lists Turkish and English as its platform and support languages.
Neither vendor publishes a price list. Firstview sells subscription plans and starts with a pilot on one of your own open roles. HRPeak sells prepaid assessment packages and, separately, monthly or annual ATS plans priced by employee count.
No. Firstview never analyzes faces, and video is never part of the evaluation. Integrity rules apply while the interview runs: the whole screen is shared, the camera stays on and virtual cameras are blocked.
Product designer
Go beyond the CV.
Alex Morgan · Product designer
CV scores, interview insights and team feedback.
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