How do Firstview and ONO 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 · 26 primary sources reviewed
Published by Firstview. Based on the sources and scope described below.
From job post to final decision, with evidence
A wide HR suite with multichannel interviews
Both platforms run adaptive AI interviews and include their own ATS. The difference is depth versus breadth: Firstview concentrates on the evidence behind every hiring decision, while ONO spreads across hiring and wider talent management.
Hiring is the problem you need solved, and every decision should be traceable. 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 wants AI interviews by phone as well as video or text, scheduling over email, SMS, WhatsApp and phone, and HR modules such as competency modeling and career development from the same vendor.
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 | ONO (OneNewOne) |
|---|---|---|
| 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. The same criteria carry on into the interview.
ONO reads CVs in context, beyond keywords, matches candidates to the role and builds shortlists against requirements the employer defines. Its separate Yetkinlik Atlası module derives competencies from job descriptions. Its public sources do not show recruiter-set weights for CV criteria or the splitting of a combined PDF.
If you want to decide how much each criterion counts, Firstview lets you set the weights and dealbreakers directly and shows the reasons behind every score.
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.
ONO's Smart Interview (Akıllı Mülakat) runs AI interviews by phone, video or text, generates follow-up questions from each answer and uses STAR questioning. Its phone interviews handle inbound and outbound calls and rescheduling.
Both hold a real conversation, so judge it on your own role: in a demo, Firstview interviews for one of your own open roles.
Firstview tests skills in the conversation; ONO 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.
ONO's Smart Talent Assessment combines personality inventories, interviews, technical knowledge tests and case studies into one competency analysis with behavioral examples, strengths and development suggestions. Its public sources do not show executable coding tests.
If you want personality inventories and knowledge tests in the mix, ONO offers more of them. 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.
ONO produces comparative interview reports and a consolidated competency report with behavioral examples, and its separate Role Fit (Akıllı Rol Uyumu) module explains fit decisions. Its public sources do not show each criterion linked to the candidate's evidence, or a notetaker for interviews your team runs.
Your team can check any verdict against what the candidate said, and your own interviews land on the same candidate record as the AI interview.
Firstview runs the hiring flow on its own; ONO adds wider HR modules
Firstview includes the pipeline board, calendar scheduling, email and WhatsApp messages, and hiring analytics, so a team can run hiring without a separate ATS.
ONO includes its own ATS with configurable step scenarios, tests, interviewers, rejections and document collection. Its Calendar Assistant handles invitations, reminders and rescheduling over email, SMS, WhatsApp and phone, its Reporting Assistant builds live dashboards, and it lists integrations with systems such as SAP SuccessFactors, Kariyer.net and LinkedIn.
Both can run hiring without another ATS. If you also want SMS and phone scheduling or a long list of HR system connectors, ONO goes further there.
Firstview builds its rules into how it evaluates: it never analyzes faces, video is never part of the evaluation, and unclear cases go to a person, never to an automatic rejection. ONO's FAQ allows automatic rejection below a test score the employer configures, and its homepage claims ISO 27001.
Neither vendor publishes a price list. Firstview sells subscription plans and starts with a pilot on one of your own open roles. ONO sells through a tailored demo and paid company registration.
Decide by how your team wants to run hiring.
Yes. This comparison covers ONO at onenewone.com, which also uses the OneNewOne name; its legal notices name One Human as the operator. It does not cover unrelated businesses using the ONO name.
Yes, for hiring. Both run adaptive AI interviews and their own hiring pipeline. Firstview lets your team set the CV weights, writes up your team's own interviews and shows the candidate's own words behind every verdict, which ONO's public sources do not link criterion by criterion. ONO also offers phone and text interviews and HR modules beyond hiring.
Yes. ONO's Smart Interview runs by phone, video or text and generates follow-up questions from each answer. Firstview's interviews are live, two-way voice conversations in the browser, in English, Turkish, German, Spanish or French, and they also answer the candidate's questions about the role.
Its public sources show ONO's match scores and employer-defined requirements, but not control over how much each criterion counts. Firstview lets your team set a weight for each criterion and mark dealbreakers, and shows the evidence behind every score.
Firstview. ONO's public sources do not show a notetaker; they document online interviews led by your team and AI interview reports. Firstview Notetaker joins Zoom, Google Meet and Teams calls, fills your notes or scorecard template and files it on the candidate.
ONO can. It describes its AI as supporting human decisions, but its FAQ also allows automatic rejection below a test score the employer configures. In Firstview, a person makes every hiring decision: dealbreakers are checked first, and unclear cases go to a person, never to an automatic rejection.
Neither vendor publishes a price list. Firstview sells subscription plans and starts with a pilot on one of your own open roles. ONO sells through a tailored demo and paid company registration.
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.
Teams we've worked with
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