CQ conducts first-round interviews autonomously — live, adaptive, and scored against role-calibrated competencies. Your TA team ships verified shortlists that hiring managers approve on first review.
Describe a product decision you made with incomplete data. What was your reasoning framework?
When every CV is machine-optimized, keyword screening stops filtering and starts guessing. Fifteen minutes of structured interview produce more decision-grade evidence than an hour of resume review — but no enterprise can staff a human panel for every applicant. Until the panel is autonomous.
Job titles and dates say nothing about how a candidate reasons under pressure, structures ambiguity, or communicates a decision. That's what interviews exist to find — and what screening skips.
Every interviewer asks different questions and scores by different instincts. Across geographies and business units, "structured hiring" collapses into individual judgment nobody can audit.
Weeks of pipeline work rejected in minutes — because the shortlist arrives with resumes attached instead of evidence. Without shared signal, trust between TA and the business breaks down.
"Scored 92 on Decision Quality because she identified the scalability flaw in Q3 before being prompted." Every number traces to a moment in the conversation — clip and transcript one click away.
Five competency dimensions, scored 0–100 against role benchmarks
Written reasoning attached to every score — sharable and defensible
Full recording, timestamped transcript, auto-surfaced key clips
Nothing inferred from the resume. Everything earned in the interview.
Used a risk-weighted matrix in Q3. Identified the scalability flaw before being prompted. Deducted for limited evidence of upward conflict resolution in Q5.
Each interview generates structured data that sharpens every downstream decision — matching, forecasting, offers, re-engagement. Point solutions plateau; the Q-Suite compounds.
Live AI video interviews, 24/7, at any scale. Structured scorecards with full explainability. The flywheel's entry point.
Competency-based candidate-role matching from real interview evidence — not keyword guessing.
Hiring-readiness intelligence: JD validation and salary benchmarking before roles go live.
Candidate momentum tracking that predicts drop-off before it happens.
Offer-acceptance prediction and counteroffer risk scoring — offers that land, not stall.
Talent relationship intelligence — strong-but-not-selected candidates become future hires.
Screen hundreds of applicants automatically. CQ evaluates; you decide. Send ranked candidates with evidence attached — and get credit for quality, not just speed.
Every applicant interviewed — no pipeline black hole, no manual scheduling
Verified shortlists with dimension-level scores, ready for sign-off
Time-to-shortlist in days, not weeks
Configure what CQ probes for your role — difficulty, topic depth, questioning style. Then review evidence, not resumes: scores, reasoning, and the exact clips that earned them.
Role-calibrated interviews from your brief, not a generic script
Interrogate any score down to the moment it was earned
Your final-round time goes to the top 3%, not the top 30%
configurable parameters per role — depth, difficulty, duration, questioning style, evaluation method.
Same rubric, every candidate, every region. An audit-ready record of how decisions were made — and an org-wide view of the capabilities walking in the door.
Consistent, bias-mitigated criteria across all business units
Audit trail for every decision — score, reasoning, evidence
Capability analytics across roles, functions, regions
of interviews structured, recorded, and scored on the same rubric — organization-wide.
| Capability | ClurQ | Generic AI screener | Traditional process |
|---|---|---|---|
| Interview format | Live two-way video, adaptive | Scripted Q&A form | Human panels, unscalable |
| Evaluation | 0–100 across validated dimensions | Pass / fail keyword match | Gut feel, varies by interviewer |
| Explainability | Written reasoning per score | Opaque score | Undocumented |
| Fraud detection | Coaching, scripts & proxy detection | Basic or none | Interviewer vigilance |
| Consistency | Same rubric, every candidate | Per-template | None across teams |
| Languages | 20+ languages | A handful | Panel-dependent |
| ATS integration | Native triggers + API + webhooks | CSV exports | Manual entry |
CQ builds a competency map from your job brief and hiring manager input — before a single question is generated.
Every applicant gets a live, adaptive video interview — 24/7, in their language, on their schedule.
Scorecards, reasoning, and clips flow into your ATS. Candidates ranked against the role benchmark.
Hiring managers sign off on a verified shortlist. Every decision defensible, every score explainable.
No. CQ handles the structured, repetitive first round so your TA team focuses on relationships, offers, and candidate experience — and hiring managers spend their hours only on candidates backed by evidence. Humans make every hiring decision; ClurQ makes those decisions better-informed.
Candidates hate silence, ghosting, and repeating themselves across five rounds. CQ interviews on their schedule, in their language, adapts to their answers, and every candidate can receive a structured skill breakdown afterward — win or lose.
Every score ships with written reasoning tied to specific moments in the interview, plus the recording and timestamped transcript. If a hiring manager disagrees with a score, they can trace it to the exact answer that produced it — and overrule it.
Yes — that's the point. Difficulty, topic depth, questioning style, number of questions, duration, and evaluation method are all configurable per role. CQ builds the competency map from your brief before generating a single question.
CQ detects coaching, scripted responses, and proxy interviews in real time, and flags integrity concerns on the scorecard rather than silently rejecting. Your first-round signal stays clean and auditable.
Candidate data is never sold, shared, or used to train models without explicit consent. Role-based access, encryption in transit and at rest, and full audit logs are standard. See Security & Trust for the complete picture.
Bring a real job description. We calibrate CQ against it and run a full interview in front of your team — scorecard, reasoning, and all.