CQ conducts first-round interviews autonomously — live, adaptive, and scored against role-calibrated competencies. It is built so your TA team can ship verified shortlists hiring managers are able to approve on first review.
Describe a product decision you made with incomplete data. What was your reasoning framework?
Product capabilities, not performance claims. Outcome benchmarks are shared under NDA once a pilot is running.
When every CV is machine-optimized, keyword screening stops filtering and starts guessing. Fifteen minutes of structured interview can surface 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 91 on Problem Solving because they walked through the failure modes of the queue design 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.
Walked through the failure modes of the queue design in Q3 unprompted, then chose backpressure over retries and explained the trade-off. Deducted for thin coverage of rollback strategy in Q5.
CQ Interview is live today. Everything below it is planned on the same data layer, so each interview you run now keeps its value as the suite grows.
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
Built to compress time-to-shortlist from weeks to days
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 | Workday, SuccessFactors, Greenhouse, Lever, iCIMS, Darwinbox + 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 — Workday, SuccessFactors, Greenhouse, Lever, iCIMS, Darwinbox and more. Candidates ranked against the role benchmark.
Hiring managers sign off on a verified shortlist. Every decision defensible, every score explainable.
AI hiring sits under real scrutiny — NYC Local Law 144, the EU AI Act, GDPR and India's DPDP Act. Structured, explainable interviews are easier to defend than an unrecorded human screen, and that is the point.
CQ evaluates and recommends; it never auto-rejects. Every hiring decision is made by your team, with the evidence in front of them and the authority to overrule it.
Criteria are role-derived and evidence-based, never demographic. Scoring is monitored for disparate impact, with structured rubrics in place of interviewer mood.
Who configured the role, what rubric applied, what was asked, how it was scored, who signed off — reconstructable for any hire, in any geography.
Encryption in transit and at rest, role-based access, and configurable retention. Candidate data is never sold, shared, or used to train models without explicit consent.
Security controls are aligned to the SOC 2 and ISO 27001 frameworks, and the platform is engineered around GDPR and DPDP expectations. Current certification status and full documentation are available under NDA.
Read the security & trust brief →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.