We started ClurQ because the most consequential decision in any company — who joins it — is still made on the weakest data in the building. We're fixing the data.
Resumes reward people who write well about work. Interviews — real, structured, probing interviews — reward people who can actually do the work. But human interview capacity has never scaled to meet the pipeline, so enterprises filter on the document and gamble on the rest.
CQ makes the structured interview infinitely scalable. When every applicant can be properly interviewed, the resume stops being a gate and becomes a footnote — and hiring decisions become something you can defend with evidence.
An autonomous interview layer plus the intelligence products that compound on its data — matching, forecasting, offer risk, and talent re-engagement.
Enterprise talent organizations: TA teams under volume pressure, hiring managers burned by bad shortlists, and HR leaders accountable for hiring quality across geographies.
Evidence over claims — in our product and in our sales process. We'd rather run a live interview on your hardest role than show you a slide deck.
If a feature doesn't sharpen a hiring decision, it doesn't ship. Dashboards for their own sake are noise too.
Any score we can't justify to a hiring manager, a candidate, and a regulator doesn't leave the lab.
Half our product experience belongs to people who will never pay us. We build for them anyway — their trust is the product.
We win by making every interview improve the next one — not by shipping the longest feature list.
Evaluating AI interviewing for your organization? Start with a live demo on a real role.
Book a demo →ATS integrations, RPO partnerships, analyst briefings, and media inquiries.
A small team building the interview layer for enterprise hiring. Unreasonably high standards; defensible reasoning required.
One live CQ interview on one of your roles. That's the whole pitch.