Candidate analysis that tells you where to dig
Not a match percentage. A read on what this person has actually done, what is unproven, and the specific thing to ask about in the next conversation.
HireIQ analyses each candidate against the specific requirements established in your job description, using their CV and every interview transcript. It surfaces evidenced strengths, flags requirements with no supporting evidence yet, and recommends exactly what to probe in the next round.
Why match scores are not useful
A tool that says a candidate is a 78% match has told you nothing you can act on. You cannot interview a percentage. The useful output is: here is what they have demonstrably done, here is what the CV claims but does not evidence, and here is the question that would resolve it.
What the analysis produces
| Section | What it contains |
|---|---|
| Evidenced strengths | Requirements the candidate has clearly met, with the supporting detail |
| Unproven claims | Things asserted on the CV with no evidence behind them yet |
| Gaps | Requirements with nothing supporting them at all |
| Where to probe | Specific questions for the next interview, tied to the gaps |
It gets sharper with every interview
CV-only analysis is the weakest version. Once interview transcripts exist, the analysis reads what the candidate actually said, distinguishes rehearsed answers from specific ones, and updates what remains unproven.
This is a decision aid, not a decision. HireIQ surfaces evidence and gaps; a human decides. Automated rejection based on an AI score is both a bad idea and, for employment decisions in the EU, a regulated activity. See AI in hiring: what is legal in the EU and UK.
Common questions
Does HireIQ reject candidates automatically?
No. It produces analysis for a human to act on. Nothing is auto-rejected.
How does it handle bias?
Analysis is anchored to the requirements you defined, and it surfaces the evidence behind each judgement so you can check the reasoning. That is a mitigation, not a guarantee — you should still review outcomes for adverse impact.
What file formats can it read?
PDF and Word CVs, plus pasted text and interview transcripts.