Your interviewers get better every month
Most interviews are run by people who were never trained to interview. HireIQ reads your transcripts and tells you, specifically, how to be better at it.
HireIQ analyses each interviewer's own transcripts and returns personal feedback on technique: talk ratio, question quality, leading questions, missed follow-ups, and how consistently the role's requirements were covered. It is coaching for the interviewer, not just evaluation of the candidate.
The thing nobody fixes
Companies spend heavily on sourcing, tooling and employer brand, and then hand the actual assessment to engineers, sales leads and founders who have had no training whatsoever. The single highest-leverage improvement available to most hiring teams is making the interviews themselves better — and almost nobody works on it, because there has been no way to see what happens inside an interview.
A transcript changes that.
What the feedback covers
| Signal | Why it matters |
|---|---|
| Talk ratio | If you spoke for 60% of a 45-minute interview, you learned very little |
| Question quality | Open and behavioural questions produce evidence; closed ones produce yes and no |
| Leading questions | "You've done a lot of stakeholder management, right?" hands the candidate the answer |
| Missed follow-ups | Where a vague answer went unchallenged |
| Coverage | Which role requirements you actually assessed, and which you skipped |
| Consistency | Whether you asked different candidates comparably hard questions |
Why this matters more than it sounds
Interviewer skill compounds. An interviewer who improves their follow-up discipline gets better evidence from every candidate they ever see again — which improves the analysis, the comparison, and ultimately the hire. It is the only part of the hiring process that gets permanently better rather than needing to be redone each time.
Feedback goes to the interviewer. It is coaching, not a performance report to their manager — and it works considerably better that way.
Common questions
Who sees the feedback?
The interviewer. It is framed as coaching, and treating it as a management surveillance tool would undermine the reason it works.
Does this work for experienced interviewers?
Yes — talk ratio and missed follow-ups are exactly the habits experienced interviewers stop noticing in themselves.
What does it need to work?
An interview transcript. Written notes are not enough for technique feedback, because the technique is in how the conversation was conducted.