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Evidence-based hiring workspace

Hiring decisions your team can explain.

HireIQ brings requirement intake, job distribution, screening, assessments, interviews, and hiring decisions into one auditable pipeline. Every candidate fact links to its source, and every consequential decision is made — and recorded — by a person.

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hireiq / requirements / senior-backend-engineer / review

Sample data

Ananya Rao

Senior Backend Engineer · Applied via careers page

Expert Review

Requirement coverage

  • Go in production services· Required

    Supported

    “Rewrote the payments ledger service in Go and moved it to production.” — Resume · page 1

  • Event streaming with Kafka· Required

    Partially supported

    “Built Kafka consumers for order events.” — Resume · page 2

  • PostgreSQL performance tuning· Preferred

    Unknown

    No evidence in the submitted documents yet.

Next step decided by a reviewerAdvance or reject with a reason
Illustration of the HireIQ review workspace: an applicant list next to requirement-level evidence for the selected applicant.

Evidence before scores

Matches are reported requirement by requirement, with the quoted text behind each one. Missing evidence is shown as unknown, not as a failure.

People make the decisions

HireIQ organizes and explains. Rejections, shortlists, selections, and hires are actions taken by authorized people, never by a model.

Every action is attributable

Stage changes, close-outs, scorecards, and privacy requests are recorded with who acted, when, and why.

The platform

Six connected capabilities. One record per application.

Each part of HireIQ writes to the same application record, so evidence gathered in screening is still there at the interview, and the interview feedback is still there when the hiring decision is made.

How it works

From the first requirement to a defensible hire.

HireIQ follows the order real hiring happens in. Each step has an owner, and each hands the next one more evidence than it started with.

  1. 1HR Head

    Collect the requirement

    Capture the title, location, experience, headcount, and must-haves. A recruiter completes the analysis before anything is published.

  2. 2Recruiter

    Define what good looks like

    Turn the job description into structured requirements, then approve each one as required or preferred.

  3. 3Recruiter

    Publish and collect

    Your careers page, job feed, connected job portals, spreadsheet imports, and email intake all feed the same pipeline.

  4. 4Recruiter

    Screen with evidence

    Requirement-level evidence and screening categories organize the pool. Bulk close-outs need a proposal and a separate approval.

  5. 5Candidate and reviewer

    Assess skills

    Calibrated assessments, isolated coding tests, and practical tasks add evidence that is kept separate from resume matching.

  6. 6Interviewer

    Interview with structure

    Candidates book from real availability. Interviewers prepare with context and submit rubric scorecards.

  7. 7Hiring manager

    Decide and hire

    Client teams review the shortlist with its evidence, select candidates, confirm hires, and send offers.

  8. Throughout

    Candidates follow their status from a private link, and every transition lands in the audit trail.

Inside HireIQ

What each part of the workflow actually does.

These illustrations use the same labels and states as the product. Sample records stand in for your candidates.

Resume parsing & matching

See the evidence behind every candidate-job match.

HireIQ turns resumes into structured, source-linked evidence and compares it with the requirements of each role. Reviewers see which requirements the available evidence supports, which remain unknown, and the exact text that supports each conclusion.

  • Source-linked evidence. Evidence records keep their source, a content hash, and extraction metadata. New information creates a new record instead of overwriting history.

  • Unknown is not a no. Missing evidence is shown as Unknown rather than treated as a failure, so strong candidates with sparse resumes are not silently excluded.

  • Skill aliases without false equivalence. A curated skill ontology recognizes aliases and abbreviations while keeping related technologies distinct. React is not counted as React Native.

How resume parsing & matching works

hireiq / candidates / ananya-rao / match

Sample data

Ananya Rao

Senior Backend Engineer · Applied via careers page

Expert Review

Requirement coverage

  • Go in production services· Required

    Supported

    “Rewrote the payments ledger service in Go and moved it to production.” — Resume · page 1

  • Event streaming with Kafka· Required

    Partially supported

    “Built Kafka consumers for order events.” — Resume · page 2

  • PostgreSQL performance tuning· Preferred

    Unknown

    No evidence in the submitted documents yet.

Next step decided by a reviewerAdvance or reject with a reason
Illustration of requirement-level matching with quoted resume evidence and explicit unknowns.

Screening & assessments

Screen at volume without letting a filter make the decision.

Configure must-have questions and a screening standard for each role, invite candidates to calibrated assessments and coding tests, and review the results in clear categories. Closing out applicants always takes two separate human steps.

  • Calibrated question bank. Questions carry difficulty tiers and weights. Exposure is counted on every invite, and over-exposed questions can be retired while past results stay intact.

  • Coding tests in the browser. Candidates write code in a full editor. Submitted code runs only in an isolated runner; if none is configured, grading stops and a person reviews the answer.

  • Practical assignments. Take-home tasks are scored against explicit criteria, with each score recorded by source so manual and automated grades stay distinguishable.

How screening & assessments works

hireiq / jobs / data-analyst / screening

Sample data
  • Top

    Complete and above the standard

    24
  • Possible fit

    Comparable, outside capacity

    61
  • Weak evidence

    Below the configured standard

    118
  • Doesn’t meet stated requirements

    Never closed automatically

    37
  • Needs review: insufficient information

    A person must look

    9

Close-out awaiting approval

  1. 1. Proposed by a recruiter: Weak evidence · “Below screening standard”
  2. 2. Approver confirms the exact count before anything changes
Illustration of screening categories and a two-step close-out awaiting approval.

Interviews & feedback

Structured interviews, from the invite to the final scorecard.

Plan panels around the competencies a role needs, let candidates book from real availability, and give interviewers a focused workspace for preparation and structured feedback.

  • Calendar-aware scheduling. Google Calendar connections propose open slots and create the interview event with a Meet link. Microsoft calendar connections receive the interview event.

  • Interview reminders. Candidates and interviewers receive reminders before the interview, so nobody needs to chase a calendar invite.

  • Rubric scorecards. Each score records the criterion, its weight, and a 1–5 rating as a snapshot, so later rubric edits never rewrite feedback already given.

How interviews & feedback works

hireiq / interviewer / today

Sample data

Today

  • 10:00

    Technical interview

    Ananya Rao · Senior Backend Engineer

    Starts in 25 min
  • 14:30

    System design

    Daniel Kim · Senior Backend Engineer

    Scheduled
  • Yesterday

    Coding review

    Meera Iyer · Data Analyst

    Feedback due

Scorecard · Coding review

  • API design · 30%

  • Data modelling · 30%

  • Communication · 20%

Illustration of the interviewer workspace with today’s schedule and a rubric scorecard in progress.

Pipeline & decisions

One hiring pipeline, with authority where it belongs.

Every application moves through the same stages — CV Pool, Expert Review, Tech Evaluation, Shortlisted, Selected, and Hired — while recruiters, client teams, and interviewers each act within their role.

  • Work queues. Dashboards list the decisions waiting on each person — shortlists due, reviews pending, hires awaiting confirmation.

  • Shortlist deadlines. Each requirement can carry a shortlist due date, and dashboards flag requirements at risk of missing it.

  • Role-based client seats. Owner, HR Head, Recruiter, and Member seats each have defined rights over requirements, job portals, candidates, and hiring decisions.

How pipeline & decisions works

hireiq / pipeline / senior-backend-engineer

Sample data

CV Pool3

  • Meera Iyer
  • Rahul Verma
  • Sara Thomas

Expert Review2

  • Ananya Rao
  • Kiran Das

Tech Evaluation1

  • Daniel Kim

Shortlisted1

  • Priya Nair

Selected0

  • Awaiting client decision
Shortlist due tomorrowClient owner confirms the hire
Illustration of the hiring pipeline from CV Pool through Selected.

Job distribution & intake

Publish once. Collect every applicant in one place.

Publish roles to a hosted careers page and job feed, distribute to connected job portals, and bring in applicants from spreadsheets and email — all landing in the same pipeline with their source recorded.

  • Hosted and embeddable apply. A secure application form collects the resume and structured profile, and can be embedded on an existing careers site.

  • Spreadsheet import with preview. Upload CSV or XLSX files up to 1 MB, map columns, preview the rows, and confirm before anything is created.

  • Inbound email intake. Resumes sent to a requirement’s private intake address become applications. Attachments pass file-type and size checks before parsing.

How job distribution & intake works

hireiq / requirements / data-analyst / distribution

Sample data

  • Careers page

    Public job page with JobPosting data

    Published

  • XML job feed

    Signed company feed for aggregators

    Published

  • LinkedIn

    Partner credentials connected

    Published

  • Naukri

    Partner credentials not connected

    Not connected

  • Manual posting kit

    Copy-ready text and apply link

    Ready

  • Google Indexing API

    Notification sent; indexing is up to Google

    Submitted
Illustration of per-channel distribution status, including channels that are not connected.

Analytics & reporting

Operational visibility built on recorded events.

Understand how applications move, where they stall, which sources produce progress, and whether selection rates differ across groups — calculated from the events HireIQ actually records.

  • Funnel and time in stage. Spot the stages where applications wait longest and the requirements that need attention.

  • Source performance. Compare application volume and progression by channel, from hosted apply to imports and referrals.

  • Adverse-impact monitoring. Groups smaller than 30 people are not flagged, and cells under 10 people are hidden to protect privacy.

How analytics & reporting works

hireiq / analytics

Sample data

Applications reaching each stage

  • CV Pool
  • Expert Review
  • Tech Evaluation
  • Shortlisted
  • Selected

Slowest stage

Tech Evaluation

Four-fifths check

Groups under 30 not flagged

Illustration of a stage funnel and fairness monitoring notes.

Governance

Built for hiring decisions you may need to defend.

Recruiting handles sensitive personal data and consequential decisions. HireIQ treats oversight, privacy, and accountability as part of the product, not a settings page.

Security & governance

  • A human decision boundary

    Models extract, organize, and explain. They never reject, shortlist, or hire. Bulk close-out takes a proposal and a separate, count-confirmed approval.

  • Tenant isolation

    Every company is its own tenant. Queries are scoped to the company and checked on the server, never trusted from the browser.

  • Role-based workspaces

    Admin, client, and interviewer workspaces expose only what each role needs, with SAML single sign-on and SCIM provisioning available.

  • A complete audit trail

    Consequential actions are written to an audit log with the actor, target, and reason, so decisions can be reviewed later.

  • Candidate privacy

    Erasure requests, retention rules with a documented basis, and consent-based rediscovery are built into the workflow, not bolted on.

  • Responsible AI

    Candidates can opt out of AI processing. Protected characteristics are never ranking signals, and the copilot refuses questions about them.

Who it’s for

Four roles. One shared record.

Recruiters and administrators work in the Admin workspace, client hiring teams in the Client workspace, and interviewers in their own. Everyone works on the same applications, with authority defined by role and enforced on the server.

  • Recruiters

    Admin workspace

    Run the hiring desk across every open requirement.

    • Work queues for reviews, shortlists due, and blocked requirements
    • Requirement-level evidence for every applicant
    • Screening categories with approved close-outs
    • Distribution status for every channel

  • Hiring managers

    Client workspace

    Make the hiring decision with the evidence in front of you.

    • Post roles or collect basic requirements as an HR Head
    • Review shortlists with evidence and interview feedback
    • Select candidates and confirm hires
    • See how fees are calculated when a hire is confirmed

  • Interviewers

    Interviewer workspace

    Prepare, interview, and submit feedback without chasing links.

    • Today’s schedule and the candidates waiting on you
    • Candidate evidence and assessment results in context
    • Rubric scorecards with weighted criteria
    • A published profile clients can read before meeting you

  • Administrators

    Admin workspace

    Govern the platform and keep it accountable.

    • Client companies and the interviewer roster
    • Assessment bank health and AI-use policy
    • Audit log, fairness monitoring, and privacy requests
    • Integrations, job feeds, and webhook deliveries

Candidates don’t need an account. They apply, book interviews, take assessments, accept offers, and check their status through secure single-purpose links.

FAQ

Questions hiring teams ask

Does HireIQ reject candidates automatically?

No. Screening categories organize the applicant pool, but closing applications takes a recruiter’s proposal and a separate approval that confirms the exact number affected. Candidates already under human review are skipped.

How does HireIQ explain why a candidate surfaced?

Each job requirement is marked Supported, Partially supported, Unknown, Contradicted, or Unsupported, with the quoted resume text or assessment result behind it. There is no single unexplained candidate score.

Which job portals can HireIQ publish to?

Roles published for hosted applications get a careers page and are included in your company’s signed XML job feed. HireIQ includes integrations for LinkedIn, Indeed, and Naukri that work once your organization connects its own partner credentials; a manual posting kit covers any other channel.

Do candidates need an account?

No. Candidates apply, book interviews, take assessments, accept offers, and check their status through secure single-purpose links.

Who can see candidate information?

Access follows the workspace and role. Client teams see only their own company’s requirements. Interviewers see only the requirements assigned to them. Every check is enforced on the server.

How are candidate privacy requests handled?

Erasure requests are tracked in a dedicated queue. Erasure deletes stored files, redacts free text, and anonymises identity fields, and resumes safely if a step fails. Retention rules you define, each with a documented basis, are enforced automatically, and candidates can opt out of AI processing.

Does HireIQ support single sign-on?

Yes. SAML single sign-on and SCIM 2.0 user provisioning can be configured for your organization.

How is HireIQ priced?

Pricing isn’t published on this site. Contact us to discuss your hiring volume and the workspaces your team needs.

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