Screen 150. Interview 20.
Hire the best.
CQAR is one platform for evidence-backed hiring — from first-round screening through final interview to graded report, all in one workspace.
Define the role. Screen at scale. Interview the shortlist. Decide with evidence.
Every CQAR role flows through the same four stages — designed to slot into your existing pipeline without replacing your ATS.
- 01
Define the role
Use the AI Assistant, a template, or build from scratch. Pick Screening, an Adaptive Interview, or both, set your criteria, share an apply link.
- 02
Screening
Every candidate answers the same voice-driven screening questions. CQAR ranks them against the rubric — at five applicants or five thousand.
- 03
Adaptive interview
Top candidates get a live, voice-driven interview. The AI listens, follows up on vague answers, and tests claims against demonstrated knowledge.
- 04
Graded shortlist
Every candidate ships with an A+ → D grade, sub-scores across role fit, soft skills, and resume, and the evidence behind every number.
Evidence across the dimensions that actually predict success
Each role configures which dimensions matter. CQAR scores them with triangulated signals — and shows the evidence beneath every score.
Role criteria match
Your must-haves checked, point by point. Each criterion is scored against what the candidate actually said and did — not what their resume claims.
Communication patterns
Clarity, structure, coherence, and depth of response — read from the way candidates actually talk through problems, not from a transcript word count.
Adaptive interview depth
Whether claims hold up under probing. CQAR follows up on vague or surface-level answers — and surfaces the moments where they do or don't.
Resume signals
Claimed experience cross-referenced with what's demonstrated live. Skills, keywords, and traits surfaced with the source phrase they came from.
Evidence & transparency
Every score ships with the question, the answer, and the analysis that produced it. No black box — your team can defend every decision.
Screening at scale
Works equally well at five applicants and five thousand. The same rubric, the same evidence, the same defensible grade — for every candidate.
From open req to graded shortlist in three steps
You define the role
Minutes, not hours. The AI Assistant turns five plain-English answers into a complete role configuration — title, description, screening questions, scoring weights. Or pick a template. Or build from scratch with the full wizard. Either way, you finish with a shareable apply link.
"Walk me through how you'd handle a year-end income-tax provision under ASC 740 for a mid-market client."
Candidates apply through one link
Send a single apply URL. Candidates verify their email, accept informed-participation, and walk through screening or the adaptive interview — on any device with a microphone. You never schedule a phone screen again.
You review the graded shortlist
Every completed candidate lands on the kanban with a composite grade A+ through D and the evidence behind it. Drag through stages, compare two side-by-side, and move the offer forward in the same workspace.
Six soft-skill dimensions, named and graded
Every CQAR report breaks soft skills into six concrete categories — each with its own grade and subtrait detail.
Grades below are from a sample report — illustrative
Professional Competencies
Evaluation of technical skills and job-specific knowledge — drawn from how the candidate explains and applies what they know.
Work Style & Ethics
Work habits, time management, accountability and professional ethics — read from how the candidate frames decisions and tradeoffs.
Personality Compatibility
Alignment with team dynamics and company culture — measured against the personality dimensions you set per role, not a one-size profile.
Career & Growth Orientation
Appetite for professional development and long-term career aspirations — separating "next paycheck" from "next chapter."
Stress & Pressure Management
Composure under pressure — derived from vocal signals (pace, sentiment, completeness) and the way candidates handle probing follow-ups.
Cultural & Organizational Fit
Compatibility with company values and organizational structure — including how candidates describe collaboration, autonomy, and ownership.
Each dimension expands into subtraits on the candidate report. A trait is only surfaced when at least two of three independent signal sources — speech analysis, transcript NLP, and LLM reasoning — agree.
Six things most AI hiring tools don't do
Voice, not multiple choice
Most AI screeners are timed quizzes. CQAR listens to how candidates actually think — pace, clarity, sentiment — not just which option they clicked.
Adaptive, not scripted
The adaptive interview generates follow-ups on the fly. Vague answers get probed. Strong claims get tested. Your best interviewer, every time.
Triangulated scoring
A trait is only surfaced when speech analysis, transcript NLP, and LLM reasoning all agree. If the signals disagree, we say so instead of guessing.
One platform, not three tools
Screening, adaptive interview, graded report, side-by-side comparison, audit trail — all in one workspace. No exports, no spreadsheet glue.
Grades you can defend
Every A+ through D grade ships with the evidence — strengths, watch areas, per-question transcripts, integrity flags. No "the algorithm said so."
Compliance built in
Informed-participation screen, audio deletion, PII stripping, and a tamper-evident audit trail for every stage transition. NYC Local Law 144 ready out of the box.
Built for the way you actually hire
A unified workspace from first screen to final decision — kanban, compare, report, all in one place.
Augments your judgment.
Never replaces it.
CQAR is not a black-box hiring bot. It is a structured evaluation layer that surfaces evidence — scores, traits, behavioral patterns — so your team makes better decisions with better data. The human always has the final word.
The tool recruiters keep coming back to.
Now I show clients how someone actually operates, not just what they've done — that's what closes a placement with confidence.
I walk into debriefs with real data on how someone handles pressure and communicates. A completely different conversation.
In 2024, a Mongolian government agency used CQAR to screen senior appointees for leadership temperament under pressure — surfacing behavioural signals interview panels alone had been missing.
Start screening smarter
Set up your first role in minutes. Pricing is tailored to your volume — talk to us.