How CQAR Works

• Screening. Fixed voice questions scored against the role's rubric. Built to filter at scale.
• Adaptive Interview. A dynamic, spoken interview that follows up on vague answers and reads behavioural signals.
• Per role, you pick Screening only, an Adaptive Interview only, or both — the pipeline columns adapt to match.

• Adaptive Interview only: Applied → Interview → Offer → Hired.
• Screening only: Applied → Screening → Assessment → Offer → Hired.
• Both: Applied → Screening → Assessment → Interview → Offer → Hired.
• System-driven stages fill from candidate actions. HR-driven stages advance by drag-and-drop.
• A screening-only candidate worth a deeper look can be promoted with Move to Interview — straight into an interview-enabled role, keeping what they've already completed.

• Each turn updates pace, clarity, sentiment, and confidence scores.
• Vague or surface-level answers trigger probing follow-ups.
• Audio is deleted as soon as the session ends — only the transcript and scores are retained.

• A+ / A — Outstanding or excellent fit across all evaluated dimensions.
• B — Strong; meets the criteria with minor gaps.
• C — Moderate; partial match with notable gaps.
• D — Below standard for key criteria.
• X — the lowest band, or an interview that wasn't completed / had insufficient data.
• Each grade is backed by Technical Fit, Soft Skills, and Resume Match sub-scores.

• Professional Competencies — domain command, judgement under pressure, autonomy.
• Work Style & Ethics — work habits, time management, accountability, professional ethics.
• Personality Compatibility — alignment with team dynamics against the personality dimensions set per role.
• Career & Growth Orientation — appetite for development and long-term career aspirations.
• Stress & Pressure Management — composure under pressure, handling probes, recovering in real time.
• Cultural & Organizational Fit — alignment with company values, collaboration, autonomy, ownership.

• Rubric match — answer compared point-by-point with the role's stated criteria.
• Resume signal — claimed experience cross-referenced with what the candidate actually demonstrates in the interview.
• Behavioural read — pace, hedging, specificity, recovery — derived from the live transcript.
• When all three agree, confidence is high. When they disagree, the report flags the conflict for human review.

• On the Candidates tab, tick 2–6 candidates — from any role — and click Compare. On the pipeline board, Shift+click cards does the same.
• Toggle between Head-to-head (top pick, biggest differences, what each brings) and Radar view (overlay chart).
• The current leader and the dimensions where candidates differ most are called out automatically.
• Open any candidate's report from the comparison to drill in without losing context.

• Each soft-skill score links to the transcript moment that earned it.
• Each criterion grade cites the candidate's exact words that satisfied or failed the rubric.
• The recruiter makes the final hiring decision — every CQAR score is decision support shown with the evidence behind it, never an automated verdict.
• Candidates can request their own transcript through the recruiting team.

• NYC Local Law 144 — informed-participation screen before any candidate assessment, with the acceptance logged.
• GDPR-aligned retention — audio is deleted as soon as the session ends; other assessment data is purged after a default 14-day window (custom retention windows by arrangement).
• No PII in AI prompts — identifying fields are stripped before the model evaluates a response.
• Defensible evidence — every score links to the candidate's exact words and the rubric it was measured against, so any decision can be explained and reviewed.

• The pipeline_events log captures actor, timestamp, before/after state, and reason for each change.
• Score events tie a candidate's grade to the exact rubric version that produced it — re-grading after a rubric change is explicit, never silent.
• Consent and disclosure acceptances are stored with the exact text the candidate accepted.
• Recording and decision activity is logged for your team's review.

• Identical rubric per role — fairness is enforced at the scoring layer, not the question layer.
• PII stripped pre-evaluation — name, gender markers, accent labels, and ethnicity cues are never seen by the grading model.
• Same questions, same order — in screening, every candidate is measured on the identical rubric; only the adaptive interview's follow-ups vary.
• The recruiter makes the final call — CQAR augments your judgement, never replaces it.

Ready to start? See the Recruiter Onboarding guide for the full hands-on walk-through, or send candidates to the Candidate Guide before they take the assessment.