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Quick Guide

Hiring on evidence, with people making the decisions.

HireQ is a recruiting platform where candidates prove their skills, jobs are defined by confirmed requirements, and people make every hiring decision. This five-minute guide explains how that differs from a job board.

Audience: anyone new to HireQ — candidates, recruiters, employers, and beta testers
Reading time: about 5 minutes
Last updated: 2026-10-01 (beta)
Online: www.hireq.ca/guides/quick-guide.html · Version française

Detailed guides: Candidates · Recruiters · Super admins

HireQ in one sentence

HireQ is a recruiting platform where candidates prove their skills through short AI conversations, jobs are defined by confirmed requirements, and HireQ explains how well each person's evidence fits each job — while people make every hiring decision.

How HireQ is different from a job board (like Indeed)

A job board is a listing service: employers post, candidates apply, and recruiters sort through resumes. HireQ is built around evidence and matching instead.

Typical job board HireQ
What a candidate brings A resume and keywords A profile built with an AI assistant, plus skills validated by short question sets and scored 1–10
What a job is A free-text description A canonical job title plus confirmed requirements (skills, importance, target level) the recruiter signs off
How people are found Candidates apply; recruiters search and filter by keyword People can apply, and HireQ scores everyone's evidence against confirmed requirements and can present the opportunity to strong matches
Screening Recruiter reads resumes and books phone screens Candidates who consent take a job-specific AI assessment in text, audio, or video; recruiters review the transcript, scores, and recording
Scores Opaque ranking, if any Three explained numbers: fit, evidence, and suitability, with contradictions flagged
Who decides Often automated filters and auto-rejects Always a person. The AI never hires, rejects, or moves an application. Score overrides need a reason and are audited
Candidate control Apply and wait Opportunities arrive with an explanation; candidates consent or decline, choose the interview mode, and can export or delete their data

The three roles

Candidates — "show what you can do"

  1. Create an account and set your password from the email.
  2. Fill in basics (name, location, phone) and upload a resume.
  3. Talk to the Profile assistant in text, audio, or video. It fills gaps in your profile.
  4. Validate key skills — a few questions per skill, scored 1–10.
  5. Get matched. Your Dashboard shows evidence matches and recommended jobs. Apply directly, or wait for an opportunity.
  6. Consent to an assessment when an opportunity fits, and pick text, audio, or video.
  7. Track applications, interviews, and offers — the recruiter makes every decision.

Recruiters — "define the job, review the evidence"

  1. Create an account, set up your company, invite teammates.
  2. Post a job with a canonical title. HireQ loads the job family's typical skills.
  3. Confirm requirements (what matters and how much), then publish.
  4. Recalculate matching to see candidates ranked by fit, evidence, and suitability, each with an explanation.
  5. Present opportunities to strong matches. They consent and take a job-specific AI assessment.
  6. Review the AI package, transcripts, and recordings. Compare candidates; override scores with a reason if you disagree.
  7. Run your pipeline — statuses, interviews, offers, hires — by hand.

Super admins — "run the rulebooks"

  1. Job taxonomy — the occupation tree of job families, titles, and typical skills.
  2. Validation schemas — what makes a candidate profile complete and a job ready to publish.
  3. Matching policy — when to rematch, notify, or automatically present opportunities.
  4. Skills, lookups, services — shared dictionaries and the paid catalog.
  5. Oversight — validation review queue, interview reviews, moderation, audit log.

A day on HireQ

Maya, a candidate, uploads her resume and spends 15 minutes with the Profile assistant. She validates "Customer service" and "Inventory management" by voice. Two days later she gets an opportunity for a store supervisor role. The explanation says her fit is strong but evidence for "Scheduling" is thin. She consents, picks Text, and answers six questions over lunch.

Daniel, a recruiter, posted that supervisor job last week. He picked the canonical title, confirmed five requirements, and published. Matching ranked Maya near the top. After her assessment, he reads the AI package, sees a clear transcript and an evidence note on scheduling, and moves her to shortlisted himself. He schedules a video call and adds his Teams link.

Priya, a super admin, imported a new taxonomy version that week with better retail families, and turned auto-present on so strong matches like Maya hear about jobs without waiting for a recruiter.

Nobody in this story was rejected by software.

Trust and safety at a glance

  • Consent first: job-specific assessments only start after the candidate agrees.
  • Recordings are disclosed and limited: audio/video sessions show a recording notice, are stored privately, and are deleted after 180 days.
  • Explainable scores: every match shows fit, evidence, suitability, and the reasons behind them.
  • Human decisions: AI never hires, rejects, shortlists, or changes a status. Overrides are logged.
  • Your data: candidates can export or delete their data from Settings.
  • Account security: strong password rules and optional two-factor authentication for everyone.

Beta notes

  • Payments run in Stripe test mode. Use card 4242 4242 4242 4242 with any future expiry and any CVC. No real money moves.
  • Audio and video interviews may be switched off at times. Text always works.
  • The Terms and Privacy Policy (version 2026-10-01) are drafts pending legal review. You will be asked to accept updated versions when they change.
  • Questions or feedback: hello@hireq.ca.