InterveUIQ
InterveU IQ exists because the conversation is already happening. A good or bad interview experience isn't just one person's. It moves through your network and shapes how an entire talent pool views a company.
We give the experience a home. We structure it. We make it searchable.
So you never interview blind again.
How the problem compounds
01
The interview process appears one-sided
The company evaluates. Always. The candidate has no formal way to evaluate back.
02
Where does the experience go.
Texted, vented, or buried. The intelligence is lost.
03
The interview feedback loop is broken
Sometimes there's no survey. When there is, there's no anonymity. By then, it's too late.
04
The emotional impact of an interview has nowhere to land
Whether good or bad, an interview leaves a lasting impact. We process these experiences by sharing them, in a text, a phone call, a vent session with a friend, but never somewhere safe and searchable.
05
InterveU IQ intercepts
Built so the interview experience is processed. Anonymously. Honestly. Credibly.
Grounded in research
InterveU IQ is anchored in data. The research supports both the 5 layers above and the scoring methodology that follows. Here's how.
Decades of research converge on the same finding (Bauer et al., 2001; Chapman et al., 2005). How a company treats candidates during interviews matters more than anything else. It shapes whether candidates see the process as fair, whether they accept an offer, and whether they recommend the company to others.
Gilliland (1993) adds another angle. He identifies two-way communication as a core procedural rule of fair hiring. When candidates are given no real time to ask their own questions, that rule is broken. The process becomes one-sided.
That's exactly why InterveU IQ built three scoring pillars. “How They Showed Up” carries 45% of the company score because how candidates are treated matters most. Communication carries 30% because how questions are asked, and whether candidates have room to ask their own, is the next strongest signal. Candidates remember how you made them feel more than what you asked.
How the score is built
The InterveU IQ Score, on a scale of 100, rates a company's interview process — how it treats the people it interviews. It does not measure whether you got the job. Outcomes never affect the score. We advise; you decide.
The score is built from three pillars, each scored on a scale of 100 and then weighted:
- How they showed up — 45%.Punctuality, preparation, time left for your questions, and demeanour. It carries the most weight because it's what candidates feel most.
- Communication — 30%. How clearly and promptly the company kept you informed, and how helpful your recruiter or HR contact was.
- Technique — 25%.The clarity of the questions and the quality of the interviewer's follow-ups.
The weighting is grounded in empirical research on what candidates value most in a hiring process. For a step-by-step worked example of how the pillars combine into a score, see How it works.
Two ways. Both anonymous.
Find
Search a company. See its score. Show up informed.
Share
Spend 5 minutes. Share anonymously. Help the next candidate prepare.