Unstructured interviews are unreliable. Curo conducts the same rigorous structured conversation with every candidate — so your ratings are defensible, consistent, and based on actual evidence.
Decades of hiring research show that unstructured interviews — the standard phone screen — are only slightly better than chance at predicting job performance. Structured interviews, where every candidate answers the same questions and is rated on the same criteria, are nearly twice as predictive.
Curo makes structured interviewing the default — not a luxury that requires expensive consultants or hours of preparation.
Every candidate goes through the same structured process — tailored to the role, but consistent in rigour. No more "I liked the vibe" as a hiring rationale.
Curo only assigns a tier when the candidate has provided concrete evidence. Vague claims stay at Tier 1. Results orientation at Tier 4 means something specific happened.
When a candidate gives a surface-level answer, Curo goes deeper — asking for metrics, timelines, and outcomes before moving on. Just like a skilled interviewer.
Each report includes tailored follow-up questions for the client interview — based on the candidate's gaps and strengths. Hand them straight to your client.
A structured interview platform conducts candidate interviews using a consistent, predetermined framework — so every candidate is evaluated on the same criteria. Curo automates this entirely: it conducts the structured interview via AI, scores competencies on evidence, and generates a full report automatically.
Research consistently shows that structured interviews have nearly twice the predictive validity of unstructured ones. Because every candidate is asked the same questions and rated on the same criteria, the results are more consistent, more defensible, and less susceptible to interviewer bias.
Curo reads the candidate's CV and conducts a tailored structured conversation. It asks competency-based questions, follows up on vague answers, and probes for specific evidence. Every response is scored on a 5-tier evidence framework — not self-assessed by the candidate.
Curo assesses competencies based on the role — including communication, leadership, results orientation, strategic thinking, adaptability, and technical depth. The framework is built around evidence quality, not generic trait ratings.
Yes. When creating a job opening in Curo, you define the role, client, and the competencies you want assessed. Curo tailors the interview accordingly — so a Sales Manager interview looks different from a Finance Director interview.
Structured interviews are widely considered the gold standard for legally defensible hiring decisions. Because every candidate is assessed on the same criteria with documented evidence, Curo's reports give you a clear audit trail for every rating.
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