More CVs do not fix an unclear hiring question.
HIRQ first helps sharpen what you actually need. Then it becomes easier to see who is relevant, why, and which questions are still open.
What should someone actually solve?
A list of requirements is not yet a good hiring requirement. Which experience must be present from day one? What is trainable? Which context determines whether someone can succeed?
Better decision information
HIRQ can structure relevant information around experience, skills, motivation, conditions, practical feasibility and evidence status. Not to take over the decision, but to support it.
A good candidate can still become a bad deal
Salary, commute, remote work, contract duration, responsibilities and other agreements can break an otherwise strong match. HIRQ therefore does not have to stop at the shortlist.
Already use recruiters or an ATS?
Fine. HIRQ does not have to replace those roles. It can help make information between candidate, recruiter and organisation more consistent and explainable.