Frequently Asked Questions

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Acquairo is an AI-powered, IO psychology-grounded talent acquisition platform. It manages the complete top-of-funnel hiring journey, sourcing, job creation, candidate assessment, interviewing, identity verification, and reference checks, and delivers hire-ready candidates to employers. 

Talent acquisition leaders, recruiters, and hiring managers at mid-market and enterprise companies that want to hire faster, more rigorously, and with full compliance confidence. 

AI helps with content generation (job titles, descriptions, advertisements, position requirements questions), per-job assessment generation, compliance review of generated content, candidate experience features, and decision support for recruiters. AI never scores anything, assessments are scored using IO-defined mathematical formulas, the Interactive One-Way Interview is scored by humans with AI guidance, and One-Way Interview responses are read by humans and not scored. Humans review and approve every piece of AI-generated content before it goes live, and humans make every hiring decision. 

Acquairo uses a stack of four foundation models: Anthropic Claude, OpenAI, Google Gemini, and IBM Granite. This multi-model architecture gives the platform resilience and lets each task use the most appropriate model. 

No. AI never makes hiring decisions in Acquairo. Candidates are advanced, ranked, and hired only on human-verified judgment. AI assists recruiters, it does not decide who gets the job. 

Only the Interactive One-Way Interview is scored, by the recruiter and reviewers, with AI guidance. AI helps administer the interview, asks adaptive follow-up questions, and provides scoring guidance to the human interviewer, but every score reflects a human decision. The One-Way Interview is unscored: it captures the candidate's text responses (typed or dictated via speech-to-text) for human review, not for scoring. AI never scores either format. 

Assessments are scored using IO-defined mathematical formulas, transparent, validated scoring algebra developed by Acquairo's IO science team. AI does not score assessments. 

Acquairo doesn't use a fixed assessment library. IO-grounded AI agents generate the right assessments for each specific job, based on the job title, description, and Acquairo's validated IO taxonomy. Assessment categories are defined by the IO science team; the content is generated for each job so candidates are always evaluated against criteria that genuinely match the role. 

Generic assessments evaluate generic capabilities. Job-specific assessments evaluate the candidate against the role they actually want. A software engineer is evaluated with content generated for software engineers; a customer service representative is evaluated with content generated for that role. Same evaluation type, different content. This produces more relevant signal, a better candidate experience, and stronger validation defensibility than off-the-shelf assessments. 

Yes. Every candidate applying for the same job receives identical Position Requirements, assessments, Culture Fit Survey, Reference Check structure, and interview questions, depending on how the job is configured. This is the foundation of fair, structured hiring, every candidate is evaluated against the same criteria, in the same way, so their results are directly comparable. The one exception is the Interactive One-Way Interview, where AI-generated follow-up questions probe deeper based on what each candidate says. The base interview questions are still the same for every candidate; only the follow-ups adapt to the individual response. 

Evaluations are organized into five groups: Position Requirements (the must-have-criteria gate), Assessments (the IO-scored measures of knowledge, skills, work styles, and judgment), Culture Fit (alignment between the candidate's work preferences and the company's validated cultural values), Reference Check (third-party validation), and Interviews (One-Way and Interactive One-Way). On top of those, recruiters can purchase add-on services, Resume Screen and Candidate Identity Assurance. 

Acquairo offers a One-Way Interview and an Interactive One-Way Interview. Both are structured and job specific. In either format, candidates answer by typing their responses or by using their phone's built-in speech-to-text to dictate them, the response is captured as text. The One-Way Interview is unscored: it captures the candidate's text responses for human review. The Interactive One-Way Interview uses the same structure but adds adaptive AI-generated follow-up questions that probe deeper based on the candidate's responses, and is scored by the recruiter and reviewers, with AI guidance. AI never scores either format. 

Acquairo operates on enterprise-grade cloud infrastructure across Microsoft Azure, IBM Cloud, and Google Cloud, giving customers scalability, regional availability, and data-residency options. 

Industrial-Organizational psychology is the scientific study of human behavior in the workplace. It's the discipline that produced structured interviewing, validated employee selection assessments, and modern fair-hiring practices. Acquairo is built on IO science, every assessment, every culture dimension, every scoring framework is grounded in validated IO methodology. 

Acquairo is designed to support customer compliance with the EU AI Act, GDPR, NYC Local Law 144, Colorado AI Act (SB 24-205), California FEHA, Illinois HB 3773 and BIPA, Texas TRAIGA, EEOC Title VII, ADA, ADEA, GINA, and OFCCP/EEO requirements. 

Yes. Acquairo works as an assessment and qualification layer for existing ATS systems, and is evolving into a full ATS in its own right. 

Acquairo offers Candidate Identity Assurance, candidates take a selfie and provide ID documentation, and the platform verifies that they are real humans matched to their submitted identity. 

Yes. Any candidate can request full deletion of their data at any time, in compliance with GDPR and similar data-protection regulations. Data deletion is complete and irreversible. 

Minutes. Acquairo generates the job title, description, ad, salary range, position requirements questions, and skill mapping for the recruiter to review, edit, and publish. 

Acquairo pulls market-rate compensation data to pre-populate salary ranges for each new job posting. Recruiters review and adjust before publishing. 

Every customer gets a free, fully-branded career site. Jobs can also be distributed to external job boards through Acquairo's programmatic advertising partnerships at tiered package levels. 

Acquairo supports a multi-organization architecture. Enterprise customers can manage multiple operating organizations, each with its own settings, branding, and users. Settings cascade from the enterprise level and can be adjusted per organization. 

No. Candidate assessment, interview, and reference check results are visible to recruiters and hiring managers only, not to the candidate. Keeping evaluation results internal supports a fair, consistent hiring process for every candidate. What candidates can see in their own profile are the endorsements, recommendations, and job confirmations they have received from peers and past colleagues.