Simply say what’s missing day to day.
„A few real examples to look things up. So I don’t have to interrupt someone every time.“
Illustrative example
AI interviews for organisations
The most important answer doesn’t fit in a box.
Kolloqo turns validated questionnaires into AI interviews. People answer in their own words – you see where to take action.
No app download. Desktop and mobile.
Image generated with AI.
Kolloqo turns validated questionnaires into AI interviews. People answer in their own words – you see where to take action.
Kolloqo
Questionnaires become conversations.
- 1
Talk instead of ticking boxes
The AI asks questions and follows up. People answer in their own words.
How do you approach new tasks?
- 2
Still a number
Every answer gets a score – on the questionnaire’s scale.
12345 - 3
And the reason behind it
Every score shows what was said in the conversation.
4“… who takes the next step.”
Illustrative example
One questionnaire. One result.
What does this 4 tell you?
12345
And what remains hidden behind it?
Illustrative example
Skip sceneAn example from everyday work
A number. And the context.
Questionnaire
Sample statement – not taken from the assessment
I prefer to approach new tasks with a clear plan.
4As a number: unremarkable.
Conversation
Follow-upAnd when the plan stalls?
AnnaSince the reorganisation, it’s often unclear who takes the next step.
Report
4 · rather true
Reasoning
“… who takes the next step.”
Starting point: clarify responsibilities.
Illustrative example · score and context from the same interview
An example from everyday work
Tasks are left undone. But why?
In the questionnaire
Sample statement – not taken from the assessment
I prefer to approach new tasks with a clear plan.
12345
4 · rather true
As a number: unremarkable.
In the conversation
Kolloqo asks
How do you approach new tasks?
Anna
Ideally with a plan. I think the steps through first, then get going.
Follow-up
And when the plan stalls?
Anna
Since the reorganisation, it’s often unclear who takes the next step.
In the report
Sample statement – not taken from the assessment
I prefer to approach new tasks with a clear plan.
12345
4 · rather true
Reasoning
„Since the reorganisation, it’s often unclear who takes the next step.“
Starting point: clarify responsibilities.
Result and reasoning. Side by side.
Illustrative example · score and context from the same interview
A number. And the context.
Process
How Kolloqo works.
Agree on the assessment together.
Established, or developed for you.
Invite by link.
Straight into the AI interview.
Evaluation.
Answers become comparable scores.
Interpretation.
Result and reasoning. Side by side.
- 01
Agree on the assessment together.
Established, or developed for you.
- 02
Invite by link.
Straight into the AI interview.
- 03
Evaluation.
Answers become comparable scores.
- 04
Interpretation.
Result and reasoning. Side by side.
Who is behind it
The conversation is new. The method is proven.
Kolloqo is an assessment platform by IR&C. The assessments behind it come from IR&C’s portfolio.
Dr. Jörg Prieler
Founder and Managing Director of IR&C, scientific lead
Clinical and health psychologist, work, test and military psychologist · Registered EuroPsy Psychologist
Over 25 validated assessments in IR&C’s portfolio.
- Clinical and health psychologist, work, test and military psychologist
- Registered EuroPsy Psychologist
- Over 25 validated assessments in IR&C’s portfolio.
- 1995
Computer-based psychometric tests.
- 2002
IR&C – Investigation, Research & Consulting Center.
- 2026
Survey platform and data preparation for the ORF “Dok 1” smartphone experiment – 45,656 participants, scientifically supervised together with the Anton Proksch Institute.
Source: der.ORF.at, 27 May 2026 ↗
r = 0.83Agreement between questionnaire and AI interview
In a comparative study with 85 people, questionnaire and AI interview agreed closely (r = 0.83). Participants rated the conversation 4.31 out of 5.
In a comparative study, 85 people completed the same assessment twice – as a questionnaire and as an AI interview. The results agreed closely (r = 0.83). Participants rated the conversation 4.31 out of 5.
Experience of Dr. Jörg Prieler and IR&C
- Lufthansa Group·
- Austro Control·
- Austrian Armed Forces·
- Austrian Federal Police·
- AMS·
- AUVA·
- Red Cross·
- PVA·
- KPMG·
- Audi·
- Ford·
- VAMED·
- Ministries·
- Universities
Selection from the consulting and assessment practice of Dr. Jörg Prieler and IR&C.
Benefits
Comparable scores. Understandable context.
Many conversations. Clear starting points.
Revealed by follow-up questions:
There are no practical examples for special cases.
Which leads to an action:
Include special cases in onboarding.
Use cases
What do you want to understand?
The problem
Employees notice irregularities but don’t report them – out of loyalty, uncertainty or fear of consequences. Even less so in a questionnaire.
Core assessments: ITR, Triple Eye, EED
The problem
Questionnaires meet the legal requirement, but the results are too abstract to act on. Scale scores alone don’t show where the problem lies.
Core assessments: BODI, HOT, EQC
The problem
Conventional questionnaires show symptom severity, but not the clinically relevant context: since when, in which situations, with which triggers and which resources.
Core assessments: BODI
The problem
Cognitive test scores and personality profiles show what someone can do – but not how they think, what drives them or whether they fit the culture.
Core assessments: BPT2
The problem
Scale scores show tendencies, not causes. Managers are left not knowing what to change – and employees don’t feel heard.
Core assessments: TUF
- Security & ComplianceRecognise risks
before they escalate.Core assessments: ITR, Triple Eye, EEDView details → - Workplace HealthMake strain visible –
in people’s own words.Core assessments: BODI, HOT, EQCView details → - Health DiagnosticsClinical-psychological diagnostics
in conversation.Core assessments: BODIView details → - Recruiting & PotentialRecognise potential –
beyond the CV.Core assessments: BPT2View details → - Leadership & CultureMake leadership behaviour
tangible.Core assessments: TUFView details →
Limits
What the AI doesn’t do.
- No personnel decisions.
- No ranking of people.
- No diagnoses.
- No emotion, voice or biometric analysis.
- Developed in Austria, by IR&C
- No training with your data
- Data processing in the EU
Conversation has always been the better method. Now it scales.
Together, we’ll work out which assessment fits your needs.
Book a callOr: try the AI interview →