The questions we get before we start.

Explicit knowledge is written down. Procedures, manuals, job descriptions. Tacit knowledge is what people know from doing the work and never write down. The setting a technician adjusts by feel. The colleague everyone asks, who is not the boss on the org chart. The exception no procedure covers that someone handles every week. Quisquilia captures it by asking the people who hold it, one interview at a time.

It depends on the case, but we ask little of the people who bring us in. Your internal lead works with us at the start, to set the goals, and at the end, to read the results. In between the interviews run on their own. Each person gets a link and takes part when it suits them. No diaries to juggle, no days to block out.

No. We can start from what you have, even a half-finished spreadsheet, or build it with you at the start of the project. The method adapts to where your organisation is. It does not force a prepackaged model on it.

Yes. At the start we align on vocabulary. The questions for a maintenance technician are not the ones for a shift supervisor, and the interviewer has to speak the language of the department. The role owner signs off the framework before we start.

It depends on what you need to decide. A well-chosen sample is often enough and gives clearer results. We help you set the criteria so it is representative. When everyone needs to feel heard, or you need individual profiles, we interview everyone. Ten people or five hundred, the quality stays the same.

Yes. Each type of interview works on its own, but you can combine them in the same round. For example, skills mapping and knowledge capture, or market research and internal mapping. Many of the combinations we offer today came from client requests.

Yes. Current clients, prospects, former clients. The interview guide is tuned to the person and the goal. People who left a supplier often have the most useful answer, and nobody ever asked them.

It is the question we hear most, and the answer is yes. They do not fill in a form or rate themselves. They talk about what they do. If someone stays vague, the interviewer comes back with a precise question. Some people did it in the car, some on their lunch break, some on the way home.

Always. Before starting, each person sees a screen explaining that they will talk to an AI interviewer, how their answers will be used and what rights they have. In voice interviews the voice is synthetic and declared as such, as the AI Act requires. The interview can be stopped at any time.

You do not persuade them. You invite them well. We help you with the invitation, the tone and the right moment to send it. How you ask matters as much as what you ask.

Yes. Before we start we sign a data processing agreement with your company (GDPR Article 28). Your company is the controller, Sharazad is the processor. For every project we prepare the privacy notice for interviewees from texts approved by our legal adviser, and you approve it. We also give you the system’s instructions for use and support for the data protection impact assessment (DPIA) when needed. Quisquilia is also designed for the EU AI Act. Whoever talks to the interviewer always knows it is an AI, the system does not recognise emotions and makes no automated decisions about people. With employees the legal basis is your company’s legitimate interest. If the individual output reaches the company to assess people, the system is high risk under the AI Act and we tell you before we start.

Yes. Interview data belongs to your company. It serves the purpose of your project. Sharazad uses the content only in aggregate form to improve the service and for statistics, never to train AI models. The data is encrypted in transit and at rest, stored and processed on infrastructure in the European Union. Outside the EU only in exceptional cases of technical support, with GDPR safeguards. Who sees what, and in how much detail, is decided before we start. Retention follows a standard per category that you can change. When it expires the data is deleted or anonymised.

All about data and compliance

Yes. At the start we look together at the formats you use, the level of detail you need and your internal vocabulary. If you have templates, we follow them. Reports and dashboards come out in your company’s tone and identity, ready to use without reworking.

No. The value lies in concrete examples, specific signals and reasoning that belong to that organisation. The setting only one technician makes, the objection that comes up in every negotiation. Those are real tacit knowledge examples. The interview guide is built for that role in that context, in the company’s own vocabulary, not with textbook taxonomies.

We decide it together at the start, based on the goal. A skills project is measured differently from market research. And every number in a report opens onto the sentences that produced it, so you can discuss it instead of simply believing it or not.