Each campaign type is a distinct configuration of the Hearkn interviewer — a different persona, methodology, and output pipeline, optimised for a specific research objective.
For: Marketing directors, content strategists, comms teams, PR agencies
When you need authentic human stories, quotable voices, or real-world experiences to power editorial, thought leadership, or brand content — without the cost of a journalist or researcher.
Draws out narrative through open-ended storytelling questions. Probes for specific moments, turning points, and language that only real experience produces. Does not lead — listens.
For: Research managers, strategy consultants, UX researchers, product teams
When you need to understand what a defined group of people actually think, believe, or experience — at a scale that makes the findings statistically meaningful and qualitatively rich.
Runs a structured but adaptive interview against a defined research brief. Tracks theme coverage across the campaign — ensuring all hypotheses are tested and gaps are filled before the campaign closes.
For: L&D managers, operations directors, knowledge management teams
When your most experienced people hold knowledge that is not written down anywhere — and you need to capture it before they leave, change roles, or simply get too busy to share it.
Asks experienced practitioners to walk through what they do, how they think, and what they have learned. Prompts for specific examples, edge cases, and "what would you tell a new person" moments.
For: Operations directors, transformation consultants, BPO teams, Lean/Six Sigma practitioners
When you need to understand how work actually gets done — not how the process map says it should. The gap between the two is usually where the friction, the risk, and the improvement opportunity live.
Asks practitioners to walk through their day, their decisions, and their workarounds. Specifically probes for unofficial processes, friction points, and the gap between policy and practice.
For: HR Directors, Chief People Officers, transformation leads, culture consultants
Before, during, or after organisational change — when you need to understand how people are really experiencing work, not what they will say in a group setting or an engagement survey.
Creates a psychologically safe space. Uses indirect questioning to surface sentiment that people would not express in a survey or focus group. Analyses the vocal register of every response — tracking emotional signals throughout each conversation. Where a participant's tone diverges from their words, that signal appears in the report alongside the transcript.
For: CEOs, boards, management consultants, strategy advisory firms
When you need to understand how your leadership, your clients, or your key stakeholders are thinking about the future — privately, without the politics of a boardroom or workshop.
Conducts high-stakes, peer-level conversations. Probes strategic assumptions, identifies alignment gaps between leaders, and surfaces the mental models shaping decisions.
For: Executive coaches, talent advisors, leadership development professionals
When you need a deep, evolving understanding of a single individual — their motivations, their blind spots, how they are experienced by others — developed over multiple conversations.
Returns to the same individual across multiple sessions. Builds a longitudinal understanding. References prior conversations. Asks how things have changed. Tracks development over time.
For: Sales teams, professional service firms, agencies, anyone who wants to understand a new client before a meeting
Before a first meeting, a pitch, or a proposal. Instead of asking a prospect to fill in a form, send them a Concierge interview link. They speak for 10 minutes. You arrive knowing exactly what they need.
Warmly explores the prospect's situation, goals, challenges, and decision-making context. Extracts the information that would take 45 minutes in a discovery call — in 10 minutes, without a human on the line.
For: Talent Acquisition Directors, HR leaders, recruitment agencies
When you are hiring at volume and need consistent, structured, competency-based screening — without bottlenecking at the recruiter.
Conducts STAR-method competency interviews against a defined role brief. Probes follow-up questions. Assesses quality of response, not just presence of keywords.
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