Two directions of defence, one evidence base.
Conflict IQ interrogates what people disclose and surfaces what the data reveals — regardless of what anyone chose to declare. Both layers draw on the same verified foundation.
Reactive and proactive, working from one graph.
Forensic interrogation
Staff are walked through their professional world — cued, not quizzed. Every entity must be actively confirmed or declined. Each disclosure is tested in real time against five independent streams: company registries, peer disclosures, vendor contact data, employment history and behavioural patterns. The result is scored, routed for management, and recorded.
Corruption-risk assessment
Before anyone discloses anything, the engine analyses the entity graph, procurement records and officer registry — surfacing concentration risk, relationship density, revolving-door anomalies and procurement patterns. This is the system-wide, data-analytics capability the Anti-Corruption Taskforce found the sector lacks.
Built around the Audit Office’s own model.
The Audit Office sets the public sector’s good-practice standard for conflicts of interest — identify, disclose, manage. Conflict IQ operationalises each step.
Recognise the overlap
The Audit Office expects staff to spot where private interests intersect their official duties. Conflict IQ does the recognising — cueing each person through their entities and testing every claim against the public record.
Declare and record
Interests must be declared and held in a register. Conflict IQ makes disclosure active, structured and verified — with a nil return on file when there is genuinely nothing to declare.
Assess, mitigate, record
Significant conflicts must be assessed and managed — restrict, stand aside, or divest. Conflict IQ scores each one, routes a management plan, and keeps the append-only record your auditors expect.
A conflict of interest, the Audit Office notes, is not wrongdoing in itself — concealment or poor management is. Conflict IQ is built for that distinction: surface everything, manage it in the open, and prove it.The Audit Office (Controller and Auditor-General), Managing conflicts of interest: A guide for the public sector, 2020. See Evidence.
Why people omit — and how the design defeats it.
Traditional disclosure assumes honesty and perfect memory. Conflict IQ assumes neither. Four principles do the work.
Walk, don’t ask
Memory responds to cues, not blank pages. The system walks each person through their world rather than asking them to generate it from nothing.
Commit, then constrain
Each screen secures commitments that limit what can be claimed next. Confirm you evaluate suppliers, and you cannot later say the role didn’t matter.
Make denial a conscious act
Every entity is actively confirmed or declined; every relationship claimed or denied. Passive omission is designed out of the experience entirely.
Confront after commitment
Once a person has committed to their account, the system shows what the public record already says. Correcting at that point carries real weight.
Disclosure is also extended outward. Because “reporting by employees is the single most important method by which illegal or corrupt activity is brought to light,” the session closes by inviting people to raise what they know — safely.NAP5 2026–2027, Public Service Commission
Effortless for staff. Ironclad for the board.
Set the context
The system shows each person their exact team, region and live project list — so they know precisely what they’re verifying.
Check the links
Active suppliers and partners in their area are surfaced, with direct, plain-language questions about any personal or family connection.
Confirm & commit
The user signs specific statements, creating a timestamped, append-only record of exactly what was reviewed and when.
Capture gifts and hospitality before they’re forgotten.
Most missed disclosures aren’t dishonesty — they’re friction. Someone has a supplier lunch and forgets to log it weeks later. The Anti-Corruption Taskforce specifically flagged centralised monitoring of gifts and benefits as a control agencies were missing.
Conflict IQ ships a Progressive Web App on staff phones: fifteen seconds to photograph a receipt and log a benefit the moment it happens — keeping the risk picture current, not annual.SFO Anti-Corruption Taskforce, 2026
The forensic treatment lands where exposure is concentrated.
Not every staff member needs the full interrogation. A three-tier model matches intensity to influence and decision-making authority — governance architecture, not a pricing lever.
Decision-makers
Senior leaders, procurement and budget authority. Full forensic interrogation, proactive monitoring, and board-visible management plans.
Influencers
Roles that shape or evaluate decisions. Structured, cued disclosure with targeted verification against the record.
Wider workforce
A light, guided check-in plus the mobile companion for gifts and hospitality — low burden, complete coverage.
See the platform on your own context.
A 30-minute walkthrough for executives and boards — live risk framework, sample assurance summary, and a foundation-partner implementation plan.
No sales spam — we reply within one business day. Prefer email? hello@conflict-iq.com