• I spent less time on phone screens and was able to identify qualified candidates to move forward in our interview process.
• I used automated emails and calendar integrations to streamline communication with candidates and simplify scheduling in-person interviews.
• VidCruiter’s interview tools helped me develop strong, targeted questions that revealed each candidate’s qualifications for the role.

I used VidCruiter for about three years in a previous role at a mid-size organization that filled 20–25 positions annually. I implemented VidCruiter because we needed a solution to strengthen and streamline our interview process.

Our primary pain point was that traditional phone screens were time-consuming and did not provide a complete picture of candidates, making it difficult to identify the strongest applicants early on.

By replacing phone screens with VidCruiter’s video interviews, we were able to better assess candidates' communication skills, professionalism, and overall fit before committing to lengthy interview rounds. As a result, we made stronger hires and spent less time on interviews.

• Some candidates chose not to continue in the process after being asked to complete a video screening interview, leading me to wonder whether we missed out on qualified applicants.
• The video interviews lack a personal touch, which is important in the recruiting process.
• The one-way video format does not allow candidates to ask questions about the organization and role before moving forward.

VidCruiter stands out from other recruiting tools due to its one-way video interviews, which replace traditional phone screening calls. While many platforms focus more on applicant tracking, VidCruiter excels at allowing recruiters to evaluate candidates on their own schedule without live interaction.

This helped me identify strong candidates while spending significantly less time upfront. Instead of conducting 15–20 minute phone screens, I could quickly review video responses and identify the best people to advance.

Buyers should consider the user experience and whether VidCruiter provides the type of first impression they want to present to candidates. It's also essential to evaluate whether your team is comfortable reviewing recorded responses instead of conducting live screenings.

One-way interviews limit real-time interaction, meaning candidates can’t ask questions, and recruiters can’t probe deeper into specific responses.

During my time using VidCruiter, I saw improvements in candidate communication automation and the addition of live video interviewing.

They also enhanced the rating tools and interview preparation resources, making it easier for recruiters to identify and select the best candidates.

VidCruiter is well-suited for mid-size organizations that receive a high volume of applications and need to streamline the initial screening process. It's especially effective for assessing how candidates present themselves and helps organizations identify strong applicants earlier in the hiring process.

• The automated scheduling and pre-screening save us a lot of time.
• Video interviews make it easy to connect with candidates no matter where they are.
• Being able to record and review interviews helps us make more consistent decisions.

Our organization purchased VidCruiter to make the hiring process faster and more efficient. We were spending too much time on early-stage candidate screening, and our evaluations weren’t always consistent. VidCruiter’s tools, like automated scheduling and video interviews, have helped us speed things up and keep things more standardized.

I’ve personally used VidCruiter for over two years. The biggest benefits have been faster hiring times and a smoother experience for candidates.

• The interface feels a bit outdated.
• Scheduling interviews with multiple people can be tricky to set up.
• The evaluation forms could offer more customization options.

Compared to other tools I’ve used, VidCruiter stands out for having everything in one place—scheduling, interviews, and evaluations. It’s more complete than tools that only focus on one part of hiring. I also find it easier for both hiring managers and candidates to use.

Make sure the tool integrates easily with your existing systems. Think about how scalable it is as your hiring needs grow. Look for key features like video interviews, customization, and strong data security. You’ll want something that fits your current needs but can also grow with your team.

VidCruiter has added more customization and improved the overall user experience based on feedback. It’s become easier to use and now supports a wider range of hiring workflows.

VidCruiter is a great fit for medium to large organizations that want to speed up hiring and improve consistency in evaluations.

• The ability to customize everything—from questions to workflows—made it easy to match each client’s hiring process.
• The pre-recorded interviews allowed candidates to respond on their own schedule, which saved our team time on coordination.
• The platform kept all data secure and organized, reducing the stress of staying compliant.

At Synergized HR, we chose VidCruiter to streamline and improve our recruitment processes for tech startup clients. We used the platform for over two years, and it significantly enhanced our ability to efficiently screen candidates at scale.

The customizable workflows and structured interview tools helped us maintain consistency and compliance across various hiring projects.

Overall, VidCruiter became an integral part of our toolkit for delivering high-quality, tech-driven HR solutions. Like any business, we continue to seek cost-effective options.

• The initial setup took time and involved a learning curve before we were fully comfortable using all features.
• The user interface could be more intuitive, as navigating between sections can feel clunky.
• The reporting and analytics tools could be more customizable to better suit our specific tracking needs.

I’ve used a few other hiring platforms, but what stood out about VidCruiter was its level of customization. Many tools feel one-size-fits-all, but VidCruiter let us tailor the experience to match each client’s needs.

The pre-recorded video interviews worked more smoothly and reliably than others we’ve tried, and the collaboration features made it easier to coordinate with hiring managers.

Their customer support was also more responsive and hands-on, which made a big difference during onboarding. Overall, it felt like a more flexible and supportive solution.

When buying a tool like VidCruiter, it’s important to consider how customizable it is—every company’s hiring process is different, and flexibility is key. The platform should also be user-friendly for both your internal team and candidates.

Integration with your existing systems, such as your ATS or calendar tools, can significantly improve efficiency.

Customer support is another critical factor—having access to a responsive support team can improve the onboarding experience. Finally, choose a platform that can scale with your organization as hiring needs grow.

VidCruiter has evolved by continuously enhancing its platform to meet growing user demands. New features like live video interviews, automated reference checks, and improved analytics tools have streamlined the hiring process.

They have also worked on improving the user interface and expanding integration options with other HR systems.

VidCruiter is ideal for organizations with high-volume hiring needs, particularly in industries like tech or healthcare where consistent, scalable screening is critical. It suits companies that need a customizable recruitment solution for various roles and processes.

Businesses looking to improve candidate experience through video interviews and automation will find strong value in this platform.

I like how easy it is to use. I have found the customer support team to be responsive and helpful, which should not be taken for granted. The tool can be customized to suit your requirements and company processes, which makes it more usable.

We were going to engage in a big international, high-volume, virtual recruitment campaign. We had been using another well-known but more generalized video conferencing tool, but it lacked recruitment-specific functionality and was proving inefficient when hiring en masse. We needed recorded interviewing functionality because we were hiring in volume across multiple time zones, and manually arranging so many interviews was laborious and time-consuming.

Vidcruiter offered recorded interviews and automated interview scheduling, which helped us efficiently reduce our candidate longlists to several interview shortlists for each position we recruited for. This was then a manageable volume of candidates, after which we could manually arrange interviews. I have used Vidcruiter for about 12 months for high-volume, international recruitment.

Vidcruiter was quite hard to learn at first and requires help from support to make full use of the tool. I also experienced some video loading lag time, which meant that reviewing videos took a little longer. We also had a few problems integrating calendars for our automated interview scheduling workflow.

Customer support is very good compared to the competition. Although I found it harder to learn than some others, I found that it was very customizable compared to the competition, which was important as we are quite a quirky organization with unusual requirements.

If you are doing high-volume recruitment with staff in different time zones, you should focus on two specific features. The first is recorded interviewing, as this is the most efficient way to reduce longlists to shortlists and conduct first-round interviews. Automated interview scheduling is a must for high-volume recruitment, but check that it integrates well with your existing calendar systems.

I think that live video calls and video replays have become less glitchy and stream more seamlessly.

Vidcruiter is good for international organizations recruiting staff in high volume across different time zones.

VidCruiter's video interview features save us time and allow us to quickly assess candidates' communication skills. The integrated reference checking simplifies our vetting process and provides reliable insights into candidates' backgrounds, which is crucial in our industry. The platform's user-friendly interface makes it easy for our team to collaborate and manage candidates throughout the hiring process.

Choosing VidCruiter was a no-brainer for us in the jewelry industry because it addressed our urgent need for a more efficient hiring process. We appreciated that VidCruiter offers both pre-recorded and live video interviews, which helped us assess candidates thoroughly right from the start. One feature we found particularly useful was their referencing service—they handle it seamlessly as part of the platform. In our line of work, where reputation matters a lot, having reliable references is crucial. It's been about a year since we started using VidCruiter, and this feature has definitely made our hiring decisions more confident.

Sometimes the platform can feel overwhelming with all its features, and it took us a while to get fully comfortable with everything. Occasionally, we've experienced minor glitches in the scheduling feature, which can disrupt our interview processes. While the customer support is generally good, response times could be quicker.

Compared to other similar tools we've tried, VidCruiter stands out in several ways. One main difference is its comprehensive approach to video interviewing, offering both pre-recorded and live options seamlessly integrated into one platform. This flexibility allows us to efficiently screen candidates while saving time on scheduling. Additionally, VidCruiter's integrated referencing service is a significant advantage in our industry, streamlining the background check process and providing deeper insights into candidates' qualifications and character. The platform's intuitive interface and customizable workflows make it easier for our team to collaborate and manage the entire hiring process effectively.

Ensure the tool offers the specific features you need and fits your company's size and industry requirements. Test the platform for user-friendliness to ensure it is intuitive for your team to navigate without extensive training. Look for demos or trials. Consider how well the tool integrates with your existing systems. Compare pricing plans and consider the value the tool brings versus its cost. Factor in scalability if your team or hiring needs are expected to grow.

VidCruiter has added more features like automated workflows, enhanced customization options, and improved integrations. They have also slightly improved the user interface, and customer support has gotten better.

• Medium to large organizations
• HR departments focused on streamlining recruitment processes
• Industries requiring thorough candidate screening
• Teams managing high volumes of applicants

The automatic screening and scheduling of candidates have allowed us to focus on finding qualified applicants. Accommodating different time zones and schedules enhanced the candidate's experience and the efficiency of the interview process as a whole. Sharing feedback and communication also helped us make well-timed hiring decisions.

VidCruiter was great in helping us solve the inefficiency and inconsistency in our hiring process. Manually reviewing each candidate's resume and application, scheduling interviews, and discussing hiring decisions led us to miss opportunities, and candidates were frustrated with the length of time. Once we started using the program, it streamlined all of those issues, allowing us to significantly improve the time spent and obtain highly valued employees. I have two years of experience using this program and feel it has been a great tool for the HR team. It allowed us to focus on finding qualified applicants rather than spending a lot of time on ones that weren’t a fit for us.

The interface is more complex and requires more time and training. Troubleshooting with our IT team was not always flawless, causing us to contact customer support. Having to call to work out bugs would sometimes be time-consuming and not conducive to the flow of the day.

Many HR programs focus only on applicant tracking/video interviewing. VidCruiter offers a program that has screening, scheduling, and interviewing all in one program. It allows us to make the hiring process smoother and quicker. I like the flexibility of video interviews, as they are convenient for both the applicant and our team. Having the capability to speed up the interview and hiring process makes it ideal for both the applicant and the HR team.

Anyone considering this program should consider its features and functionalities. Having a checklist of tools needed and wanted will allow them to decide if VidCruiter is a good fit. Reading through other users' reviews and opinions will also allow them to get a real hands-on opinion on the program and customer support.

VidCruiter has evolved over time by expanding its recruitment tools to include more than video interviewing. It has improved its user-friendliness and integration with other HR software.

VidCruiter caters to mid to large-sized companies. It is a great tool for an entire office to be able to easily communicate and streamline interviewing and hiring.

The interface for admins was very easy to use, and it was easy to set up new questions and to record ourselves professionally. We also found it easy to overlay our company logos so that the process aligned with our branding. The ability to watch back the interview responses was great, along with their easy-to-use rating scale.

In a previous organization I worked with, we bought VidCruiter because we had an onslaught of recruiting needs that took up a lot of time for our recruiters. We had basic questions we needed all of our applicants to answer, but due to time constraints, we were only able to target maybe 15% of the applicant pool at a time. With VidCruiter, we were able to set up a basic video interview of pre-recorded questions that we could automatically send out to all qualified candidates, without needing to schedule individual interviews with them. The tool was easy to use and to rate candidates on their responses. Plus, it integrated with our ATS, making it easy for applicants to transition to their platform.

Some users had issues with the technology required to complete the video interviews. This caused us to lose out on some candidates because responding to a video interview not only requires some technical acumen, but it is also a little less personal than an actual phone call. The video also had some lag issues with us in the past, both in recording new questions and listening to responses. The design of how to navigate the back end of the website could also use some work.

VidCruiter offers a competitive price, and their ability to integrate with a large number of ATS systems makes them a preferred service in this industry.

Integration is key. The last thing you want for your applicants is to force them to log in to multiple systems, to have to redo any part of their application process, or to feel like their candidacy is not being taken seriously. Find a vendor that can integrate well and gives a positive experience for your candidates.

Not that I'm aware of. The system has been pretty consistent for a while now.

Anyone that is doing a lot of hiring for the same position. This can be for entry-level jobs or for higher-end jobs that have a lot of openings. For us, we used VidCruiter for project management and sales openings, both of which get a large volume of applicants.

VidCruiter offered extensive customization options for interview templates, making it easy to tailor the process to specific roles. The platform included robust onboarding tools, which facilitated a smooth transition for new hires. VidCruiter's scheduling tools streamlined interview coordination, reducing the administrative burden on our team.

We initially purchased VidCruiter to streamline our recruitment process with video interviewing and onboarding tools. The platform's features for candidate management and scheduling were appealing as we needed an efficient way to handle the high volume of applications. VidCruiter helped us simplify and organize our hiring process. We used VidCruiter for about two years before transitioning to another solution that better aligned with our needs for advanced AI-powered candidate analysis and seamless HRIS integration.

The platform's AI capabilities were not as advanced as we needed for in-depth candidate analysis. We experienced some difficulties integrating VidCruiter with our existing HRIS and other systems. The user interface could be more intuitive, as some users found it challenging to navigate.

VidCruiter stands out due to its extensive customization options and robust onboarding tools, which are ideal for organizations needing tailored interview processes and seamless new hire transitions. However, its AI capabilities are less advanced compared to competitors like myInterview, which excels in AI-powered video screening and detailed candidate analysis. Integration with existing HRIS systems can also be more challenging with VidCruiter.

We prefer myInterview because of its superior AI-driven insights into candidates' soft skills and its seamless integration with our HRIS. These features significantly enhance our hiring efficiency and decision-making processes, making it a better fit for our needs.

Ensure the platform is intuitive for both recruiters and candidates to avoid slowing down the hiring process. Look for tools with robust AI capabilities that provide valuable insights into candidates' soft skills and personalities. Check if the tool integrates well with your existing HRIS and payroll systems for efficient onboarding and seamless data management.

Consider features that improve the candidate experience, such as flexible recording times and user-friendly interfaces. Ensure the tool can scale with your company's growth and offers customizable options to meet specific hiring needs.

VidCruiter has continuously evolved to better meet user needs by enhancing its video interviewing and onboarding tools. The platform has introduced more customization options, allowing companies to tailor the interview process more precisely to their needs. Improvements in user interface design have made it more intuitive for both recruiters and candidates.

VidCruiter is good for medium to large organizations that require extensive customization in their hiring processes. It is ideal for companies with a complex recruitment process that benefits from tailored interview workflows and robust onboarding tools.

1. Overall, the ability to offer both live and recorded interviews.

2. The cost of the offering was very reasonable compared to its competitors.

3. The customer service you are able to receive from them when needed on demand is wonderful. They’re very responsive usually within a matter of just a couple of minutes.

My organization was looking for a way to screen applicants for an initial interview in an effective and efficient manner. Knowing that, we started exploring options for video interviewing both pre-recorded and live.

Through our research, we identified VidCruiter as an option and ultimately was the one that we implemented. We added their software during the pandemic and have used it since. It’s been a great help, and really reduced our screening times through recorded interviews as we have been doing a large amount of hiring.

1. The company is based out of the country, which was not a preference of our organization for security and compliance reasons.

2. Overall, the functionality of the system, as a whole, was a bit more limited than some of its competitor's offerings.

3. The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.

Overall, their offering is reasonably priced software that can be used to accomplish the goal of conducting live or recorded interviews with candidates. 

Many of the other offerings were much more expensive than what we were able to pay. It’s easy to use and the responsiveness of the customer service team is exactly what we needed. Some of the alternatives had much longer wait times in comparison, which we didn’t want to deal with.

It allows us to accomplish exactly what we need without paying a high price and without making our process super complicated for candidates, which we appreciate.

Overall, really determine at the start what you need a software for to help your process. If you are only needing it for basic functions, like conducting a live or recorded interview with candidates, you may find that there are some vendors that offer functionality way beyond that, which may be more than you need.

As a result, this means the price tag of those offerings could be significantly higher, more than you can justify, or are willing to pay. Once you’ve identified what you need and can pay, it really helps narrow down the list of vendors that you can move forward with.

One of the biggest improvements our organization has experienced in working with them is that they built integrations with other systems that now make our process really smooth.

For example, we utilize Workday for our HRIS and their software integrates smoothly. This wasn’t something we had at the beginning of our experience as a customer, but now have it and it’s really helped become a seamless transition from one software to the next.

Great for an organization that doesn’t need all the bells and whistles, but that needs an offering that can do basic functionality like live and recorded interviews with candidates. So ideally, the best fit would be for a small or medium size organization.

If you are a large organization, you likely want more personalized branding, a modern look and feel, and a more robust offering than what they can offer.