10+ Best Video Interview Software Platforms in 2025
Our list of the best video interview software platforms, based on original research and leveraging the SSR team's decades of combined HR tech experience. Find info on key features, pros & cons, pricing, target markets, and more below.
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Video interview software removes geographical restrictions from the interview process which allows hiring teams to connect with a much larger pool of talent. The right video interviewing platform can boost efficiency and improve candidate experience but, with so many vendors to pick from and features to assess, it can be hard to find the perfect fit.
That’s where our experts really add value to your operation.
My colleagues and I have been reviewing vendors in this space for years and have pored over the video interview software market at a granular level so you don’t have to. Our regularly updated findings (as well as feedback from experts and other users) are presented below.
To choose the best video interviewing platforms, we thoroughly evaluated vendors through demos, personal testing, user reviews, and expert input. We identified user-friendliness, branding, integration, and tech support as crucial factors in determining the best video interviewing platforms.
- User-friendliness: We prioritized vendors that offer a smooth user experience per user feedback and our own testing. Platforms with user-friendly mobile apps or compatibility with mobile devices allow candidates to take interviews from a desktop or on the go, with a simple name and email sign-in for tracking purposes.
- Branding: A great video interviewing platform offers several options to enhance employer branding. Options we looked for include customizable emails and SMS sent to candidates, intro and outro videos, logos, and branding colors on job posts.
- Integration: From our experience, seamless ATS software integration is crucial. Unlike free video conferencing tools like Zoom or Skype, a robust video interviewing platform works well with or has its own ATS, ensuring consistency and saving time on manual data updates.
- Tech support: Reliable customer support can make all the difference during interviews. We selected platforms with clear instructions, practice sessions, and available support when issues arise.
For more insight into our vetting and selection process, check out this article on how we choose the best HR software vendors.
Willo
VidCruiter
Jobma
Hireflix
Spark Hire
Clovers
BarRaiser
Avature
HireVue
myInterview
InCruiter
interviewstream
Recright
Willo
Willo’s video interviewing platform has won the hearts of teams under tight schedules and limited recruitment budgets. It stands out for its easy implementation, transparent pricing, and free tier that provides the perfect balance of features needed for effective video interviews.
PROS
- Willo’s asynchronous video interviews provide branded features, intelligent questions, bulk invites, automated reminders, and ID checks.
- Extremely simple to get started.
- Transparent pricing, including a free-forever plan and a 15-day trial. Available discounts for nonprofits and early-stage startups.
- 24/7 customer support for all plans.
- Has a feedback page where users can report issues, request new features, or upvote already requested ones.
- Supports English, Dutch, German, Indonesian, Russian, Arabic, French, Spanish, Hindi, Chinese Simplified, Traditional Chinese, and Greek.
- 2FA supported, ISO 27001 certified, and GDPR compliant.
- Asynchronous video interviews (one of the main benefits of video interviewing) that save your recruiting team time while allowing them to see candidates for who they are beyond a resume
- Extremely simple to get started, powerful enough for larger companies
- Transparent and affordable pricing, including a free tier
- Willo calculates the time your recruiting team saves each month so you know you’re getting value
CONS
- Doesn’t have the breadth of features older products in this space (10+ years) have.
- Respondents can’t record their screen as part of their response to a question.
- They don’t have a mobile app but a mobile-optimized experience. Reading questions on mobile devices can be a bit difficult.
- Limited native ATS integrations but is adding more (just added SAP SuccessFactors, SmartRecruiters, and Workday).
- No video transcription features.
- Doesn’t have live video interviews.
- Doesn’t have the breadth of features that products have who have been in this space for 10+ years
- They don’t have a mobile app, but do have a mobile-optimized experience
- Native ATS integrations are limited to <10 ATS’s at this point
- They do not have real time 1:1 video interviews
While Willo may not offer the same array of features as more established platforms, the video interview software shines with its simplicity, dedication to regular updates, and multilingual capabilities. These qualities make it an excellent choice for growing teams and SMBs, especially considering its free tier and affordable pricing.
One aspect that impressed us is Willo’s focused approach. Rather than trying to do everything at once, Willo prioritizes developing features customers demand. We also appreciated the transparency in pricing and the availability of help documentation, which greatly contributed to the smooth navigation.
Willo's asynchronous video interviews are a valuable tool, providing branded features, intelligent questions, bulk invites, automated reminders, and ID checks. The 24/7 support is also helpful. Willo even provides a page for users to suggest and upvote new features, showcasing its dedication to creating an exceptional user experience.
However, Willo does lack certain features offered by more established platforms. For instance, it doesn’t have live interviews, and respondents cannot record screens as part of their interview responses. The platform offers a mobile-optimized experience instead of a mobile app, yet we found reading questions on mobile devices can be a bit challenging. Willo can only connect with a few native ATSs, so it’s a relief to see it is expanding its integrations (it just added SAP SuccessFactors, SmartRecruiters, and Workday integrations in the past 2 months). We’re also glad to see video transcriptions are on Willo’s roadmap.
5,000+ customers, including Danone, NHS Scotland, 7-Eleven, Samsung, and the University of Pennsylvania.
Willo has three paid plans in addition to its free-forever plan.
- Free Forever: Limited to 1 job and 10 responses per month.
- Starter: $56.25/month when billed annually, for businesses with 1-49 employees.
- Growth: $225/month when billed annually, for businesses with 50-249 employees.
- Scale: from $850/month when billed annually, for businesses with 250 or more employees.
- For businesses who need to build with an API: from $180/month when billed annually.
- 50% discount for nonprofits. Price breaks for startups founded in the past 2 years and have under 10 employees.
- Has a free 15-day trial with all the features of a paid plan.
- Offers month-to-month plans and a 25% discount if you pre-pay for 1 or 2 years of service.
Best For
Willo has a variety of plans and features which means it can be a good fit for independent recruiters, small teams, or even enterprises with high-volume review requirements. Its discount programs also make the tool a worthwhile deal for startups and nonprofits.
We use Willo as part of our interviewing process. Typically we set a Willo interview at the first stage, as part of screening candidates.
It's really user friendly and easy to roll out to multiple members of the team. It has saved the team so much time, not having to phone screen has made the process smoother for everyone involved. With the use of video interviewing it means our hiring managers can start to get move involved in the recruitment process and make it a much more collaborative experience. The Willo team are ALWAYS on hand for any issues or questions the team may have.
We brought Willo to help us manage high volume recruitment, specifically at an early careers level. We have used it for over a year.
This is a tough one as Willo is so user friendly there aren't many cons. I suppose for us as a business we would like to see how Willo can explore more options to be used at a more senior level. Would be nice if when you press reject or accept comms was sent to the candidate.
Willo is by far the best tool I have used for video interviewing, for me it's so easy to use (especially for someone not very tech savvy) and means I can include more of my hiring team with recruitment.
Think about what they actually need Willo to do, where are their biggest pain points and most time consuming tasks. For us as a business we were spending a lot of time phone screening which is how Willo came to reduce time spent and gave us so much time back to be able to improve other areas of the process.
Willo has become much more diverse, with different languages being added, as well as features such as recording without video and text answers. This makes it much more user friendly for those who don't always feel comfortable with video interviews.
Businesses with high volume recruitment, as well as those looking to add a personal touch to their recruitment process.
Maybe start up companies, where not as many people are aware of the company. I think for these companies it is easier for a recruiter to speak to the candidates directly about what the company is about and have an open dialogue.
VidCruiter
VidCruiter has powerful live and prerecorded video interviewing features, plus highly-rated customer service and enterprise-grade security, making it a solid option for medium-to-high-volume recruitment, nationally and internationally.
PROS
- VidCruiter is a highly customizable video interviewing platform that can follow any workflow.
- Robust, pre-recorded, live, and panel interviews with structured rating guides embedded in the platform.
- Works on all devices directly in the browsers.
- Live agent support for candidates and hiring managers, 24/7.
- Supports English, French, German, Spanish, Portuguese, Italian, Chinese, and Korean. Requested languages can be added within 48 hours for applicants and 4 weeks for recruiters.
- ISO 27001, ISO 27017, ISO 27018, and SOC2 Type2 certified; PIPEDA, CCPA, VPAT, EEOC, OFCCP, TX-RAMP, and GDPR compliant. Data is stored in multiple data centers across user-selected geographic zones: Canada, USA, Europe, UK, and Australia.
- Scalable and customizable — users pay for what they need and can purchase more features as they grow.
- Robust pre-recorded and live video interviewing with advanced automation.
- Browser-based, so it works across devices without installing apps.
- Available for recruiters in eight languages and supports job seekers in dozens more.
- 24/7 live agent support, assigned account manager, and on-demand training.
CONS
- Longer implementation times due to the nature of the options with the products.
- No free or trial version.
- Undisclosed pricing.
- Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- No free or trial version.
- Undisclosed pricing.
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VidCruiter is one of the pioneers in the video interview space. It gives users the flexibility to choose between pre-recorded and live video interviews, both, or even combine them with other VidCruiter’s offerings (ATS, Scheduler, Reference Checking) for an end-to-end hiring solution.
What impressed us most about VidCruiter is its commitment to enterprise-grade security, with certifications and compliance that ensure data protection in multiple geographic zones. We also appreciate its multi-language support. With availability in 8 languages, it goes the extra mile by providing requested languages within 48 hours for applicants and 4 weeks for recruiters.
VidCruiter's interface provides real-time candidate display, standardized questions, and rating guide, making things easier for interviewers to assess candidates during live interviews. It also incorporates frameworks for diversity, equity, and inclusion to mitigate bias. Plus, the option to invite guest raters adds an extra layer of collaboration to the interview process.
Another plus is VidCruiter’s customer support. The availability of a 24/7 live agent, email support, and a dedicated account manager truly sets the software apart. There is also on-demand tech assistance and a testing page for candidates to ensure a seamless interview experience.
However, implementation can take time, owing to the customization levels customers require. While you can treat VidCruiter like a plug-and-play tool (having no requirements for custom workflows), it isn’t recommended if you want to derive the best value from the software. Additionally, VidCruiter's pricing is more tailored to the higher-end market. Lastly, VidCruiter is a paid product without a free trial option.
100,000+ customers, including Lowe’s, Lionsgate, Samsung, Bears, US Foods, and United Nations.
VidCruiter pricing depends on the hiring volumes, so it’s best to contact the vendor directly for a quote.
Best For
VidCruiter's flexibility and comprehensive approach to interview processes make it a go-to option for medium to large-sized companies that hire at least 100 people per year. The platform also works well for both US-based and global enterprises.
Our organization has been using Vidcruiter continuously as part of our international recruitment program for customer service/call center staff. We use the tool for its recorded interviewing functionality. This makes the whole shortlisting and first-round interviewing process convenient and more efficient. We also use automated interview scheduling, which saves a lot of time. During second-round interviews, we use the live interviews functionality as we need to make a closer examination of candidates.
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 is not good for smaller organizations where face-to-face interviewing is crucial for accurate assessment.
Jobma
Jobma is multilingual, mobile-friendly, and multifunctional. In addition to one-way and live video interviews, this vendor offers coding assessments plus several multi-type question samples to help users gain a more holistic view of candidates’ capabilities.
PROS
- One multilingual platform for one-way and live video interviews, coding assessments, and written and audio assessments.
- AI-powered features for automated scoring, proctoring, and transcriptions.
- Option to share candidate responses to certain questions and include internal feedback, background check docs, resume, transcription, and ratings.
- Native integrations with major ATS. Zapier integration is available.
- Offers a mobile app and an extension for quick interview scheduling.
- Human support available via live chat, email, and phone.
- SOC 2 Type II certified, CCPA, GDPR, and NYC AEDT compliant.
- One multilingual platform for one-way and live video interviews, coding assessments, and written and audio assessments.
- AI-powered features for automated scoring, proctoring, and transcriptions.
- Option to share candidate responses to certain questions and include internal feedback, background check docs, resume, transcription, and ratings.
- Native integrations with major ATS. Zapier integration is available.
- Offers a mobile app and an extension for quick interview scheduling.
- Human support available via live chat, email, and phone.
- SOC 2 Type II certified, CCPA, GDPR, and NYC AEDT compliant.
CONS
- Pricing is on an annual basis and undisclosed.
- No free plan. Free trial available post-demo.
- Coding assessment tool is not as strong as major brands like HackerEarth and Qualified.io.
- Pricing is on an annual basis and undisclosed.
- No free plan. Free trial available post-demo.
- Coding assessment tool is not as strong as major brands like HackerEarth and Qualified.io.
Jobma is by far the one and only vendor we’ve come across that, in addition to its core product video interview tools, offers native features for assessing technical candidates. In other words, you can conduct recorded video interviews, live ones, add written, multiple choice, and audio questions to your asynchronous interviews, and even set up your coding assessment tests using this single platform.
You’d want an interview process that reflects fairness and integrity without intruding on your candidates' personal space. Jobma’s proctoring convinces us it can make that happen by leveraging technology to detect interviewee potential unethical actions, including multiple faces and voices, copy-and-paste, and window-switching.
There’s also a transcription tool within Jobma you can use to transcribe candidate responses. Compared to some AI meeting assistants we have used, like Otter and Fathom, this tool is not inferior at all. Very few minor mistakes we could find in its transcripts. Plus, the texts are searchable, editable, and shareable, meaning your evaluations can be more collaborative and fact-based.
We have nothing to complain about Jobma’s integration capabilities since it has done a great job with both its native integrations and custom ones. The platform provides native, two-way integrations with several major ATS and recruiting tech brands. Even if the app you use daily isn't directly synced with Jobma, you can use Zapier to make the connection (via Zapier, Jobma can integrate with over 5,000 different apps).
However, Jobma won’t make you happy if trying with no strings before buying is your purchasing principle. This vendor has no free plan, and the free trial only comes after the demo, with a few agreements included.
While Jobma’s video interview solutions are solid, we feel that its technical assessment tool leaves quite a few things to be desired. Specifically, the pre-built assessment library is not as extensive as in some dedicated coding assessment sites we know (e.g., HackerEarth and Qualified.io). The platform also lacks gamified and hackathon features.
3,000+ companies, including Massachusetts Institution of Technology, BBB, Mayo Clinic, Polaris, University of Washington, and West Virginia University.
Jobma has custom pricing.
Best For
Jobma’s offerings and pricing structure make it ideal for interviewing applicants for global, midsized, and large organizations.
Hireflix
Hireflix is a leader in the one-way video interviewing space, sporting a minimalist and modern interface that's super easy to navigate. SMBs love the simplicity and the scalability, plus the 1-month free trial the software provides.
PROS
- Hireflix is simple and frictionless. Candidates can take the interview from any country, at any time, and from any device or browser. No application, log-in, or registration is required.
- All plans include unlimited users, unlimited active jobs, and unlimited interview themes.
- Can be deployed immediately, requires no technical knowledge.
- Responsive customer support.
- Excellent set of features for one-way video interviewing: robust branding options, customizable candidate communication, candidate notification flow automation, automatic transcriptions, and downloadable video interviews.
- Option to use your own domain on your Hireflix interview links.
- Provides transparent pricing and a 1-month free trial.
- Supports more than twenty languages.
- SOC 2 Type I compliant.
- Hireflix is simple and frictionless. Candidates can take the interview from any country, at any time, and from any device or browser. No application, log-in, or registration is required.
- According to users, Hireflix is super easy to implement, can be deployed immediately, requires no technical knowledge, and provides excellent customer support.
- Hireflix provides a multi-language candidate experience. It supports more than twenty languages including English, Spanish, French, Polish, German and more.
- Excellent set of features for one-way video interviewing (think time, answer time, retakes, multi-branding, transcriptions, customizable notifications, shareable links, an open API, native integrations with the top ATS's, and more.)
- One of the longest free trials for a product in its category.
CONS
- Limited native integration capabilities (12 ATSs).
- No built-in live video interviews and scheduling tools.
- Limited to video question types, no other formats supported.
- Absence of post-interview feedback option.
- Lack of online interview instructions for candidates.
- No free plan.
- If you are looking for AI or ML or live (two-way) video interviews, Hireflix will not be helpful for you since they focus exclusively in one-way video interviewing.
We love Hireflix for its comprehensive one-way interview features and overall simplicity. Rather than become a jack-of-all-trades, the platform is laser-focused on one-way video interviews. It is also one of the few tools with a transparent pricing structure.
Creating a test interview on Hireflix is easy. We added video and text questions, set the thinking time for candidates for each, and it was ready to go. Hireflix supports individual and bulk CVS invites. We could send our interview invitation via email or public link. When we joined the interview as a candidate, the interview link pointed us to the interview page directly — no app downloads or signups are required.
Hireflix is also quite generous regarding user access on each of its plans. Even the cheapest subscription offered unlimited seats, positions, multiple brands, and interview responses. The free trial lasts one month (among the longest trial period we’ve seen in this category) and lets users try all Hireflix functionalities. The video interview software even offers a 20% discount to NGOs and startups under two years old.
Hireflix provides integration with various third-party tools and we didn't encounter any issues during the implementation process. However, it’s a bummer that the software doesn’t support any other question types like text-based, multiple-choice, or file upload. It only does video questions. And while it has a page where interviewees can test their tech before joining the interviews, there are neither online instructions available on the website nor mock interviews they can practice to get ready for the real one.
FIFA, SeaWorld, Franklin Covey, World Vision International and UC Berkeley.
Hireflix offers a 1-month free trial and three pricing plans. All plans include one-way interviews, inviting candidates at scale, and reviewing responses as a team, unlimited users, unlimited active jobs, integrations, and support. When billed annually:
- Small: Priced at $75/month, this plan is ideal for businesses with less than 50 employees.
- Medium: This plan costs $150 per month and is geared towards mid-sized companies with 50-250 employees.
- Custom: Hireflix offers a custom quote for corporates, recruitment agencies, and other use cases.
Best For
Hireflix works best for startups and small to medium businesses that want to focus exclusively on one-way video interviews.
I use Hireflix extensively throughout the initial stages of our hiring process. Every day, I start by uploading a series of one-way video interview questions tailored to the specific role we are hiring for. These questions are designed to assess key skills and attitudes. Once the questions are set up, I send out interview invitations to the candidates who have passed the initial resume screening. Throughout the day, I review the responses as they come in, taking notes on each candidate's performance. This allows me to evaluate multiple candidates simultaneously without the need for scheduling live interviews, saving significant time. The recorded responses enable me to revisit and compare candidate answers easily. By the end of the day, I shortlist the most promising candidates for the next stage of live interviews or other assessments.
I appreciate the asynchronous flexibility, allowing candidates to complete interviews at their convenience, making the process more accommodating. It significantly reduces the time spent on initial screenings by enabling us to review candidate responses on our own schedule, which has been a major time-saver. The user-friendly interface is excellent. We can brand everything, making for a professional presentation to potential candidates.
I bought Hireflix because we needed to screen a large number of candidates quickly. As the sole person responsible for recruitment, I required a tool that could handle initial interviews on my behalf, saving time and resources. Hireflix provided a one-way video interview feature that allowed candidates to respond at their convenience, which significantly streamlined the process and helped meet initially unrealistic deadlines. Automating the initial interview phase saved a lot of time and offered flexibility for both candidates and me. I have personally used Hireflix for two years, and it has been instrumental in managing high-volume recruitment efficiently, ultimately saving both time and money.
One drawback of Hireflix is its lack of real-time interaction, making it challenging to gauge candidates' immediate reactions to tricky questions. The platform only supports video questions, limiting the variety of question formats, such as text-based or multiple-choice options. The absence of scheduling tools can be a limitation for companies that require these features as part of their hiring process.
Hireflix is a lifesaver for urgent recruitment because you can send out questions to 20 candidates and get them all back simultaneously. The hassle of booking, scheduling, and rescheduling meetings is eliminated. The user experience is great, allowing candidates to complete interviews at their convenience without the need for scheduling. The platform offers unlimited user seats and interview responses even in its basic plans, providing great value for money. Its ease of use and intuitive interface make it accessible for both tech-savvy and non-tech-savvy users, which is important for many less tech-oriented positions.
When buying a tool like Hireflix, consider the user experience for both candidates and recruiters. Ensure the platform is intuitive and easy to navigate, which can greatly streamline the hiring process. Another key factor is flexibility; look for features like asynchronous interviewing that allow candidates to complete interviews at their convenience, reducing scheduling conflicts and saving time. Integration capabilities are crucial; check if the tool integrates seamlessly with your existing HR systems to ensure a smooth workflow.
Hireflix has added live chat and personalized onboarding, enhancing its value by making it more adaptable for different recruitment campaigns.
- Those who have high-volume or urgent recruitment needs
- Companies looking to save time and streamline their hiring processes through asynchronous interviews
- Organizations that value a platform that is easy for both candidates and recruiters to navigate
- Organizations that need a scalable and efficient solution for initial candidate screenings
- Small businesses with limited hiring needs
- Organizations requiring real-time interaction
- Businesses needing diverse question formats, as Hireflix only supports video questions
Spark Hire
Spark Hire is a strong video interview solution for staffing and midsize businesses to video interview candidates for their remote and international positions, thanks to its intuitive UI, excellent technical support, and unlimited video interviews offered to all of its plans.
PROS
- Doesn’t limit the number of live and on-demand interviews businesses can conduct across all of its plans.
- US-based and multi-time zone support, available for both company users and applicants.
- Option for candidates to give feedback on their taken interviews.
- Advanced share links let stakeholders rate and leave comments on candidates, fostering collaborative hiring.
- In-app scheduling tool.
- Transparent month-to-month pricing with a 20% discount on the annual plan.
- Can integrate well with 40+ ATSs and calendars. Now also provides a native applicant tracking system.
- Data analysis dashboard and features are top-tier.
- Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
- Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.
CONS
- The monthly price will increase to $299 starting in 2025, with no free trial available.
- The storage capacity is limited per plan. When exceeding your storage limit, an extra 5 GB of storage ($15 per month) will be auto-billed to your account.
- Can get pricey if you hire from 6 positions or more simultaneously.
- Only supports English.
- No free trial version.
- Some users require more customization than what is offered.
- No caption or translation features in video limits access for some candidates
One thing that blew us away about Spark Hire’s video interview product—Spark Hire Meet—is the absence of limits on live and one-way interviews across all plans. That's right, no constraints holding you back from conducting interviews to your heart's content.
For one-way video interviews, Spark Hire offers a range of options to customize questions. You can set time limits, control takes, and restrict answer length. Built-in interview evaluation lets you rate, comment, tag, and send rejection emails directly through the platform.
Spark Hire knows how to bring energy to live interviews. You can add your logo, customize colors, and auto-record full-length interviews. Plus, both company users and candidates receive excellent technical support.
Now, here's our favorite part: team-based evaluation. Share interviews with as many hiring managers as you want, collect instant feedback, and anonymize candidate information. Get real-time notifications and gather reviews without requiring logins.
Spark Hire doesn't mess around when it comes to pricing, with month-to-month plans and a 20% discount for annual plans. It integrates smoothly with over 40 applicant tracking systems and calendars. Oh, did you hear about its recent launch of Spark Hire Recruit as an SMB-focused ATS? It's to bring a more comprehensive suite of recruiting solutions. Looks promising, doesn’t it?
Unfortunately, this vendor doesn’t offer a free version and has decided to discontinue its free trial for the video interview software starting in 2025. Also, keep in mind that each plan has a storage limit, and if you go over it, there’s an extra charge of $15 per month for an additional 5 GB.
If you're planning to hire for six or more positions at the same time, just be aware that it might get a bit on the pricier side.
7,000+ customers, including USPS, Ikea, Volkswagen, Bae Systems, and Love’s.
Spark Hire Meet—the video interview software product starts at $299 per month.
Best For
Spark Hire is a solid option for SMBs and staffing firms with remote or international job positions, especially those that value collaborative assessments and strong integration capabilities in their cloud-based video interview platform.
Anytime we have a hiring process open for a vacancy, we use Spark Hire. Depending on the type of evaluation we want on the candidates, we set some questions and ask candidates to do one-way video interviews, where they record the answers, which helps us quickly screen many applicants. We watch these videos to decide who to move forward with. For those who make it to the next round, we set up live video interviews through Spark Hire, which is easy to manage. We also share these videos with our team to get everyone's feedback.
I like Spark Hire because it saves us time by allowing candidates to complete one-way video interviews at their convenience. The platform's ability to share and review interviews with our team makes collaborative decision-making easy. Additionally, the user-friendly interface ensures a smooth experience for both recruiters and candidates. I have used it as a recruiter and a candidate as well.
Our organization bought Spark Hire to make our hiring process faster and easier. Before, we struggled with scheduling interviews and coordinating between different time zones, which slowed us down and made us miss out on great candidates. We've been using Spark Hire for over two years now, and it has helped a lot. The one-way video interviews let candidates record their answers when it suits them, and we can watch them anytime, which saves us a lot of time. We can also share these videos with our team to get their input without needing everyone to be available at the same time. Spark Hire has made hiring quicker and smoother for us.
For new users, it might be a little challenging when you first get introduced to it. For some small companies, the cost might be prohibitive. Lastly, more automation of the integration process could benefit users by reducing manual data entry and ensuring seamless data flow between systems.
Spark Hire is different from other similar tools because it lets you do both one-way and live video interviews. It also has good tools for working together as a team and making candidates feel comfortable. I've used similar tools, but Spark Hire's simple setup and features make it my favorite for hiring new people.
When buying a tool like Spark Hire, they should check if it's easy to use and if it works well with their current systems. Also, see what features it has, like different kinds of interviews and tools for teamwork. Checking the price and if it can grow with their company is important too. Lastly, they should see what other people say about it to make sure it's reliable and people like using it.
Based on user feedback and industry trends, Spark Hire has continuously added new features and improved existing ones. The platform has likely invested in technology advancements to improve performance and user interface.
Spark Hire is great for all kinds of companies that want to hire people quickly and work together well. It's especially good for big companies or those hiring a lot of people. If your team is spread out or if you have many people involved in hiring, Spark Hire can help you all work together easily. It's simple to use and can handle a lot of candidates, making it a good choice for companies of any size.
Spark Hire may not be the best fit for very small organizations with extremely limited hiring needs or those that prefer traditional recruitment methods without much emphasis on technology.
Clovers
Despite being a newcomer in the video interview space, Clovers has built out quite a promising solution for intelligent and structured hiring. The AI note-taking, dedicated training and support, and new research-backed DEI features like inclusive job posts and redacted resume reviews make them stand out in a crowded market.
PROS
- Offers both one-way and live video interviews, available individually or as a bundle.
- One-way video interviews include unlimited jobs, pre-recorded interviews, intro/outro videos, replay, playback speed, and transcriptions.
- Live interviews feature a searchable candidate database, blinded evaluator ratings, and analytics for interviewer coaching.
- Candidate support includes a help and support page, rehearsing, retakes, chatbot assistance, and interview guides.
- Native library of 1,000 I/O-certified questions organized by role.
- Internal and external sharing, commenting, ratings, and in-line tagging for collaborative assessments.
- AI automates note-taking and sentiment analysis to create concise candidate highlight videos.
- Mobile-optimized with no need for mobile app downloads.
- Expands DEI&B offerings with the acquisition of TalVista.
- Dedicated support (Slack, chat, email, and phone) and training for video interview bundles.
- SOC 2 Type II and GDPR compliant.
CONS
- Candidates must sign up to access the help & support page.
- Limited question types (video, audio, text) with no multiple-choice, file-uploading, or intelligent responses based on applicants' answers.
- While Clovers' bank of questions is included in their video interview bundles, Structured Interview Guides require a separate purchase.
- Candidates can't see the number of takes allowed per question. No option to gather their feedback or ratings after one-way video interviews either.
- Compatible with Zoom and Microsoft Teams, but not yet with Google Meet.
- No native interview scheduling tool.
- English is the only language supported.
- No free plan or free trial. Annual subscriptions required.
Clovers set themselves apart with a strong focus on advancing their hiring intelligence offerings. Alongside video interview tools, you'll find Job Description Optimization and Resume Redaction Review. This is achieved through their acquisition of TalVista, a diversity recruiting tool, and ongoing collaborations with established social psychologists.
Clovers provides flexibility in how you can access their services. You can opt for individual one-way or live video interviews, or bundle them together. Their one-way interviews include unlimited jobs, intro/outro videos, replay, playback speed controls, and transcriptions. The live interview bundle comes with a searchable candidate database, blinded evaluator ratings, and analytics for interviewer coaching.
For structured hiring, Clovers provides 1,000 I/O-certified role-based questions and collaborative features like ratings, in-line tagging, plus AI note-taking for a streamlined assessment process.
This platform doesn't leave you hanging when it comes to support. They offer various means of assistance, including Slack, chat, email, and phone support, along with dedicated training. Clovers also ensures candidates are well-supported with a mobile-optimized interface and various help options, including a support page, rehearsal, chatbot, and online guides.
However, it's a bummer that candidates need to sign up to access the support page. Additionally, the interview interface lacks information on allowed response takes per question and doesn't support candidate feedback options post-interview.
As recruiters who craft one-way video interviews, you may find the lack of question types limiting, as Clovers only supports video, audio, and text questions. They neither offer free trials nor a native scheduling tool, and Structured Interview Guides are available as a separate purchase. While the platform is compatible with Zoom and Microsoft Teams, there is currently no support for Google Meet.
Thanks to their flexible pricing structures, Clovers have served organizations, big and small. Notable names include Afni, Comparably, Community Choice Credit Union, Raytheon, and Walgreens.
Clovers pricing starts at $5,000 with an annual subscription requirement. They offer five products that can be purchased individually or bundled: Job Description Optimization, Resume Redaction Review, Structured Interview Guides, One-way Video Interview Screen, and Live Video Interview Intelligence. They also have a custom plan for enterprises named Clovers Enterprise Plus.
Best For
Clovers is best for midsized organizations and enterprises in the U.S., Canada, and Europe, looking to enhance DEI hiring strategies and/or improve visibility and structure in their recruitment process.
Clovers is used to streamline the interview process by reducing the need for phone interviews for high-potential candidates. Hiring managers use the tool to capture virtual interviews and gather feedback on whether a candidate is a good fit. The virtual aspect helps reduce the amount of paperwork used in the hiring process. This approach also enables the organization to remain competitive by making faster hiring decisions.
- Clovers uses AI technology to match candidates' resumes with the KPIs outlined in the job description.
- AI-generated questions during the interview can offer insights about candidates beyond the standard guided interview packet.
- The ability to rate candidate interviews in a team format allows the hiring team to collaborate and provide feedback on specific areas.
Clovers was added to my organization's interview process to ensure new hires were the best fit for the role. Retention had been a significant issue due to changes in the workforce. Clovers helps identify the best candidates without adding more stress to the hiring manager. It also reduces the number of interviews needed in the hiring process. With Clovers' highlight reel, managers and hiring teams can better understand candidates and prepare follow-up questions.
- Interview questions can be inconsistent, but all questions for the same position should be standardized.
- If a member of the hiring team struggles with Zoom or Teams, adding Clovers can present another obstacle.
- Clovers can be time-consuming for retail-based positions or those with a high volume of openings.
Clovers offers AI technology to match top candidates with job descriptions. Interactive features like Clovers reels and team rating provide more benefits than most competitors.
Organizations should consider their current ATS and interview systems (such as Teams and Zoom), the size of their hiring team, and their recruiting timeline.
Clovers has improved the interview process by giving hiring teams a comprehensive view of candidates, enhancing decision-making.
Clovers is ideal for hiring teams focusing on priority positions and organizations looking to stay competitive in the recruiting sector.
Clovers may not be suitable for organizations that require skills assessments as part of the interview process.
BarRaiser
What makes BarRaiser so unique is its savvy AI Interview Copilot. It serves interviewers with ready-made and live job-specific interview questions, prompts them to input feedback on each candidate’s answer, and even offers coaching features without additional charges.
PROS
- AI Interview Copilot for real-time feedback, live question generation, and interviewer coaching.
- 2-way integrations with over 40 ATS tools. APIs are also available.
- Interviews are taken right in video calling platform partners (Zoom, Google Meet, and Microsoft Teams). No additional app download is required.
- Responsive support is available via chat, email, and Slack. 24/7 call support for Enterprise plan.
- Excellent solution for conducting live technical interviews.
- Has a free plan and a free trial.
- SOC 2, GDPR, and NYC AEDT compliant.
- AI Interview Copilot for real-time feedback, live question generation, and interviewer coaching.
- 2-way integrations with over 40 ATS tools. APIs are also available.
- Interviews are taken right in video calling platform partners (Zoom, Google Meet, and Microsoft Teams). No additional app download is required.
- Responsive support is available via chat, email, and Slack. 24/7 call support for Enterprise plan.
- Excellent solution for conducting live technical interviews.
- Has a free plan and a free trial.
- SOC 2, GDPR, and NYC AEDT compliant.
CONS
- No one-way video interview feature.
- No call support for Team plan.
- Team plan limits the number of interviews to 30 per month, 60 min/interview maximum.
- Implementation can take 2 weeks for 1000-person teams.
- No one-way video interview feature.
- No call support for Team plan.
- Team plan limits the number of interviews to 30 per month, 60 min/interview maximum.
- Implementation can take 2 weeks for 1000-person teams.
“Looking good!” was our immediate thought once we laid eyes on BarRaiser’s dashboard. It’s not just beautiful but also user-friendly. With quick training from the vendor, we found no issues navigating the platform on our first try.
BarRaiser’s AI Interview Copilot is by far our favorite feature. As expected from an AI trained by over 110,000 real interviews, this interview copilot has a knack for providing tailored questions based on job descriptions and candidates' resumes, whether you need them before or during interviews. While other video interview software like Willo and myInterview lean more towards first-round interviews, the way BarRaiser’s AI Copilot is designed makes it work extremely well for in-depth, technical ones where questions delve much deeper into candidates' skills, experiences, and qualifications.
An added bonus is that both you and your candidates can use your existing video conference tools like Zoom, Google Meet, and Microsoft Teams for BarRaiser interviews. Instead of hosting its own video interview platform, BarRaiser’s AI works in harmony with these apps, assisting interviewers with the candidate profiles, interview flow, alerts for straying from the structure, sample questions, and real-time feedback. The algorithms also auto-calculates the interviewee's score, which can help a lot in shortlisting candidates post-interview.
BarRaiser’s interview coaching is on par with Clovers, with AI taking notes on key insights and observations during interviews that can be shared among interviewers for future improvements.
However, this video interview software can get quite expensive for teams with less than 500 employees. While it offers a free plan with 5 interviews, this may be not enough even if you hire just a position or two per year. BarRaiser’s Team plan caps the number of interviews at 30 per month, with a 60-minute duration limit for each interview. These fixed numbers sure limit flexibility and nudge users to upgrade to its highest-priced plan for more monthly interviews allowed.
We appreciate the responsiveness of its customer service. Whether our editors reach out during U.S. or Asian working hours, there’s always a person picking up our calls. However, considering fellow enterprise-focused solutions like Vidcruiter and Clovers offer dedicated support for all users regardless of their purchased plans, we think it's a fair point for BarRaiser to consider offering a similar level of support.
500+ companies, including Nike, Vimeo, and Hubspot.
BarRaiser has three plans:
- Interviewer Lite is free and comes with 5 interviews and AI note-taking.
- Team costs $75 per interviewer per month and caps the number of interviews to 30 interviews per month.
- Enterprise has custom pricing.
BarRaiser doesn’t charge observer licenses and offers a free trial post-demo.
Best For
BarRaiser is best for organizations with over 500 employees seeking interview intelligence solutions to live interview candidates worldwide. It works particularly well for technical interviews.
Avature
Avature is an enterprise-grade video interviewing platform that allows you to conduct both live and on-demand video interviews. It also facilitates interview scheduling, be it for 1:1, group, or panel video interviews, and a CRM for recruitment teams to amp up candidate engagement and plan for future hiring.
PROS
- Avature has a full-fledged ATS with built-in live and one-way video interviewing, offer management, and onboarding solutions.
- Ability to customize workflows for both recruiters and candidates.
- Built-in CRM lets recruiters amp up candidate engagement and plan for future hiring.
- Leverages AI with features of automated talent matching and candidate ranking.
- Recruiter mobile app allows key stakeholders to perform several recruiting tasks while on the go. The app also supports offline use and syncs with the system the next time it’s connected to the Internet.
- ISO, SOC 1, and SOC 2 certified, HIPAA, OFCCP, and GDPR compliant.
- Avature’s solution is quite comprehensive. They have a full-fledged ATS with built-in video interviewing, offer management and onboarding solutions. They also have a CRM, allowing TA teams to amp up candidate engagement and plan for future hiring.
- Avature leverages artificial intelligence with features of automatic talent matching and candidate ranking.
- Avature comes with a recruiter mobile app that allows key stakeholders to perform several recruiting tasks while on the go. The app also supports offline use, and syncs with the system the next time it’s connected to the Internet.
CONS
- Undisclosed pricing. Doesn’t offer a free trial or free plan.
- Doesn’t provide a platform for users to request new features and keep up to date on product changes.
- UI isn’t intuitive and takes some time to get used to.
- Lacks autonomy for users to self-manage the restrictions on access granted to specific actions within the system.
- Avature’s pricing is not readily available on their website. They also do not offer a free trial.
- Several users noted that the UI isn’t intuitive and takes some time to get used to.
- Avature’s assessment feature is quite basic and isn’t built out enough compared to point solutions in that space. So if you want to test the skills and cultural fitness of candidates, you’d need a third-party solution.
- Avature doesn’t have an automated reference checking feature built-in. The platform does integrate with third-party solutions that facilitate reference checking, but you’ll have to purchase those solutions too separately.
Known for its customizable ATS and CRM, Avature has established itself as a top choice for enterprises and staffing agencies. Recently, it has introduced a video interview platform to meet the demands of remote hiring. It seamlessly integrates with Avature's suite or can be used as a standalone option for video interviewing.
What sets Avature apart is its built-in, form-based questions that enable managers to filter candidates based on their answers. You can easily review and share recordings with other team members to gather quick feedback. Avature also leverages AI with features like automatic talent matching and candidate ranking, helping you streamline the screening process.
Another thing we really like about Avature is its language support. It supports English, German, French, Spanish, and Mandarin, making it accessible to a diverse pool of candidates. With Avature, you can screen candidates through live or asynchronous video interviews, allowing them to submit recordings for later evaluations.
The recruiter mobile app is another highlight. You can perform recruiting tasks on the go, even offline. And when you're back online, it automatically syncs with the system, keeping you productive.
However, Avature doesn't disclose pricing upfront, and there's no free trial available. The user interface may take some time to get used to, and managing access restrictions has some limitations. Although not a major drawback, having a dedicated channel for user feature requests and product updates would be a valuable addition to the platform.
650+ companies, including Shell, Cisco, L'Oréal, Mondelez, and KPMG.
Avature has custom pricing. Contact an Avature sales representative to get a custom price quote.
Best For
Avature is perfect for large enterprises and staffing agencies seeking sophisticated recruiting software. With two video interview options and multilingual support, it's well-suited for high-volume and global hiring needs.
I have used Avature daily. I have used it as a Recruiter and as a Recruiting Manager. As a recruiter, the workflow is very easy from requisition inception to offer stage. It breaks down candidate statuses into their own buckets. As a leader, creating the job requisition was a bit challenging. The reason is the levels of approvals it needed to go through before reaching the assigned recruiter. The levels of approval can be altered to fit the needs of the company.
It is user-friendly for all stakeholders using the system. We very seldom had system outages. It is cost-efficient as many other Applicant Tracking Systems are much more expensive. Data analytics reporting was very easy for tracking recruiter KPIs.
My organization has been utilizing Avature for years. I have used it strictly as an Applicant Tracking System for recruiting efforts. One of the top benefits is that it is easily integrated into another HRIS such as Oracle. Another top benefit is that it is extremely user-friendly. It also has the capability to work globally as well as in the US to streamline recruiting processes.
Depending on the format a candidate submitted a resume, it could look distorted, making a strong resume appear elementary. I did not see a place to submit a ticket if there was a glitch in the system. There was no Q/A section.
Avature is a cheaper alternative to more robust Applicant Tracking Systems. While it can be used in larger global organizations, the reporting features have been more detailed in other systems. For a smaller organization, Avature is the way to go.
Cost-effectiveness is particularly important for a startup company. The ability to run large complex data reports is still lacking a bit. User-friendliness is a key component; if you have a small team of recruiters, they will be able to navigate Avature with very little direction.
Avature doesn't give the best updates for system changes.
Smaller organizations or startup companies will fine Avature the best fit.
While Avature can be used for mid-sized or larger companies, I do not recommend it. There are more robust systems out there that will also have a higher price tag attached.
HireVue
HireVue is among the best video interviewing software for large enterprises that have frequent hiring needs thanks to its AI-powered on-demand interviews — a feature that helps recruiters get the initial screening done much faster.
PROS
- HireVue’s virtual assistant can do an initial screen of candidates on its own, leave messages for them, and get responses in return.
- Built-in automated interview builder tools provide structured interview questions, templates, and evaluation guides for consistent and faster hiring.
- Boasts interview assessments (live and pre-recorded), game-based assessments, technical assessments, and scheduling.
- Responsive implementation team and customer support.
- ISO/IEC 270012013 and SOC 2 Type 2 certified, UGESP, EEOC, ADEA, ADA, GDPR compliant.
- HireVue is very useful when it comes to screening a large number of job candidates in a short frame of time. Its virtual assistant can do an initial screen of applicants on its own, leave messages for them, and get responses in return. All of this frees up recruiters’ time.
- It has a great on-demand interviewing feature. Recruiters can sit and watch candidates’ interviews as per their convenience. The ability to change the speed of the interview while watching can also help recruiters save time.
- Their implementation team and customer support is extremely responsive or in the words of a Global Talent Attraction Director, “I love the support, tenacity and just constant desire to do the right thing. They take the time to understand our business and I never feel like it is a ‘catch and release’ relationship that is so common in this space”
CONS
- Products are built for teams with at least 2,500 employees. Not a good fit for smaller teams.
- No free trial or free version.
- Limited integration options (12 ATSs).
- HireVue’s asynchronous interview feature may allow applicants to adjust responses to fit the job criteria, but it wouldn’t screen such candidates out, meaning you may need human intervention to pick up on visual cues and body language.
- HireVue is not very affordable compared to its alternatives, especially when you factor in the functionality. Their pricing plans are geared towards companies with at least 2500 employees and even then, you only get a small set of features.
- HireVue does not have a lot of integration partners and the range of software it integrates with is also very limited (mostly ATS).
- Too much automation can at times lead to unwanted candidates. For instance, the asynchronous interview feature can allow candidates to adjust their responses in order to fit the job criteria. However, HireVue wouldn’t screen such candidates out and your company may need human intervention to pick up on visual cues and body language.
When it comes to affordability, we must admit that HireVue may not be the most budget-friendly option. However, in serving large enterprises, it excels at automating workflows and simplifying mass hiring processes. One aspect that truly impresses us is the comprehensive suite of tools it offers, from video interviewing to assessments, scheduling, and conversational AI.
Among these tools, the video interview software stands out for several reasons. It allows for both live and asynchronous interviews, and these both provide a mobile-friendly experience.
Another highlight is HireVue's extensive product guide, which includes over a thousand job-specific interview guides crafted by organizational psychologists. Creating the first interviews, thus, is much easier, and users even have access to HireVue's team of psychologists for assistance in shortlisting qualified candidates.
We should also mention the virtual hiring assistant offered. This conversational AI is capable of addressing candidates' questions and guiding them through the hiring process via text. It handles scheduling, manages hiring events, and helps job seekers find suitable positions. However, compared to other conversational AIs in the market, HireVue's AI assistant could benefit from more human-like interactions. While it presents itself as a virtual assistant, some candidates may find the lack of a human touch discouraging when engaging with the tool.
Amazon, Unilever, Vodafone, Beacon Health System, SmartLynx Airlines.
HireVue has two pricing plans:
- Essential: starts at $35,000 per month for a company with 2,500-7,500 employees and includes live and on-demand interviewing features, custom branding, and single language configuration.
- Enterprise: custom pricing for companies with over 7,500 employees. In addition to all the features of the Essentials plan, this plan comes with scheduling, a chatbot, pre-built ATS integrations, and analytics, among others.
Best For
HireVue is best for large enterprises that frequently have hiring needs, as the video interviewing platform can be particularly helpful in the early rounds of interviews, where there’s a need for screening a large number of candidates within a short period.
To create interviews, we selected from over a thousand job-specific interview guides developed by their team of organizational psychologists. These psychologists also worked with us to design talent assessments, psychometric tests, and coding tests tailored to our needs. The platform’s conversational AI supported scheduling, managing hiring events, and helping prospective candidates identify relevant positions. Using HireVue’s Interview Builder, we created structured interview questions, templates, and evaluation guides. We used HireVue daily for a month before switching to another solution that better fit our needs.
- It is highly effective for screening large numbers of job candidates quickly.
- The on-demand interviewing feature is excellent.
- Customer support is extremely responsive.
My organization sought to automate the interviewing process and decided to start with HireVue without conducting extensive research. One of the key benefits of video interviewing is the ability to conduct asynchronous interviews, a feature that HireVue offers in addition to live interviews. Candidates didn’t need to download an app and could take the interview directly from their mobile phones. The tool simplified the process of screening a large pool of candidates efficiently. We used this tool for about a month but switched to a more affordable alternative soon after.
- It is not very affordable compared to its alternatives.
- The number of integration partners is limited, and the range of software it integrates with is also narrow.
- It does not effectively screen unwanted candidates, requiring human intervention to assess visual cues and body language.
HireVue was the first virtual HR assistant for video interviewing and set the standard for this type of tool. However, its price is significantly higher than many of its competitors, which makes it less appealing for organizations seeking cost-effective solutions.
Price is a major criterion when evaluating this type of tool. Consider the specific features your organization needs and whether HireVue’s offerings align with those expectations. While HireVue has great features, the cost may not justify its use for smaller organizations.
I don’t believe it has evolved significantly to meet users’ needs.
- Large enterprises with frequent hiring needs.
- Companies with over 7,500 employees that can justify the cost of the tool.
- Smaller organizations with fewer than 7,500 employees, as the price is not affordable.
- Businesses that prioritize cost-effective solutions over extensive features.
myInterview
myInterview shines for medium-to-large businesses. Though free options are gone, you'll get unlimited interviews regardless of your chosen plans, a built-in scheduler, and an AI tool that, based on your desired qualities, will show you the top candidates. The growing integration options makes the tool even harder to resist.
PROS
- myInterview Intelligence identifies suitable candidates based on skills and personality from video submissions.
- Creates intelligent journeys based on applicant responses (if-then automation).
- Mobile-optimized, app-free candidate interviews.
- Mock questions and online instructions for interviewee preparation.
- Supports English, French, German, Hebrew, Korean, Portuguese, and Spanish.
- Export candidates to CSV files.
- Video interviews with automated subtitles and downloadable.
- Kanban Board for easy candidate management.
- Native Scheduling tool.
- Supports various question types: single-choice, multiple-choice, written text, and video.
- Customizable permissions and sharing options.
- Standard plans offer unlimited one-way video interviews and SMS invitations, with 24/7 customer support.
- myInterview has a neat screening feature that can sift through thousands of video submissions and identify suitable candidates not only based on skills, but also personality.
- The platform provides analytics that help you understand how well your current application process is working, so that you can make improvements as needed.
- It lets you add instant candidate ratings so you’re able to compare candidates and make data-based decisions.
- myInterview lets you create a branded, customized interview process. You can choose from their library of pre-recorded questions, or create your own.
- myInterview ensures that all your interviewers have access to the same information about each candidate. This is so they’re all asking the same questions and given a fair chance at evaluating each candidate's answers.
CONS
- Can't customize the email templates without contacting support.
- Both free plan and free trial have been discontinued.
- No live interviewing tool.
- Certain limitations exist on key benefits and job highlight content length.
- Custom integrations entail extra costs.
- No candidate feedback option after interviews.
- A few users have noted that myInterview doesn't offer many customization options. For example, you can't customize the email templates without contacting support.
- myInterview currently doesn’t have a mobile app neither for hiring managers or candidates.
- Though they do have a free forever plan, it is limited to only 1 active job post at a time.
myInterview has this awesome screening feature that goes through all your video submissions and doesn't just look at skills, but also personality. That means it helps you find the right fit not only in terms of qualifications but also in terms of who they are.
One thing we really like is that it's mobile-friendly. Candidates don't need to download any apps to do their interviews. Plus, it supports multiple languages like English, French, German, and more. So, it's really user-friendly on both ends.
Let's not forget the customizable interview questions. You get to use different response types like single/multiple choice (with the option to automate rejection based on candidates’ responses), written text, and video; export candidates to a CSV file; download the interviews; or watch them on myInterview with subtitles and playbacks.
The video interviewing software has just transformed its candidate dashboard to Kanban Board so you can easily manage candidates by dragging and dropping them around. You can even send automated emails for the next steps when moving candidates to different columns, like hired or rejected.
Another great move is that myInterview now has a native scheduler. Bulk actions are also there for sharing, rejecting, moving, or deleting candidates in one go. And a search bar for faster candidate filtration.
Regarding team management, you can create groups with custom account permissions and share job access with specific teams or individuals.
Now, there are a couple of downsides. Some users have mentioned that myInterview could use more customization options, as for now, you can't customize the email templates without contacting support. Also, the free plan is no longer available, but you can still try it out with their free trial.
But here's what's missing — there's no live interviewing tool. And if you're into custom integrations, that might cost you extra.
10,000 businesses, including 7-Eleven, Billabong, McDonalds, and Hyatt
myInterview provides two pricing plans, with the minimum contract length of 1 year.
- Individual ($99/month, billed yearly): Offers 2 active jobs, 2 user seats, 6,000 Text/SMS invites, Zapier Integration, unlimited one-way interviews per year.
- Professional (custom): Custom options for active jobs, user seats, unlimited one-way interviews, unlimited Text/SMS invites, scheduling, API and custom integrations, multi question types, myInterview intelligence, 24/7 customer support, and more.
Best For
myInterview is an excellent fit for mid-market and large businesses, particularly those handling high-volume, entry-level positions. It caters to in-house recruitment teams, recruiting agencies, and teams with single or multiple brands.
We use myinterview to pre-interview our candidates, similar to an intake call. Before using myinterview, it would take our recruiters an additional 3-5 hours per candidate to screen them and compile feedback. Now, we can allocate that time to increasing profits for the company. We use myinterview every time we have a new position, and it's capable of adapting to all types of positions, which is difficult to find with other companies.
The main pros for me are:
- Myinterview is incredibly easy to use and can interview more than two people at a time.
- The setup is simple and clear to understand. The UI/UX design is unique and requires little to no training.
- We can schedule interviews based on the candidate's schedule rather than the employees', providing a much better experience for the candidate.
We invested in myinterview about six months ago to save time and money on interviewing qualified candidates and ensure we select the best candidate for our roles. Before using myinterview, it would take our recruiters 2-3 weeks to interview a successful candidate. Now, with myinterview, we can interview candidates within 2-3 days. This has increased our productivity and reduced turnover. Myinterview is very user-friendly, and we were able to train our team on it quickly and effectively. Candidates have given us feedback that it is easy to use and has made the application and interview process enjoyable. I've recommended this tool to all my partners in the recruitment field and will always support it.
The cons are brief, but a few issues have occurred, including:
- It isn't completely accurate when it comes to invites expiring, but it's quickly resolved thanks to the amazing customer service team.
- Sometimes the emails that are sent are not saved, resulting in the need to rewrite the email.
- The platform doesn't save the emails I send for the interview, so if I send more, I have to rewrite the email.
Having mentioned all the cons above, I have not seen a company that is so open to feedback.
A majority of interview sites take a long time to set up and have many glitches, resulting in a poor experience for candidates and coworkers. Myinterview is not like that at all; it stands out as being easy to use and train on. It also provides a streamlined experience for hiring managers to see what candidates offer and their interview skills. It has saved our company over 1000 hours in time and $50,000 in costs.
One criterion for us was finding a company that supports group interviewing, which was extremely difficult to find. Myinterview is one of the few that offers group interviewing. In addition, they offer options for lowering pricing for non-profits and a free trial. Such a great company, I recommend it to everyone.
Myinterview has improved its customer service and addressed billing issues they had previously. There were a few escalations, and they took the feedback well, improving both their billing and customer service departments. They are very receptive to feedback on their website as well.
Any HR professional should use this tool, as it is so helpful and makes our lives much easier. This tool supports human resources and any company looking to hire qualified professional candidates.
Honestly, I can't think of any organization that wouldn't use this tool. It makes it easy for companies to hire and retain great talent.
InCruiter
InCruiter excels in its niche as a recruitment tool for live and AI-powered video interviews. The platform is packed with features—like real-time coding environments, AI-generated follow-ups, aptitude test and detailed proctoring logs—that cater especially well to technical and large-scale hiring.
PROS
- Offers a wide range of specialized tools, including AI-powered interviews, live coding collab environments, and scheduling software.
- Features AI-generated follow-up questions in real-time, resume screening, and detailed candidate feedback reports.
- Integrated code compilers supporting 30+ programming languages for live technical interviews.
- GDPR and SOC2 compliance with secure data storage on Microsoft Azure and auto-deletion after 90 days.
- Offers a wide range of specialized tools, including AI-powered interviews, live coding collab environments, and scheduling software.
- Features AI-generated follow-up questions in real-time, resume screening, and detailed candidate feedback reports.
- Integrated code compilers supporting 30+ programming languages for live technical interviews.
- GDPR and SOC2 compliance with secure data storage on Microsoft Azure and auto-deletion after 90 days.
CONS
- The fully automated AI-driven interview process might not appeal to all applicants.
- The platform lacks tagging and dynamic comment options for team collaboration.
- Price is undisclosed. Users must schedule a demo to access the free trial.
- The fully automated AI-driven interview process might not appeal to all applicants.
- The platform lacks tagging and dynamic comment options for team collaboration.
- Price is undisclosed. Users must schedule a demo to access the free trial.
After a detailed demo and some hands-on testing, we found plenty to like about InCruiter as a "one-stop ecosystem" for both AI-based and human-based video interviewing—though there are a few areas where it could improve.
The first plus of InCruiter is perhaps its level of specialization. From IncBot, its AI-powered video interview platform, to IncVid for live video interviews and IncFeed for automating the scheduling process, it’s not an exaggeration to say the software covers virtually every type of video interviewing.
For instance, the real-time coding environment in a live interview environment, IncVid, is a nice touch for technical roles. This one tool allowed live coding in over 30 programming languages, so it’s unlikely you would need to pay for a third-party coding interview platform.
To evaluate this video interview tech’s user experience, we also tried it out as an interviewer, and it didn’t disappoint. We could watch the candidate code, assess their skills, and leave feedback, a real-time transcript, and an AI summary of the interview simultaneously.
Let’s then talk about InCruiter’s IncBot, a native conversational interview feature that can generate real-time follow-up questions based on an interviewee’s answers. When one of our writers joined the interview as a candidate and mentioned client challenges in their response, the AI instantly asked a relevant follow-up about their strategies. Though not a huge fan of a fully automated interview experience, we suppose the AI’s work could add a level of depth to the interview flow.
We think InCruiter’s post-interview feedback reports were pretty good. We liked the real-time rating system for skills, which allowed us to leave detailed comments on each competency. We also appreciated the proctoring logs, which capture screenshots and timestamps if a candidate, say, looks away from the screen or switches tabs. These detailed insights provide transparency and help decision-makers evaluate candidates more confidently, we’d imagine.
Given the sensitive nature of candidate data, InCruiter’s GDPR and SOC2 compliance is quite reassuring. All data is stored on Microsoft Azure, and the platform promises automatic deletion after 90 days.
However, owing to its wide array of products, we feel the separation between InCruiter’s tools is a bit fragmented. For example, video scheduling automation isn’t part of the live video interview product; it’s actually a separate tool—works really well with the rest of InCruiter’s tools, yet costs extra.
Besides the fragmented nature of its tools, the polarizing nature of AI-conducted interviews might not make it the right fit for every organization, as it’s unlikely all candidates would enjoy a fully automated interview format.
And we should also mention, that InCruiter doesn’t fully support in-platform collaboration. For example, there’s no option to tag a recruiter or hiring manager directly on a candidate’s profile. Feedback and notes are visible, but they’re static—there’s no option to have live discussions or tagging like you’d find in Willo.
InCruiter does offer a free trial, but you’d need to schedule a demo to get access to it. Pricing-wise, InCruiter’s cost varies by user count and interview volume. However, based on the ballpark figures shared during the demo, it may not be the most affordable for small businesses.
400+ companies, including Lumen, Bayer, Tiger Analytics, Xebia, and ArcelorMittal.
InCruiter has custom pricing.
Best For
If you’re a medium-to-large enterprise with technical hiring needs and a dedicated recruitment team, InCruiter is worth exploring. The time saved by its AI tools and the depth of its reporting features could justify the investment. For smaller teams, looking at simpler, more integrated alternatives might be better—or be prepared to pick and choose the specific InCruiter tools that meet your needs.
interviewstream
interviewstream has both live and on-demand interviews, customizable branding, AI question suggestions, and multilingual support. You can give candidates a second chance to re-attempt specific questions and invite internal and external raters to assess interviews while feeling reassured candidates get well-prepared with pre-interview tests and recording practices.
PROS
- Option to grant candidates the opportunity to reattempt specific questions in an on-demand interview.
- Accessibility of interviews to evaluators internally and externally.
- Branded tools for customization. Personalizable video interview format with automated interview schedule email templates and SMS text capabilities.
- Library of 1,500 interview questions with advanced tagging and sorting.
- AI tools suggest relevant questions, job descriptions, and invitation email templates.
- Pre-interview hardware test and practice recording section for candidates.
- Support available through articles, courses, phone, tickets, and assigned account managers.
- Language support for English, French, German, Polish, Portuguese, Russian, Chinese, and Spanish.
- 2FA, ISO 27002, and SOC2 Type 2 certified and GDPR compliant.
CONS
- Lack of information about offerings and absence of free trial or free version.
- Customer service could be more proactive.
- Calendar needs frequent refreshing for real-time scheduling.
- Mobile app for iOS hasn’t been updated since 2021 and still uses the old brand name (RIVS), while the Android app receives poor ratings for log-in issues and bugs.
- Limited to 8 ATS integrations or an OpenAPI option.
- Screen sharing in live interviews requires a plugin download.
interviewstream offers both on-demand and live interviews, and the former is particularly popular for education purposes. Educators can use it to help students excel in job interviews and soft skills and seek feedback. However, what truly caught our attention was the option to let candidates reattempt specific questions — something not commonly found on other video interview platforms.
The live video interviewing feature isn’t bad at all. It provides intuitive options such as sharing interviews with multiple stakeholders, commenting on videos, and rating candidates. The only downside is that sharing the screen requires a plugin download, which can be a bit of a hassle.
For employers, interviewstream offers 1,500 interview questions and evaluation guides, plus AI tools to suggest how to help hiring managers stay productive. Branding features are also well taken care of, with options to customize logos, font, and page color, to name a few.
Candidates are not left behind, as interviewstream offers support via a pre-interview hardware test to ensure tech readiness. Moreover, the platform includes a practice recording section that guides candidates through the interview process.
Unfortunately, interviewstream falls short in integration capabilities (8 native ATS integrations). We also don’t like that interviewees need to download a mobile app to take interviews on phones. Not to mention, the app has received mixed reviews: The iOS app hasn't been updated since 2021 and still carries the old brand name (RIVS) while the Android app suffers from frequent login issues and bugs.
900+ organizations, including Harford County Public Schools, East Baton Rouge Schools, and Children's Hospital of Philadelphia.
Interviewstream pricing isn’t disclosed. You need to contact their sales team for more details.
Best For
Interviewstream is best for medium and large-size companies and organizations in education, manufacturing, and retail.
We found that InterviewStream is an essential tool that we use frequently to optimize our recruitment process and improve candidate assessment. We integrate it into various stages of our hiring workflow, such as initial screenings and first-round interviews.
Our key activities include creating structured interview questions and inviting candidates to record their responses at their convenience. This flexibility allows us to review their answers on our schedule and evaluate their qualifications effectively.
InterviewStream’s features also allow us to give feedback to candidates and monitor their progress, contributing to a well-organized and efficient hiring process.
- Convenient Flexibility: InterviewStream allows candidates to complete interviews at their own convenience, which helps accommodate various schedules and reduces scheduling conflicts.
- Structured Evaluation: The platform provides structured interview questions and standardized evaluation criteria, making it easier to assess candidates consistently and fairly.
- Comprehensive Feedback: It offers detailed feedback and performance analytics, helping both candidates and hiring teams identify strengths and areas for improvement.
My organization invested in InterviewStream because we were overwhelmed with the number of candidates needing to be interviewed. Instead of going back and forth with a candidate to find the best time, we chose InterviewStream so they could interview at their convenience.
Another perk is the ability to share the recorded interview with other team members so they can develop their own opinions on the candidate.
We have only been using InterviewStream for three months but have found that even the candidates provide more quality responses because they can share more openly when just talking to themselves in a video.
- Customization Limitations: The platform's predefined interview questions and workflows can be restrictive, making it difficult to customize questions for specific job roles or industries.
- Technical Challenges: Users sometimes encounter technical issues or problems with video recording, which can interrupt the interview process and impact the overall experience.
- Expense Concerns: The cost of InterviewStream can be relatively high, which may be a barrier for smaller organizations or those with limited budgets.
InterviewStream distinguishes itself from competitors through its specific focus on providing both pre-recorded and live video interview solutions, combined with a robust set of features for evaluating candidates. Compared to Clovers, where both parties have to be present, InterviewStream allows interviews to be conducted at the convenience of the candidate.
I prefer InterviewStream for its user-friendly interface and the flexibility it offers in scheduling and reviewing interviews, which helps streamline the recruitment process. Additionally, its strong analytics and feedback capabilities are very valuable for making informed hiring decisions and improving the candidate experience.
- Features and Customization: Evaluate the range of features, such as question banks, feedback mechanisms, and scheduling options. If your job requires specific questions to be asked in the first interview, this tool may not be for you.
- Ease of Use: Assess the user interface for both candidates and hiring teams. A tool with an intuitive design will reduce the learning curve and improve user experience.
- Integration Capabilities: Check if the tool integrates seamlessly with your existing HR systems and applicant tracking software, which can streamline workflows and data management.
- Cost and ROI: Consider the pricing structure and whether it fits your budget. Weigh the costs against the potential benefits and efficiencies the tool can bring to your recruitment process.
- Enhanced User Experience: The platform has streamlined its interface for both candidates and hiring teams, making it more intuitive and user-friendly, which improves ease of use and reduces setup time.
- Expanded Features: InterviewStream has introduced additional features, such as advanced analytics, customizable interview questions, and integrated feedback tools, allowing for more comprehensive evaluations and tailored interview experiences.
- Increased Flexibility: The tool now offers a broader range of interview formats, including both pre-recorded and live video interviews, as well as flexible scheduling options to accommodate diverse recruitment processes.
- Large enterprises and companies with high-volume hiring needs benefit from InterviewStream’s ability to handle multiple candidates efficiently through pre-recorded and live interviews.
- Recruitment agencies that manage numerous client roles and candidates can leverage the platform’s structured interviews and analytics to streamline their processes and provide detailed assessments.
- Companies with global operations and organizations with a geographically dispersed workforce find value in InterviewStream’s flexible scheduling and video interview capabilities, which facilitate seamless interviews across different time zones.
- Industries with specialized roles that need to evaluate candidates for niche or technical positions can use InterviewStream’s customizable question banks and feedback tools to ensure they assess the specific skills and attributes relevant to their industry.
- Small Businesses with Limited Budgets: Small organizations or startups with tight budgets might find InterviewStream’s pricing higher than their financial capacity, making it less viable compared to more cost-effective solutions.
- Organizations with Simple Hiring Needs: Companies with minimal hiring needs or those that prefer face-to-face interviews might not fully utilize the platform’s advanced features, making it less beneficial for their straightforward recruitment processes.
- Companies Without Access to Reliable Technology: Organizations lacking stable internet connections or up-to-date tech infrastructure may face challenges with the platform’s video-based features, potentially impacting the effectiveness of interviews.
Recright
Recright is a user-friendly tool that can handle live and pre-recorded video interviews. Plus, it has an applicant tracking system that complements the video interviewing product. Multi-branch and global enterprises looking to house video interviews, scheduling, and ATS will make the most out of it.
PROS
- Recright is user-friendly for both recruiters and candidates.
- Multiple user access for sharing video information with team members.
- Transparent pricing with a 14-day free trial available.
- Customizable visual elements include adjustable interviews layout, job positions, career pages, fonts, and colors.
- Candidates can rate their video interview experience with feedback pulse enabled.
- Great customer support.
- ISO/IEC 27001:2013 certified, WCAG and GDPR compliant.
- Native ATS. Can integrate with 18 ATSs and is open to adding more.
- Built-in test to ensure candidates’ network connection and hardware work properly.
- Supports 26 languages for candidates and 10+ languages for recruiters.
- Recright video interviewing tool is easy to use for both recruiters and candidates.
- Helps recruiters save time and enhance the recruiting process by recording questions one time and sharing them with candidates instead of meeting all candidates one-on-one.
- Provides information on which candidates make sense to meet for a personal interview.
- Ability to have multiple users, allowing recruiters to share video information with hiring managers and other team members.
- Transparent pricing structure. A 14-day free trial is also available.
- Great customer support.
CONS
- Occasional technical issues, but typically resolved quickly by the support team.
- No pause button in the video recorder.
- Unable to resend invitations to non-responsive candidates.
- Additional cost for branding features, live video interviews, scheduler, and integrations.
- Limited customization options for message forms.
- Changing email addresses require creating a new username without automatic transfer of previous job ads/interviews.
- Some technical issues have been reported, but they are typically resolved quickly by the support team.
- No pause button in the Recright video recorder.
- Not possible to resend an invitation to candidates who have not opened or answered the first invitation.
- Live video interviewing and interview scheduling are offered as add-ons.
- Message forms when sending invites to candidates are not very customizable.
- Third-party and ATS integrations cost extra. The integration with Visma is not working as fluently as it should.
Our first impression of Recright was that the tool was super easy to navigate through. It’s straightforward to customize visual elements, such as interview layouts and career pages. The platform also features a built-in test to verify candidates' network connection and hardware compatibility. Loved the feedback feature, enabling candidates to provide input after their interviews. Recright's multilingual support for candidates in 26 languages and recruiters in over 10 languages is another nice touch.
However, we were expecting to have a pause button on the tool’s video recorder. This would be helpful because, as interviewers, we may need to take a moment to think when asking candidates questions. We’d also like to be able to resend invitations to candidates who have not answered the first invitation. As Recright currently doesn’t support that, following up with potential candidates can be challenging. Talking of candidate invites, it’d also be great to have more customization options there to make the messages sent unique. For now, there’s no text formats, styles, or variables that can be used when we craft emails to send to interviewees.
Recright offers native ATS integration and supports 18 other ATSs, but live video interviewing, the scheduler, and even branding options and integrations cost extra. Lastly, a heads up if you need to change accounts’ email addresses: this requires creating a new username, and there is no automatic way to transfer previous job ads and interviews from the old account to the new one.
500+ companies, including Uber, Netflix, Volvo, ABB, and KPMG.
Recright offers four pricing plans after the free trial:
- Easy Plan: Starts at $289/month for teams with 10-20 positions per year.
- Pro Plan: Starts at $519/month for teams with 30-50 positions per year.
- Enterprise Plan: Custom pricing for teams with over 60 positions per year.
- Single Hire: $759 per video recruitment, including a job ad and a video interview, valid for 60 days.
- Additional features like Live Video interviews, Timed Interviews, Interviews Scheduling, and Custom integrations are available at 39.75€/month/feature.
Best For
Recright works best for enterprises having multiple branches or agencies to streamline their high-volume hiring without having to work with different vendors for scheduling, video interviewing, and ATS.
While we used Recright, it felt like using a Swiss army knife as a hammer—we didn’t use even 80% of its features. It became more of a digital notepad and Rolodex for us. This highlights the issue I mentioned earlier: if a system is too complicated, recruiters default to using it minimally, focusing on the basics to get their work done.
Recruiting can be done effectively with just a pen and paper, so the software needs to offer simplicity and immediate utility. Overcomplicating the process led to frustration and underutilization of the tool.
I liked the interface—it was simple to navigate and easy to locate specific candidates or job flows.
The aesthetics were visually appealing, with color coordination that differentiated candidates, clients, and workflows.
The training modules were concise and specific to each task, making them practical and helpful for recruiters learning the system independently.
We purchased Recright some time ago and used it for about nine months before transitioning to a different system. During that time, I used it and helped others in the organization navigate the tool.
Our primary goal was to find a system that was easy to learn, as we were experiencing turnover in our recruiters and managers. Recright seemed to fit the bill initially, but like many recruiting software systems, it overcomplicated what could be done with simpler tools.
Many recruiters are accustomed to working with just a notepad, pen, Rolodex, and phone—essentials that get the job done. Recruiting software should enhance the process, not overburden it with unnecessary complexity.
The system had too many subsections and too much information, which made it overwhelming.
There were too many steps involved in basic workflows, slowing down the recruiting process.
For recruiters under pressure to meet daily efficiency goals, the complexity of the system discouraged usage, leading them to revert to simpler tools like a phone book and notepad.
I didn’t notice much difference between Recright and other systems we’ve used. It didn’t stand out in any significant way.
When considering this type of tool, focus on your specific needs and ensure the system can provide the most important information quickly and accurately.
Think about the perspective of frontline recruiters—they need a system that doesn’t interfere with their ability to meet high daily efficiency targets.
If a recruiter is under pressure to make 60 outbound calls, interview six candidates, and present two viable options in a day, they won’t prioritize detailed documentation unless the system simplifies it. The tool must make their job easier, not harder.
I’m not sure if it has evolved since we used it.
Recright would be a good fit for large, national recruiting firms with extensive resources and infrastructure.
Recright is not suitable for small, local recruiting firms that need simple, streamlined solutions.
Harver
While Harver is known better for its assessment product, the platform also delivers a robust video interviewing solution. It offers both one-way and two-way interviews, accompanied by automated scheduling and sharing tools, streamlining both works for both recruiters and candidates.
PROS
- Harver combines video interviews with customizable assessments for more comprehensive candidate evaluations.
- Users can gather applicant feedback and extend deadlines, while rating, commenting, and thumbs-upping candidates' videos.
- Includes a built-in reference checking tool with quick turnaround time.
- 30+ ATS integrations, built-in scheduling tool.
- Pre-interview test link to configure candidates' equipment.
- Auto-share feature allows for automatic sharing of candidate interviews with designated evaluators.
- Responsive customer support.
- Supports 11 languages.
- 2FA supported, ISO 27001 and SOC 2 Type 2 certified, GDPR and CCPA compliant.
- Users like the variety of customizable assessments Harver offers, and the ability to test a range of skills, aptitudes, and personality traits.
- The automated candidate matching provides you with qualified candidates that match your specifications.
- Most users we’ve chatted with appreciate that Harver has a built-in reference checking tool with a relatively quick turn-around time.
- The platform comes with a mobile app that lets you search for and view candidate profiles, invite candidates to apply, review their test scores, and more on the go.
CONS
- Initial learning curve, especially for users new to recruitment technology.
- Mobile access requires app downloads, which are poorly rated for issues related to interview submission and launch.
- Pricing lacks transparency.
- No free trials available.
- A few users find the platform challenging to learn initially, especially those new to recruitment technology.
- Several users reported the candidate reports are lacking in content and are often delivered late
- Pricing isn’t transparent, meaning you’ll need to speak to the sales team to find out how much the platform will cost you.
- There aren’t any free trials at this time.
What sets Harver apart is its combination of video interviews with customizable assessments, allowing for comprehensive candidate evaluations. The built-in scheduling tool keeps things running smoothly, and the pre-interview test link ensures candidates' tech is set up right. Plus, they've got nifty features like gathering applicant feedback and giving recruiters the power to extend video submission deadlines.
Regarding interview assessments, Harver’s auto-share feature enables the automatic sharing of candidate interviews with designated evaluators, who can rate, comment, and thumbs-up videos. The platform also sends reminders to evaluators, ensuring they don’t forget their duties. With evaluation results based on consistent criteria and automated aggregation, comparing candidates and making data-driven hiring decisions becomes much more straightforward.
Harver boasts over 30+ native ATS integrations. And when users need a little help, customer support is on the ball.
However, we noticed there's a little snag related to mobile access. Interviewees are required to download an app, which can be a real pain in the neck. Some users have reported occasional issues with the app's interview submission and launch processes.
Harver also doesn’t have the best user-friendl UI, as users new to recruitment technology may encounter some learning curves. And unfortunately, the platform just says no to free trials and disclosed pricing.
1,300+ companies, including NexRep, Arvato, and HEMA.
Harver has custom pricing. You need to contact a sales representative for a quote.
Best For
Harver is the top choice for medium and large-sized companies aiming to accelerate candidate reference checking, assessments, and interviews for a faster hiring process.
We used Harver daily to streamline our recruitment process and ensure we were hiring the right talent. We relied heavily on Harver’s predictive assessments to identify candidates with the highest potential, which helped reduce turnover rates.
The automation features were key to accelerating our hiring workflows by automatically progressing candidates based on predefined criteria.
Harver’s data-driven insights were regularly used to make informed decisions at every stage of recruitment. Overall, the platform played a central role in reducing hiring time, cutting costs, and improving the overall candidate experience.
- The platform includes job preview features/criteria that effectively set clear expectations for candidates, offering a sense of ownership.
- Harver provides a wide range of tools, such as assessments, to help identify the best candidates.
- It is useful for managing large volumes of applicants, ensuring efficient screening, making it flexible for both small and large organizations.
Our organization used Harver for over two years (until my departure) to address the challenge of hiring high-quality talent efficiently while reducing the time and costs associated with recruitment. Before using Harver, we struggled with lengthy hiring processes and high employee turnover, which negatively impacted overall performance.
Harver's predictive assessments helped us identify candidates with the highest potential. Its automation features streamlined our hiring process, saving significant time and resources while also offering a more personalized candidate experience. The platform provided valuable data-driven insights that improved our recruitment strategy.
- The application process is long, which (in my experience) discourages candidates from completing it.
- The platform has a steep learning curve, requiring significant time to fully understand all its features.
- The user interface could be improved to create a more streamlined and user-friendly experience.
Harver stands out from its competitors due to its powerful predictive assessments, which allow organizations to identify candidates with the highest potential, ultimately reducing turnover rates.
Unlike other tools, Harver’s automation features are highly customizable, enabling automatic progression of candidates based on specific criteria, significantly speeding up the hiring process.
Additionally, Harver provides valuable data-driven insights at every stage of recruitment, enabling more informed decision-making. While other platforms may offer similar features, Harver's combination of automation, predictive assessments, and actionable insights makes it more effective for optimizing talent acquisition. This holistic approach has noticeably improved both the speed and quality of our hiring process.
When implementing a recruitment tool like Harver, consider factors such as the user experience for both candidates and recruiters. A lengthy application process with many questions can deter candidates, so ensure the tool strikes a balance between thorough assessment and candidate engagement.
The learning curve of the platform is another critical factor; evaluate whether your team has the time and resources to master it. Pay attention to the setup process to ensure your team can configure the platform effectively.
Lastly, assess the user interface for ease of navigation and overall efficiency to provide a smooth experience for all users.
Harver has evolved by continuously enhancing its user experience and expanding its feature set to better meet users' needs. The platform has also improved its automation capabilities, allowing for more customizable workflows that streamline hiring processes and save time.
These ongoing updates demonstrate Harver's commitment to reducing challenges in the recruitment process, making it a more efficient tool for talent acquisition.
Harver is particularly well-suited for organizations with high-volume recruitment needs. It is ideal for companies looking to streamline their hiring processes, reduce turnover, and improve the quality of hires through predictive assessments and automation.
Organizations managing large applicant pools will also benefit from Harver’s ability to efficiently assess and filter candidates.
Harver may not be ideal for organizations with low-volume hiring needs or those seeking a more traditional, manual recruitment process. It is also less suitable for smaller businesses or teams without the resources to fully utilize its features, as the platform has a learning curve and requires time for setup and configuration.
Organizations that require highly personalized, one-on-one candidate interactions may not fully benefit from the platform's automation and standardized assessment processes.
Benefits of Video Interview Software
Benefits of video interviewing software include time and cost savings, enhanced flexibility, and access to a wider talent pool.
- Time-saving and cost efficiency: Pre-recorded or one-way video interviews eliminate the need for initial phone calls, while built-in automation features like schedulers, reminders, candidate interview sharing, and rating guides streamline time-consuming tasks. This efficiency allows you to invest your time and resources more effectively.
- Enhanced flexibility: Whether you're a staffing agency with clients in different time zones or a business hiring remote employees, video interviewing software offers great flexibility. It allows easy scheduling of live interviews to match candidates' availability worldwide. Also, reviewing recorded responses adds even more flexibility.
- Wider talent pool access: Particularly in competitive sectors like tech, video interviews extend your reach. A U.S. tech startup, for example, can evaluate candidates from Europe to Asia and then consider options like relocation or compliant hiring through partnerships with PEO or EOR companies.
Drawbacks of Video Interview Software
Potential drawbacks of video interview software include technical issues, a lack of personal interaction with candidates, and potential bias.
- Technical issues: Technical glitches can be frustrating. And at times, using video interviews can create an uneven playing field for some candidates. Clear instructions, tech support, and alternative communication methods can help prevent these issues.
- Lack of personal interaction: Talking to a camera without immediate feedback can be challenging. Some candidates also miss the chance to ask follow-up questions for better clarity. To add a personal touch, talent acquisition teams often send questions as video recordings and add an intro or outro video rather than just plain text. Another example would be how tech firms integrate video interviews with collaboration sessions and coding assessments for a more comprehensive evaluation.
- Potential bias: While the rise of AI in video interviewing software brings tremendous convenience and the potential to minimize unconscious hiring biases, algorithms can carry biases themselves. Recent guidance from the Equal Opportunity Employment Commission (EEOC) stresses that employers may be accountable for AI biases, even if from third-party vendors. Thus, choosing a vendor that continually monitors machine performance and maintains a human touch is crucial.
How Has Video Interviewing Software Evolved Over Time?
HR tech expert and founder of SelectSoftware Reviews, Phil Strazzulla, first explored this segment back in 2010: “It was immediate to me that you can save a lot of time, and get a much better understanding of candidates via virtual interviews vs. just a resume.”
However, he adds “The problem I ran into was that candidates weren’t quite used to it by that point and they needed to be educated and also reassured that this wasn’t a waste of their time. Now, video interviews are very common.”
HR teams and candidates alike have adopted this new format. We trained ourselves to master virtual communication skills to compensate for the absence of non-verbal cues.
New screening strategies have been developed in certain fields. For instance, video interview software is combined with in-depth pre-employment screening tools and reference checking for nuanced assessments in industries like software engineering and healthcare.
The COVID-19 pandemic created perfect conditions for the widespread adoption of video interview software. Contrary to predictions, video interviews have continued to thrive post-pandemic. They now play a vital role in screening, with a 67% increase in adoption within a year.
Video Interviewing Platforms for Staffing Companies
While we mainly focus this research on in-house, corporate HR and recruiting use cases, the recommended video interview software vendors also serve staffing companies, and for good reason.
These staffing companies can conduct interviews using this technology to gain a deeper understanding of candidates before presenting them to clients. It's like getting a sneak peek before the big show. Been there, done that, and I feel obliged to spill the truth: Clients love the sneak peek thing! (Who doesn’t love it?)
With user access management, staffing agencies can assign appropriate roles to clients, allowing seamless collaboration in the decision-making process and better security, all in one centralized hub. Video interview tech can also be handy staffing firm software to show a more human side of a candidate vs. just a resume and some notes.
Looking for recruitment solutions catered to staffing firms? Check out our staffing agency software buyer guide!
How Much Does Video Interviewing Software Cost?
When it comes to video interview software pricing, there are four key factors to consider:
- The number of seats your company requires
- The number of open roles you have
- The number of interviews conducted per month
- The specific features and integrations you need.
Below are the estimated annual costs of video interview software broken down by business size:
- 1-100 employees: $1,500
- 100-250 employees: $5,000
- 250-500 employees: $10,000
- 500-1000 employees: $25,000
- 1000-5000 employees: $50,000
- 5000+ employees: $125,000.
If you're a small business looking to save some hard-earned cash, our review of the best free video interviewing software might be just what you're looking for.
How to Make the Most of Video Interview Software Demos
We’ve navigated this path with over 30,000 vendors. Here are our go-to's to make demos work for you:
- Know your needs: Create a checklist of essential functions and ask Sales to demonstrate each. This approach has saved us from getting swept away by salespeople's charm and shiny product features. Try it.
- Involve your team: Include key team members in demos. Their participation ensures the software meets the needs of all involved parties.
- Request access to trial versions: Nothing can beat having a chance to test the product firsthand. The little secret: Some vendors offer trials upon request, even if not publicly advertised. Also, with the right pricing negotiation strategy, you can save up to 60% on your HR Tech purchase.
Video Interviewing: The Candidate Experience
After reviewing numerous candidate comments on their poor video interview experiences and employers complaining that video interviews aren't effective, a recurring problem is evident: neglecting the candidate experience.
Companies send job applicants video interview links without providing the necessary context for the entire process and the broader hiring timeline. There are no follow-ups after candidates put in the effort to record the interviews. Did we mention the excessively long and sometimes unnecessary question sets?
Good news: Creating candidate-centered video interviews doesn't have to be complicated if you:
Put yourself in the candidates' shoes
One of the video interview tips we highly recommend is to think about how candidates feel during the interview process. Video interview software can help by providing clear information, customizable messages, and instant follow-ups. It allows you to control the number of questions and answer attempts, and it can offer best-practice guidance for specific roles.
Take time to fully grasp the software's capabilities and design the interview process with candidates' experiences in mind. Your customer support can also lend a good hand in helping you make the most out of the software.
Active listening is equally important
Practicing active listening in your video interviews with candidates helps foster a positive interview atmosphere, which helps candidates feel more comfortable in providing authentic and insightful responses. It can also help discover qualities (problem-solving abilities, communication skills, etc.) that may not be evident on a candidate's resume.
Be cautious with AI
AI has become more common in hiring. From AI applicant tracking systems to AI recruiting software and video interviews, HR teams are increasingly leveraging AI to streamline their work. Yet, as we mentioned earlier in the video interview tech drawbacks section, AI can remove bias; it can also carry it.
It’s hence important to understand how automated screening works. Always double-check the software's logic with human oversight. This ensures you can identify top talent and avoid any compliance issues.
Video Interviewing Software FAQs
What Is Video Interviewing Software?
Video interviewing software is a tool that enables remote interviews for businesses, offering features like video calls, recording/playback, live streaming, video conferencing, and candidate screening. It saves time and human resources by eliminating the need for in-person interviews and providing a convenient and efficient way to identify who the best candidates may be.
What Are the Different Types of Video Interview Software?
There are primarily two types of video interview software: live video interview software and asynchronous video interview software.
- Live video interview software: Live video interview software allows you to have real-time interactions with the candidate, just like you would in a traditional face-to-face interview. This type of software often includes features like screen sharing, virtual whiteboards, and chat functionalities. Some popular examples of live video interview software include VidCruiter and HireVue.
- Asynchronous video interview software: Asynchronous video interview software allows candidates to record their responses to video interview questions at their convenience. The recorded interviews can then be reviewed by HR managers or interview panels at a later time. This type of software offers flexibility and eliminates scheduling conflicts. You've got features like question libraries, time-limited responses, and customizable branding. Examples of asynchronous video interview software include Willo and Hireflix.
Which Type of Video Interview Software Should I Choose?
Live video interview software gives you that real-time interaction, but it requires some coordination in scheduling. On the other hand, asynchronous video interview software offers flexibility and convenience, but you sacrifice that immediate back-and-forth communication.
In this guide, we have included some platforms, such as VidCruiter and Jobma, which offer a combination of both live and asynchronous features so that organizations can tailor their interviewing approach based on their recruitment needs.
Additionally, if you are looking for solutions with AI pre-screening capabilities, myInterview can be a great choice.
How Does Video Interviewing Software Work?
Each type of video interview software works differently. To give you an idea, we have made a comparison table below on how each type of video interviewing platform operates fundamentally.
It also varies depending on particular vendors’ approaches (some provide an inclusive solution that keeps the full interviewing cycle in-house, while others focus on one niche and leverage integrations to extend their product capabilities).
Are There Any Free Video Interviewing Software Platforms?
Yes! Some good free video interview software include:
- Willo has a free tier where you can interview up to 10 people per month.
- Spark Hire lets you use one-way and live interviews, evaluations, and collaboration tools for free in 14 days.
- Hireflix offers a 1-month free trial you can opt for to explore further its one-way video interview tools.
- Breezy’s 30-day free trial with unlimited users (video interviewing features require a subscription upgrade though).
Last Advice on Video Interviewing
We hope we've been a reliable guide in your quest for the best video interviewing software for your team.
But the conversation doesn't have to end here. We’re still here to lend a helping hand if you have more questions or need further assistance in your purchasing process. You pick a time and our HRTech expert will get in touch with you for a 1:1. It’s on the house!
In case you’re looking for more tips on making the most of the video interview software, check out these pieces:
- 60 Common One-Way Video Interview Questions (+ Answers)
- 30 Virtual Interviewing Tips for Hiring Managers
- 219+ Next-Level Interview Questions to Ask Candidates
Got any insights or feedback you'd like to share? We’re all ears! Feel free to drop the editor of this piece, Anh Nguyen, an email or a LinkedIn message.
Till next time!
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