The 12 Best Video Interview Software Platforms of 2025
Our experts test and compare the best video interview platforms based on features, pricing, and use cases to help you choose the right tool for your team.
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Video interview platforms eliminate geographical barriers in the interview process, enabling hiring teams to connect with a significantly larger pool of talent. These solutions can powerfully enhance both recruitment efficiency and candidate experience, but only when paired with the right fit.
We’ve tested more than 80 video interview platforms over the past four years, and Willo, VidCruiter, and Jobma are our top picks among them, but they’re not the only capable options we’ve found. Read on to discover our additional recommendations, informed by our latest assessment results and feedback from industry experts and actual users.
To choose the best video interviewing platforms, we thoroughly evaluated vendors through demos, hands-on testing, user reviews, and expert input. We personally demoed and tested each platform over a multi-week process, simulating real-world use cases, including designing pre-recorded video screenings, conducting live ones, and collaboratively assessing interviewees’ responses. Our team paid particular attention to user flow, integration performance, branding features, and technical support.
- 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.
- 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.
- 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.
- 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.
While all four criteria were important, we placed the most weight on user-friendliness and integration due to their direct impact on day-to-day hiring workflows. Branding and support quality were used as differentiators when platforms were otherwise comparable. For more insight into our vetting and selection process, check out this article on how we choose the best HR software vendors.
VidCruiter
If you’re running 100+ hires a year and want consistency, fairness, and insight baked into your interviews, VidCruiter has few rivals. The platform offers powerful live and prerecorded video interviewing features, along with highly rated customer service and enterprise-grade security, making it a solid option for medium- to high-volume recruitment, both nationally and internationally.
PROS
- Interview Management System supports structured interviews with smart automations, analytics, and ethical AI.
- AI interview notes and candidate summaries reduce administrative workload.
- Smart Scheduling recommends optimal times, syncs calendars, and enables branded candidate self-booking.
- 24/7 live support available for both hiring teams and candidates.
- Supports 8+ languages natively, with fast turnaround for custom requests.
- Enterprise-grade compliance (SOC 2, ISO 27001/17/18) and geo-specific data hosting.
- 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
- Implementation timelines can be lengthy due to customization depth.
- No 2-factor authentication.
- No public pricing or free trial available.
- Can be an overkill for teams with fewer than 100 employees.
- 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 has long been a dependable choice for companies needing both prerecorded and live video interviews, but their latest evolution into a full Interview Management System (IMS) is what got us truly excited.
Beyond simply recording candidate responses, VidCruiter’s IMS now supports structured hiring practices from end to end. We tested its Smart Scheduling tool and were impressed by how well it synced with our calendars and let candidates self-book time slots via branded links. The platform also comes with AI-generated interview notes, which, in our tests, provided editable summaries that saved us from scrambling to jot things down mid-interview.
VidCruiter didn’t skimp on interview quality, either. During a simulated live panel interview, we could see candidate responses in real-time alongside standardized questions and a built-in rating guide. Everyone on the panel, from internal team members and external guest raters, had an easy time scoring, thanks to VidCruiter’s intuitive interface. Plus, all this works straight from a browser, no downloads needed.
Another great moment came when we played around with VidCruiter’s DEI features. We appreciated how the platform nudged interviewers to use structured evaluations and fair scoring frameworks. This is a vendor that takes bias mitigation seriously.
Language support remains a strong suit, as VidCruiter comes ready with eight languages and can deliver more within 48 hours for candidates or four weeks for recruiters. From a compliance standpoint, it ticks all the boxes with SOC 2 Type II, ISO certifications, GDPR, and EEOC adherence.
That said, VidCruiter’s biggest asset—customization—is also what makes it a heavier lift to implement. The platform isn’t built for speed out of the box; it requires collaboration with the vendor to get workflows just right, especially if you want to take full advantage of the IMS. Also, pricing is still undisclosed, and there’s no free trial, so prospective buyers need to go through sales just to get baseline cost info. Lastly, while the AI features are promising, they arrived much later than those of peers such as Jobma and Clovers.
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 video interview software is best suited for medium to large-sized companies that hire at least 100 people annually.
We would determine, with the leader of the department we were hiring in, what basic questions we wanted to ask all qualified candidates, including required questions we had created as an organization. We then had a variety of HR members record themselves asking these questions to put into VidCruiter. We then assigned the interview questions to the proper job postings, and as long as we funneled a list to VidCruiter of the qualified applicants, they would handle inviting those candidates to respond to these questions. We were then able to review the videos on our own time, save them and share them with the leaders, and follow up accordingly. It saved us a lot of time compared to the traditional phone screen method.
The interface for admins was very easy to use, and it was easy to set up new questions and to record ourselves professionally. We also found it easy to overlay our company logos so that the process aligned with our branding. The ability to watch back the interview responses was great, along with their easy-to-use rating scale.
In a previous organization I worked with, we bought VidCruiter because we had an onslaught of recruiting needs that took up a lot of time for our recruiters. We had basic questions we needed all of our applicants to answer, but due to time constraints, we were only able to target maybe 15% of the applicant pool at a time. With VidCruiter, we were able to set up a basic video interview of pre-recorded questions that we could automatically send out to all qualified candidates, without needing to schedule individual interviews with them. The tool was easy to use and to rate candidates on their responses. Plus, it integrated with our ATS, making it easy for applicants to transition to their platform.
Some users had issues with the technology required to complete the video interviews. This caused us to lose out on some candidates because responding to a video interview not only requires some technical acumen, but it is also a little less personal than an actual phone call. The video also had some lag issues with us in the past, both in recording new questions and listening to responses. The design of how to navigate the back end of the website could also use some work.
VidCruiter offers a competitive price, and their ability to integrate with a large number of ATS systems makes them a preferred service in this industry.
Integration is key. The last thing you want for your applicants is to force them to log in to multiple systems, to have to redo any part of their application process, or to feel like their candidacy is not being taken seriously. Find a vendor that can integrate well and gives a positive experience for your candidates.
Not that I'm aware of. The system has been pretty consistent for a while now.
Anyone that is doing a lot of hiring for the same position. This can be for entry-level jobs or for higher-end jobs that have a lot of openings. For us, we used VidCruiter for project management and sales openings, both of which get a large volume of applicants.
VidCruiter is not a great tool for one-off hirings or for companies that have a wide range of requirements for each position.
Jobma
Jobma is multilingual and mobile-friendly, supports both pre-recorded and live video interviews, and even offers coding assessment capabilities. We also love that the vendor continues to push boundaries in talent screening, recently added AI-driven live interviews, candidate voice analysis, and automated resume scoring at no extra cost.
PROS
- One multilingual platform for one-way and live video interviews, coding assessments, and written and audio assessments.
- AI Live Interviews that probe candidates in real-time and provide structured feedback.
- Includes resume relevancy scoring and smart knockout filters.
- Supports voice clarity, pronunciation, and tone analysis for global roles.
- 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.
- No built-in coaching tools for interviewers.
- 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 interviewees' potential unethical actions, including multiple faces and voices, copy-and-paste, and window-switching.
There’s also a transcription tool within Jobma that 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 the Massachusetts Institute of Technology, BBB, Mayo Clinic, Polaris, University of Washington, and West Virginia University.
In terms of pricing, everything (AI tools, assessments, proctoring, live & asynchronous interviews, integrations) is included in a single subscription. Jobma tailors packages based on company size, volume, ATS needs, and support requirements. Small companies get access to the same tools as enterprises but with scaled-down usage and costs.
Best For
Jobma is best for mid-sized and enterprise teams that want customizable AI-powered video interviewing, resume screening, and candidate scoring under one roof, especially across multilingual and high-volume use cases.
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 used Hireflix frequently when managing the recruitment process in Consulting to create unique questions for candidates in one-way interviews. I used it to send email interview invites so that candidates could respond at their convenience.
The tool allowed candidates to record video responses to pre-established interview questions automatically. I reviewed each recorded video, analyzing candidate responses to shortlist them. Hireflix also made it easy to involve my team in joint recruiting decisions, as team members could quickly compare profiles and share updates.
Additionally, I used it to efficiently track interview progress and candidate responses via the dashboard.
I appreciate Hireflix's user-friendly layout, which makes the interview process simpler for both candidates and recruiters. The flexibility and efficiency of one-way video interviews enable teams to assess candidates at their convenience. Hireflix also enhances the candidate experience by offering a more streamlined, accessible process.
My organization purchased Hireflix to assess how effectively it integrates with our hiring procedure and to see if automating preliminary candidate screenings can save time. We needed a tool that could handle high-volume hiring, integrate with current applicant tracking systems, and offer customization options for interview questions, as well as ease of use for both recruiters and candidates. My organization also bought this tool to evaluate its impact on candidate experience and to determine if it promotes inclusive and diverse hiring practices. So far, we have had a positive experience with it.
One downside of Hireflix is that one-way video interviews don’t provide the same opportunity for rapport-building as live interviews. There is a lack of real-time interaction, which can limit engagement. Additionally, it can be challenging for users to evaluate nonverbal cues from recorded responses.
Hireflix stands out from its competitors by providing a seamless one-way video interview experience that minimizes scheduling conflicts, allowing candidates to respond at their convenience.
It offers a user-friendly interface and extensive customization options for interview questions. Compared to other tools, its focus on enhancing candidate experience and accelerating the hiring process makes it my preferred choice.
Buyers should consider how well a product like Hireflix integrates with their current recruitment systems to ensure a smooth workflow. A user-friendly interface can greatly enhance engagement, so evaluating the experience for both recruiters and candidates is essential. Customer service availability, reporting features for tracking candidate progress, and customization options for interview questions are also important. Potential buyers should consider scalability to support future growth and confirm that the solution meets evolving hiring needs.
Hireflix has evolved into a more effective, user-friendly platform by continually enhancing its features and interface based on customer feedback. The addition of customized interview templates and improved analytics tools demonstrates its commitment to meeting the diverse needs of both recruiters and candidates.
Hireflix is especially advantageous for recruiting agencies and businesses with large hiring needs, as it helps expedite interviews and save time. It’s also ideal for companies focused on improving the candidate experience with flexible, on-demand video interview tools.
Hireflix may not be suitable for companies that value in-person communication and personal connection during hiring, as it focuses on one-way video interviews. Smaller enterprises with modest hiring needs may also find it less useful, as simpler and more affordable recruitment options may better fit their requirements.
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.
Applicant tracking and onboarding.
- All in one and easy-to-use ATS
- Seamless integration with other platforms.
- Great customer service.
When I worked for EY, we used it along with Taleo. Avature functioned well as a candidate repository and applicant tracking tool. Personally, the UI could be better (it took too many steps to complete a simple task).
- The UI makes it hard to navigate menu items. It takes too long to complete a simple onboarding.
- The system went down a lot causing delays and disruptions in workflow.
- Avature’s service offerings didn’t wow me like a Workday or SAP SuccessFactors
I didn’t notice much of a difference. The one thing that I really liked was it integrated with Taleo which EY used for onboarding candidates
- Functionality: can it be customized to optimize your workflow?
- Cost-effectiveness: is it worth all the additional bells and whistles?
Avature fits both an everyday recruiter/HR professional and its platform can be utilized by any sized business.
A mom-and-pop shop wouldn’t benefit from Avature.
Willo
Willo’s video interviewing platform has won the hearts of thousands of teams under tight schedules and limited recruitment budgets, and we could see why. It stands out for its easy implementation, highly accessible pricing, and free tier that provides the perfect balance of features needed for effective video interviews.
PROS
- Asynchronous video interviews include branded features, intelligent questions, bulk invites, automated reminders, and ID checks.
- Fast and simple setup, with transparent pricing and a free-forever tier.
- AI-powered transcription with 99.8% accuracy in 30+ languages.
- New AI tools for candidate summaries, personalized feedback emails, follow-up question drafting, and rejection filtering.
- 24/7 customer support across all plans and a public feedback portal for feature requests.
- Multilingual platform supporting 10+ languages; GDPR compliant and ISO 27001 certified.
- 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
- Lacks live video interview capabilities, focusing only on asynchronous workflows.
- Respondents cannot record their screen as part of an answer.
- No dedicated mobile app, which can make reading questions on smaller devices tricky.
- 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
Willo’s video interview platform has steadily evolved since we first tested it. What we especially like about Willo is their focused approach. Rather than trying to do everything at once, the vendor prioritizes enhancing the asynchronous video interview features to serve customers' growing demand better. Since our last review, the team has introduced a suite of new AI-powered features that simplify candidate workflow management for recruiters and hiring managers.
When we tested the latest version, we loved the AI-generated candidate summaries, which quickly produce short, readable profiles, allowing hiring managers to review applicants without having to dig through lengthy responses. Another useful addition was the AI-powered candidate filtering, which can automatically remove candidates who don’t meet criteria, such as timezone requirements or those who skip required questions. The system can even help draft follow-up questions for live interviews, which we found surprisingly well-tuned and context-aware.
Willo’s core strengths remain intact: it’s fast to set up, offers multilingual support, provides a clear and transparent pricing model (including generous discounts for nonprofits and education), and is constantly evolving based on user feedback. The platform now boasts over 22 native ATS integrations and more than 6,000 connections through Zapier, covering a wide range of recruiting ecosystems.
All that said, Willo still has some trade-offs. One issue is that the platform doesn’t support live video interviews, and respondents can’t share their screens, which may be a concern for technical hiring workflows. There’s also no mobile app (just a mobile-optimized site), which can make mobile use less fluid. However, given the pace of improvements, including new integrations and transcription features, we wouldn’t be surprised to see the vendor close those feature gaps by our next review update round.
Some of Willo’s customers include Nestlé, Autodesk, and Etihad Airways.
Willo offers tiered pricing starting with a Free Forever plan (1 job, 10 responses/month). Paid plans are Growth ($249/month, 5 jobs), Scale ($399/month, 10 jobs), and custom-priced Enterprise. API Access Plans start at $180/month (annually billed). Discounts include a 7-day free trial, 50% off for nonprofits, and prepayment savings.
Best For
Willo’s scalability makes it a good fit for independent recruiters, startups, and even bigger teams with high-standard asynchronous video interview requirements. Its discount programs also make the tool a worthwhile deal for nonprofits.
Willo for us has predominantly been used across our early careers hiring, in particular graduate recruitment. It enables us to screen higher volume candidates much quicker than on 121 phone screens, and with a lean team and hiring for grads starting when we're in peak, it has been a huge time saver whilst ensuring consistency in the process.
- Easy to use.
- Personalised so well received by candidates.
- Great support from the Willo team when needed.
We've used Willo now for about 3.5 years, it was brought in just before I joined the company but not fully utilised. When I joined we did a review of our tools and I found Willo to be a fantastic tool for us, mainly used for our early careers recruitment where we receive a high volume of applications and with a lean team, enabled us to screen so much faster, whilst offering candidates flexibility on when in the day/night they completed it.
No real cons at this time.
I've not had reason to look beyond Willo based on cost and the benefits of the product itself.
Think about how you are going to use it and the impact on candidates. And also if it integrates or not with your other tools (like your ATS). There are so many great products out there, but it's about finding those that meet your needs, not just what some people hype. All our challenges are different so find the tool that compliments what you're trying to achieve.
We're in retail and use it for our early career recruitment, albeit we could certainly explore use in other high-volume roles. I think it's hard to say who would suit, as everyone's needs are different.
When bringing in products to your TA workflow, research what you need and find those products that suit you well. Not every product will be right for everyone.
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.
I used Sparkhire for roles commonly hired by us or for roles with large volume requests. For example, if I needed to find seven React developers within a three-week timespan, I would use Sparkhire to help me quickly screen candidates to either move forward to the next process or screen them out. For roles with consistent hiring needs, Sparkhire made it easy to hire more candidates faster. It also helped with entry-level roles where many applicants applied, as this allowed me to quickly screen the candidates. Thus, the tool was most helpful for me during the recruiter screening step.
It made recruiter screenings much easier and faster. I could review candidates in less time. Candidates could complete their interviews by a specific deadline, so I didn't need to align my schedule with theirs to conduct the recruiter screening.
We used Sparkhire to help make interviewing smoother and easier for our small but efficient recruiting team. It streamlined the process by saving a lot of time during the recruiter screening process with the one-way candidate interviews. This allowed us to funnel more candidates into our process and quickly screen them in or out, as most roles had a quick turnaround time of about 20-30 days. It helped me free up my time to move candidates through the interview process, source more candidates, focus on new hire onboarding, etc. I used this for about 3-4 months.
I didn't appreciate the lack of identity anonymity since they were video interviews; we had to train hiring managers about hiring biases. I couldn't ask follow-up questions or give feedback in real time to the candidate. The hiring team's access to the interviews was limited.
Sparkhire is excellent for high-volume or entry-level roles with a quick turnaround time. However, it dampens the candidate experience since candidates and recruiters aren't able to ask follow-up questions.
They should consider how often they have high-volume or entry-level roles where interacting with candidates may not be the best use of their recruiters' time. They should also consider how often they encounter roles with a quick turnaround time, as this tool would help speed up the process.
It's adapted to the rise of remote working roles, making the use of such a tool as Sparkhire useful.
Sparkhire would be good for a recruiting consulting firm or any consulting firm that often wins contracts with a certain number of roles needing to be filled.
Sparkhire would not be good for niche organizations like a design agency where it's best to chat with candidates about their portfolios, past projects, and workflows.
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.
Our team utilizes the platform extensively throughout our recruitment process. We typically use HireVue for initial candidate screenings, which involves sending a set of predefined interview questions to applicants. These questions are designed to assess their qualifications, skills, and compatibility with our organization's values and culture.
Once candidates submit their video responses, we review and evaluate them collaboratively, using HireVue's rating and feedback features to streamline the assessment process. The platform allows us to standardize our evaluation criteria, ensuring a fair and consistent review of all candidates.
Streamlining our initial candidate screenings has been invaluable. This efficiency has significantly reduced the time it takes to move candidates through the interview process, allowing us to make quicker hiring decisions.
Moreover, the AI-driven insights and analytics provided by HireVue have improved our ability to identify top candidates. This has enhanced our overall hiring outcomes and ensured a more data-informed decision-making process.
Lastly, the flexibility of the video interview format benefits candidates by allowing them to showcase their skills in a more relaxed environment but also enhances our ability to assess their qualifications and cultural fit more effectively.
My organization decided to invest in HireVue two years ago to address several key challenges we were facing in our recruitment process. One of the primary pain points we wanted to solve was the inefficiency and time-consuming nature of our traditional interview process. We were receiving a high volume of applications, and it was becoming increasingly difficult to schedule and conduct in-person interviews for all the candidates. This was causing delays in our hiring timelines and also put a strain on our HR team's resources.
The video interview format can feel impersonal, and candidates may miss in-person interaction. Secondly, there have been occasional technical glitches during video interviews that can disrupt the candidate experience. Lastly, I'd like to tailor assessments more closely to our specific job roles and company culture.
While I have not used many other virtual interview tools, HireVue's combination of advanced analytics, video interview scheduling flexibility, and ease of use set it apart for initial candidate screenings.
When purchasing HireVue, tailor your choice so it aligns with your organization's specific needs and goals. Consider the change in efficiency, data capture, candidate experience, and ease of use when making this decision.
While the platform has not changed much since we first enrolled, it has improved its interface and navigation to become more user-friendly.
I understand it has begun offering virtual job fairs and virtual assessment centers, but we have not taken advantage of those features.
High-volume, entry-level, office positions are great for HireVue. It is much more efficient than filling up your schedule with interviews that likely won't lead to a hire.
Executive search firms, headhunters for positions that require licensure or extensive education. Most of these will require in-person or virtual interviews to be the most effective.
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.
MyInterview is a webcam-based interview service. You can preload interview questions for potential new employees. You can also create customized videos, such as thank-you messages for applying or informational videos about the company. These features save a significant amount of time! The candidate records their answers to the questions your company has selected.
- I love that you can personalize MyInterview.
- It truly reduces hiring time.
- It gives a personalized feeling to the candidate.
- Candidates can choose when to answer the interview questions at a time that works for them!
At the time, the organization had used MyInterview for about 3+ years. We needed to urgently find a way to become more efficient and better manage our potential candidates. We were struggling to organize who had been contacted. MyInterview made it very easy to set up and coordinate interviews throughout the organization. We could easily see who had been contacted and track their progress in the hiring process.
- MyInterview could use more integrations.
- It could offer more features for the cost of the service.
- It would benefit from more prompts to make interviewees feel at ease and less stressed.
I love that MyInterview is customizable and creates a welcoming feeling for candidates applying to the company.
Consider the level of candidates you will be sending interviews to. This tool may not work for every position. For example, some multi-part questions can confuse candidates, as they may forget all the parts that were asked.
It has added more functions and the ability for candidates to retake a video if they make a mistake.
Organizations with multiple recruitment needs.
Organizations with low recruitment needs or those that do not require candidates with an educational background.
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.
- 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.
- 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.
- Customizable visual elements include adjustable interview layouts, 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. We loved the feedback feature, which enabled 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 has three pricing plans: Single Hire (895€/position), Easy (starting at 300€/month), and Enterprise (custom). A free trial is no longer available.
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 the work 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.
- The 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
- The initial learning curve is especially challenging 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.
Though the platform rolls out product updates nearly every quarter to improve its features, it seems like most of the effort is focused on assessment tools. From what we've seen, the latest update for the prerecorded video interview features (option for response retakes and uploading a welcoming video) was around mid-2024.
Harver also doesn’t have the best user-friendly 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 EEOC guidance 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 talent assessment tools and reference checking for nuanced screening 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.
As we continue to track this space, we’re seeing more tools enter the market, particularly those aiming to add more intelligence and automation to the video interview process. BrightHire, for instance, focuses on capturing structured insights during interviews to support consistency across hiring teams. Metaview takes a narrower approach, centering on real-time, AI-generated interview notes. These new entrants reflect a broader trend: video interviewing software is starting to incorporate more AI features to support deeper candidate evaluations and collaborative recruitment.
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 is 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 the best candidates.
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 includes:
- Willo offers a free tier, allowing you to interview up to 10 people per month.
- Spark Hire lets you use one-way and live interviews, evaluations, and collaboration tools for free for 14 days.
- Hireflix offers a 1-month free trial you can opt for to explore its one-way video interview tools.
- Jobma offers a 14-day free trial as long as you have had a meeting with their sales team.
Last Advice on Video Interviewing
We hope we've been a reliable guide in your quest for the best platform for online interviewing.
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 HR Tech 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!
About the Author
About Us
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