The 13 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 enhance both recruitment efficiency and candidate experience, but only when paired with the right fit.
We’ve tested more than 80 video interview platforms in 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 explore our other recommendations, based on 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, personal 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.
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.
We use it every day. We've put the Willo interview link in our automated thank you emails that go out to all our applicants. That way everyone gets the chance to record their interviews. We also send the interview links to applicants via text & email blast.
It speeds up the hiring process, minimizes ghosting and reviewing video interviews as opposed to resumes has proven to yield better hires.
We wanted to speed up the hiring process, give our applicants additional options/ways to interview and minimize the amount of ghosting that happened when scheduling interviews. It has helped in all 3 areas and we've been using it now for about 7 months.
The publishing section where Willo interviews are shared was not built well initially but they have since fixed it.
Easy of use, simplicity and customer service is great
Who you are recruiting for; what your main challenges are in your hiring process; do you have a recruiting problem or a retention problem?
They have fixed some bugs and made some updates.
Any and all.
I can't think of one.
VidCruiter
VidCruiter has powerful live and prerecorded video interviewing features, plus highly-rated customer service and enterprise-grade security, making it a solid option for medium-to-high-volume recruitment, nationally and internationally.
PROS
- VidCruiter is a highly customizable video interviewing platform that can follow any workflow.
- Robust, pre-recorded, live, and panel interviews with structured rating guides embedded in the platform.
- Works on all devices directly in the browsers.
- Live agent support for candidates and hiring managers, 24/7.
- Supports English, French, German, Spanish, Portuguese, Italian, Chinese, and Korean. Requested languages can be added within 48 hours for applicants and 4 weeks for recruiters.
- ISO 27001, ISO 27017, ISO 27018, and SOC2 Type2 certified; PIPEDA, CCPA, VPAT, EEOC, OFCCP, TX-RAMP, and GDPR compliant. Data is stored in multiple data centers across user-selected geographic zones: Canada, USA, Europe, UK, and Australia.
- Scalable and customizable — users pay for what they need and can purchase more features as they grow.
- Robust pre-recorded and live video interviewing with advanced automation.
- Browser-based, so it works across devices without installing apps.
- Available for recruiters in eight languages and supports job seekers in dozens more.
- 24/7 live agent support, assigned account manager, and on-demand training.
CONS
- Longer implementation times due to the nature of the options with the products.
- No free or trial version.
- Undisclosed pricing.
- Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- No free or trial version.
- Undisclosed pricing.
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VidCruiter is one of the pioneers in the video interview space. It gives users the flexibility to choose between pre-recorded and live video interviews, both, or even combine them with other VidCruiter’s offerings (ATS, Scheduler, Reference Checking) for an end-to-end hiring solution.
What impressed us most about VidCruiter is its commitment to enterprise-grade security, with certifications and compliance that ensure data protection in multiple geographic zones. We also appreciate its multi-language support. With availability in 8 languages, it goes the extra mile by providing requested languages within 48 hours for applicants and 4 weeks for recruiters.
VidCruiter's interface provides real-time candidate display, standardized questions, and rating guide, making things easier for interviewers to assess candidates during live interviews. It also incorporates frameworks for diversity, equity, and inclusion to mitigate bias. Plus, the option to invite guest raters adds an extra layer of collaboration to the interview process.
Another plus is VidCruiter’s customer support. The availability of a 24/7 live agent, email support, and a dedicated account manager truly sets the software apart. There is also on-demand tech assistance and a testing page for candidates to ensure a seamless interview experience.
However, implementation can take time, owing to the customization levels customers require. While you can treat VidCruiter like a plug-and-play tool (having no requirements for custom workflows), it isn’t recommended if you want to derive the best value from the software. Additionally, VidCruiter's pricing is more tailored to the higher-end market. Lastly, VidCruiter is a paid product without a free trial option.
100,000+ customers, including Lowe’s, Lionsgate, Samsung, Bears, US Foods, and United Nations.
VidCruiter pricing depends on the hiring volumes, so it’s best to contact the vendor directly for a quote.
Best For
VidCruiter's flexibility and comprehensive approach to interview processes make it a go-to option for medium to large-sized companies that hire at least 100 people per year. The platform also works well for both US-based and global enterprises.
Our team uses the software for both live and pre-recorded interviews with candidates. For the most part, we use the pre-recorded function with candidates, allowing them to record themselves answering questions that we have predetermined for their interview. Following their interview, our team spends one day a week, going through all of the applicants that had recorded an interview to be able to quickly make decisions on who we would advance to the next round.
Additionally, within the system, we leveraged a custom rating scale to provide a consistent experience when reading candidates. This really helped our team when considering applicants and measuring them all against the same criteria.
1. Overall, the ability to offer both live and recorded interviews.
2. The cost of the offering was very reasonable compared to its competitors.
3. The customer service you are able to receive from them when needed on demand is wonderful. They’re very responsive usually within a matter of just a couple of minutes.
My organization was looking for a way to screen applicants for an initial interview in an effective and efficient manner. Knowing that, we started exploring options for video interviewing both pre-recorded and live.
Through our research, we identified VidCruiter as an option and ultimately was the one that we implemented. We added their software during the pandemic and have used it since. It’s been a great help, and really reduced our screening times through recorded interviews as we have been doing a large amount of hiring.
1. The company is based out of the country, which was not a preference of our organization for security and compliance reasons.
2. Overall, the functionality of the system, as a whole, was a bit more limited than some of its competitor's offerings.
3. The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.
Overall, their offering is reasonably priced software that can be used to accomplish the goal of conducting live or recorded interviews with candidates.
Many of the other offerings were much more expensive than what we were able to pay. It’s easy to use and the responsiveness of the customer service team is exactly what we needed. Some of the alternatives had much longer wait times in comparison, which we didn’t want to deal with.
It allows us to accomplish exactly what we need without paying a high price and without making our process super complicated for candidates, which we appreciate.
Overall, really determine at the start what you need a software for to help your process. If you are only needing it for basic functions, like conducting a live or recorded interview with candidates, you may find that there are some vendors that offer functionality way beyond that, which may be more than you need.
As a result, this means the price tag of those offerings could be significantly higher, more than you can justify, or are willing to pay. Once you’ve identified what you need and can pay, it really helps narrow down the list of vendors that you can move forward with.
One of the biggest improvements our organization has experienced in working with them is that they built integrations with other systems that now make our process really smooth.
For example, we utilize Workday for our HRIS and their software integrates smoothly. This wasn’t something we had at the beginning of our experience as a customer, but now have it and it’s really helped become a seamless transition from one software to the next.
Great for an organization that doesn’t need all the bells and whistles, but that needs an offering that can do basic functionality like live and recorded interviews with candidates. So ideally, the best fit would be for a small or medium size organization.
If you are a large organization, you likely want more personalized branding, a modern look and feel, and a more robust offering than what they can offer.
Very large organizations that want robust functionality, customization, and all the bells and whistles of a product offering. Their product has all the standard functionality that you may want out of an offering, but it is pretty foundational rather than an offering that goes over and above what you would normally need.
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 daily to pre-screen potential candidates for technical roles that had a high volume of applicants. It allowed me to initiate communication with candidates I wanted to advance to the phone screen stage. It also helped me source candidates who were a good fit for specific roles. Additionally, it provided applicants with clear expectations regarding the skills and knowledge required to succeed in the role. Finally, it gave me insight into candidates' personalities and communication skills, allowing me to determine if they would be a good fit within the organization’s culture.
The first advantage of Hireflix is the ability to pre-screen candidates before inviting them to a phone screen.
Second, it helped me identify which candidates were genuinely interested in the role, as they were the ones who completed the Hireflix videos.
Third, it allowed me to engage with candidates in a more personable way because I could humanize them before speaking with them.
The organization that purchased Hireflix did so to automate as much of the recruiting process as possible. Hireflix helps save time screening candidates to assess their qualifications, communication style, skills, and personality fit for roles that need to be filled. The roles they were hiring for were technical positions requiring very specific knowledge and skills. It also allowed us to track candidates who had or had not completed the screening video and automatically notify those who had not. I personally used it for two months while working for the client.
One downside of Hireflix is that it doesn’t allow automatic reminders for candidates who did not complete their videos. Additionally, the system doesn’t detect incomplete videos, so I sometimes received videos where candidates were just staring at the screen without saying anything. Lastly, Hireflix doesn’t automatically archive invitations for candidates who hadn’t completed their videos or older videos that have already been viewed and saved.
Hireflix is the first automated video screening platform I’ve used as a recruiter, so I don’t have any direct comparisons to other tools.
When purchasing a tool like Hireflix, I recommend considering the comfort level of candidates completing a video interview. Since this technology is relatively new, not everyone will be comfortable with or understand how to use the platform, so it’s helpful to mention in the job posting that this platform will be utilized.
While I used Hireflix, there were no changes or updates made to the platform.
Organizations with a high volume of applicants would benefit from tools like Hireflix, as it saves time and effort in the sourcing and screening process. Additionally, organizations without a recruiter could use it to help filter through candidates who may or may not be a good fit. For tech-savvy users, Hireflix would be highly beneficial because they would be able to maximize its potential.
Hireflix wouldn’t be suitable for users who struggle with new technology, as the tool requires manual input for information and settings, which could prevent them from using it to its fullest potential. I also wouldn’t recommend it for organizations with only a few roles to fill, as the cost might outweigh the benefits.
Clovers
Despite being a newcomer in the video interview space, Clovers has built out quite a promising solution for intelligent and structured hiring. The AI note-taking, dedicated training and support, and new research-backed DEI features like inclusive job posts and redacted resume reviews make them stand out in a crowded market.
PROS
- Offers both one-way and live video interviews, available individually or as a bundle.
- One-way video interviews include unlimited jobs, pre-recorded interviews, intro/outro videos, replay, playback speed, and transcriptions.
- Live interviews feature a searchable candidate database, blinded evaluator ratings, and analytics for interviewer coaching.
- Candidate support includes a help and support page, rehearsing, retakes, chatbot assistance, and interview guides.
- Native library of 1,000 I/O-certified questions organized by role.
- Internal and external sharing, commenting, ratings, and in-line tagging for collaborative assessments.
- AI automates note-taking and sentiment analysis to create concise candidate highlight videos.
- Mobile-optimized with no need for mobile app downloads.
- Expands DEI&B offerings with the acquisition of TalVista.
- Dedicated support (Slack, chat, email, and phone) and training for video interview bundles.
- SOC 2 Type II and GDPR compliant.
CONS
- Candidates must sign up to access the help & support page.
- Limited question types (video, audio, text) with no multiple-choice, file-uploading, or intelligent responses based on applicants' answers.
- While Clovers' bank of questions is included in their video interview bundles, Structured Interview Guides require a separate purchase.
- Candidates can't see the number of takes allowed per question. No option to gather their feedback or ratings after one-way video interviews either.
- Compatible with Zoom and Microsoft Teams, but not yet with Google Meet.
- No native interview scheduling tool.
- English is the only language supported.
- No free plan or free trial. Annual subscriptions required.
Clovers set themselves apart with a strong focus on advancing their hiring intelligence offerings. Alongside video interview tools, you'll find Job Description Optimization and Resume Redaction Review. This is achieved through their acquisition of TalVista, a diversity recruiting tool, and ongoing collaborations with established social psychologists.
Clovers provides flexibility in how you can access their services. You can opt for individual one-way or live video interviews, or bundle them together. Their one-way interviews include unlimited jobs, intro/outro videos, replay, playback speed controls, and transcriptions. The live interview bundle comes with a searchable candidate database, blinded evaluator ratings, and analytics for interviewer coaching.
For structured hiring, Clovers provides 1,000 I/O-certified role-based questions and collaborative features like ratings, in-line tagging, plus AI note-taking for a streamlined assessment process.
This platform doesn't leave you hanging when it comes to support. They offer various means of assistance, including Slack, chat, email, and phone support, along with dedicated training. Clovers also ensures candidates are well-supported with a mobile-optimized interface and various help options, including a support page, rehearsal, chatbot, and online guides.
However, it's a bummer that candidates need to sign up to access the support page. Additionally, the interview interface lacks information on allowed response takes per question and doesn't support candidate feedback options post-interview.
As recruiters who craft one-way video interviews, you may find the lack of question types limiting, as Clovers only supports video, audio, and text questions. They neither offer free trials nor a native scheduling tool, and Structured Interview Guides are available as a separate purchase. While the platform is compatible with Zoom and Microsoft Teams, there is currently no support for Google Meet.
Thanks to their flexible pricing structures, Clovers have served organizations, big and small. Notable names include Afni, Comparably, Community Choice Credit Union, Raytheon, and Walgreens.
Clovers pricing starts at $5,000 with an annual subscription requirement. They offer five products that can be purchased individually or bundled: Job Description Optimization, Resume Redaction Review, Structured Interview Guides, One-way Video Interview Screen, and Live Video Interview Intelligence. They also have a custom plan for enterprises named Clovers Enterprise Plus.
Best For
Clovers is best for midsized organizations and enterprises in the U.S., Canada, and Europe, looking to enhance DEI hiring strategies and/or improve visibility and structure in their recruitment process.
We use Clovers for all our hiring needs. The job postings utilize gender-neutral words, which encourage diversity hires. The resume review feature with redacted info helps us avoid bias. The one-way video with transcription and playback allows us to get to know candidates on our own time. The two-way video feature is essential for interviewing non-local candidates, saving time and money on travel and hotel expenses. The interview guide builder helps us ask the right questions of each candidate.
- The thoughtful design of each process, putting the candidate first.
- Allowing recruiters or hiring managers to review candidates without information that could create bias, leading to more defensible hiring decisions.
- The system benefits the candidate, recruiter, and hiring manager.
Our candidate experiences were varied, with some being great and others not. Clovers helped standardize and improve each candidate's experience. Our diversity numbers were low, and we hadn't focused on this area before. Clovers uses gender-neutral verbiage in job postings, encouraging inclusion from the start. It also helped remove biases that crept into the process, as it redacted information that could lead to biased decision-making, such as names, locations, and school names. Using Clovers, we made hiring decisions based on data and evidence rather than gut feelings or known connections. We've used Clovers for one year, and it has truly prioritized people in our hiring process.
- It can be expensive for small companies with few annual hires.
- Each module can be configured and added later, but each module also costs more money.
- There are many integrations available, but not all are as smooth as I would have liked.
I have not seen another tool that prioritizes fairness as much as Clovers. It allows hiring decisions to be made based on data presented, ensuring each candidate is evaluated as objectively as possible.
Prioritize what your company thinks is most important and start with that module. Listen to the coaches provided, as they have experience with implementations in all sizes and industries. Take advantage of everything offered in the plan you purchase.
The auto note-taker during interviews is a game changer. The transcription feature on video interviews is also great. These features significantly improve the hiring process.
Small to medium-sized companies will benefit most. Larger companies that commit to non-biased hiring practices would also find Clovers beneficial.
A very small startup may not find Clovers a good fit.
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.
The recruitment team uses Avature daily to manage various workflows within talent acquisition. The Applicant Tracking System supports end-to-end recruitment processes, including requisition creation, approvals, candidate screening, shortlisting, and communication.
Avature also enables building a candidate database through its talent community, where potential hires can apply independently or be referred by employees. Integration with other HR systems helps manage onboarding workflows, ensuring an excellent day-one experience for new hires.
Additionally, Avature’s reporting features are extensively used to track key recruitment metrics such as fill rate, declines, and requisition age.
- Avature improved our recruitment workflows and increased efficiency through automation.
- It significantly enhanced the hiring manager experience, simplifying requisition creation, tracking, approvals, and engagement with recruiters.
- The platform offers extensive customization options to fit the needs of any business.
My organization sought an end-to-end solution to streamline workflows, including sourcing, applicant tracking, career websites, employee referrals, internal mobility, and onboarding. The goal was to improve the candidate and hiring manager experience significantly while enhancing the efficiency of recruitment processes.
After evaluating the market, we chose Avature because of its robust platform and ability to customize features to meet our needs. Its suite of solutions allowed us to upgrade talent acquisition and engagement processes, such as building a talent community and driving internal mobility.
Avature’s seamless integration with other HR systems was another key factor in our decision. We have used it for over three years.
- The custom report builder is limited in capabilities, and the dashboard views are not user-friendly.
- The team experienced a steep learning curve, and it took a long time to establish workflows and processes.
- There is limited training material available, which hindered onboarding and adoption.
Avature stands out for its high level of customization, allowing organizations to tailor the platform to their unique needs. Its strengths in applicant tracking and talent management make it a preferred choice for companies seeking enhancements in these areas and scalability.
However, it has room for improvement, particularly in custom reporting, which lacks advanced features offered by competitors. The steep learning curve and limited training resources are also drawbacks compared to similar tools.
Assess your recruitment team’s comfort level with adopting new technology, as Avature requires significant time for implementation and process setup. Consider your reporting needs, as its custom reporting features are limited. Additionally, ensure your organization has the resources to invest in training and system adoption to maximize its potential.
Avature has introduced enhancements in talent management areas such as onboarding and internal mobility. They actively incorporate customer feedback into platform updates, showing a commitment to continuous improvement.
Avature is ideal for organizations with at least 10 recruiters that need robust recruitment workflows and extensive customization options.
Avature is not well-suited for very small organizations or extremely large enterprises, as the platform’s features may not align with their scale or complexity.
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.
Depending on the number of current roles, the use could vary; however, the system was accessed daily, every business day. It is mandatory for any recruiter to log into each day and is the source of truth in recruitment processes. The main workflows I used include tailoring the questions to the current recruitment demands and roles, screening candidates, communicating shortlists to hiring managers, and selecting onboarding processes.
SparkHire was the system of choice because it had great reviews, not just from the client side but also the candidate side, which is crucial as it is the first point of contact for someone wanting to work for us. After considering other options for our organization at that point in time, it was considered good value for money, with easy integration into our current systems and good customer service.
SparkHire enabled us to ease the pain of bulk recruitment for major civil infrastructure projects around the world in real time, addressing issues caused by time differences. The time differences between countries meant some talent sources were doing online interviews at 3 a.m., leading to bad practice, recruiter turnover, and a lengthy turnaround from advertising to start date. Personally, I have had experience with SparkHire for over two years now. The key benefits of SparkHire include its ability to streamline the interview process, reduce the time and cost of hiring, and improve the overall candidate experience.
SparkHire is a great system, but it's not a one-size-fits-all solution. The business also needs to retain traditional interviewing and sourcing methods for some roles. Assuming it works for all applicants can be risky. I would not use video screening for very senior roles at the risk of losing applicants. The lack of human contact in screening can cost you some fantastic candidates.
SparkHire stands out with its quick turnaround, streamlined approval process, and the ability for multiple staff to view interview results simultaneously. It provides a more efficient and collaborative approach compared to similar tools.
The first key buying criterion, depending on organizational hierarchy, is the ability to manage campaigns for bulk recruitment and reduce time in doing so. If you have a project that requires sourcing a large number of staff at once, SparkHire can reduce your time and costs dramatically. It also positively impacts the success rate of interviews and candidate placements.
They listen to user ideas and respond accordingly, making improvements based on feedback.
SparkHire is suited to any size business.
I can't think of any at this time, if any, small start-ups that want to have more human involvement in the recruitment process and that do not have high-volume campaigns.
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.
When used effectively, HireVue can help create a more comprehensive candidate profile before they enter the interview process. As part of recruiting, HireVue was used daily to screen and assess candidate competencies before advancing them to the interview stage. Workflows included various stages of the transition from sourcing to interviewing.
The tool also helped integrate multiple recruiting processes, allowing the team to focus on refining interview question design.
- HireVue can create a comprehensive candidate profile far beyond what a resume can offer before a recruiter schedules an interview.
- It offers significant customization options to tailor the interview experience.
- The tool provides consistency, control, and structure in the screening process to help reduce bias in hiring.
I have extensive, multi-faceted experience with HireVue. I have used HireVue as an interviewee, a consultant, and an administrator for approximately four to five years. The key challenge HireVue addresses is straightforward: candidate screening.
HireVue provides a solution that allows candidates to record and answer preliminary interview questions—often in video format—to streamline the recruiting process. At the time, my organization faced high turnover and needed to optimize the recruiting pipeline. Clients often have similar concerns.
- HireVue can be extremely expensive.
- The interface could be improved, especially given the price.
- More advanced administrative features for analytics and unique recruiting needs would be beneficial.
HireVue was one of the first platforms to focus on video screening and has established a strong reputation in this niche. AI-driven competitors such as Modern Hire, Spark Hire, and VidCruiter are emerging with advanced profiling capabilities, integrating non-video assessments and modern interfaces. It's difficult to predict which will lead the market.
HireVue takes a more measured approach, likely due to concerns about AI-driven bias in recruiting. While I appreciate the advanced features offered by new AI screening tools, I worry that recruiters might rely too heavily on them instead of using them as a supporting tool. This concern makes HireVue's approach appealing.
- Determine your budget and expected ROI for an automated video screening tool.
- Assess the volume, frequency, and complexity of your recruiting needs.
- Consider how you want to manage the candidate experience throughout the hiring process.
HireVue has been somewhat slow to evolve over time. However, this might not necessarily be a drawback, as the platform remains focused on its core features. There is still room for improvement in terms of interface customization and feature enhancements.
Large organizations with high recruiting volumes, particularly those dealing with high turnover, seasonal hiring, or blue-collar workers.
Small to mid-sized organizations that prioritize a more personalized recruiting experience, hire infrequently, or do not see a clear return on investment from automated video screening.
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.
I create a job listing, set the knock-out questions, and request a video response for one of the questions. I can then review the candidate and their video at my convenience. This allows me to assess how the candidate speaks about their experience and their passion for the role. Candidates often appear almost immediately after the job is created, which is helpful. Having everything in one place, rather than switching between different tools, makes reviewing candidates, screening videos, and making decisions more efficient.
- I like having multiple steps of the process in one tool.
- Being able to review a candidate and see their answers to important questions upfront saves a lot of time.
- The video feature helps me see and hear a candidate answer a job-specific question, which is invaluable.
We initially used the monthly version of MyInterview to evaluate its effectiveness. Our goal was to streamline our cumbersome interview process. This tool allowed candidates to answer questions and provide a video at the time of application. We needed a quicker turnaround for candidates interested in our urgent job openings, and MyInterview populated the job listings as soon as they were created. The monthly option was beneficial as we were experiencing growth and were uncertain about our future needs.
- MyInterview has poor customer support, making it frustrating to get information or help.
- The pricing structure no longer includes monthly plans, only annual ones, which are expensive for what you get.
- The available plans only support up to 20 users and 20 job postings, which is insufficient for growing companies.
- The pricing information sent to me was formatted incorrectly, cutting off the last column.
The candidate experience on MyInterview is not as good as other tools. Their customer service needs significant improvement, as inadequate support negates the service's value. However, the setup and collaboration on MyInterview were straightforward for all involved, including recruiting, HR, and hiring managers.
Consider your need for immediate candidates. If you have anxious clients or hiring managers, this tool is beneficial. Evaluate how quickly you need to be up and running, as MyInterview is easy to set up and use. However, if you have urgent customer service needs, this tool might be a headache.
MyInterview no longer offers monthly plans, only annual ones. This change is significant for smaller companies, which may find it challenging to pay the annual fee upfront. Additionally, larger companies might struggle with the limitations of only 20 job postings and 20 users.
Medium-sized companies without urgent requirements or deliverables, and those with an IT department to provide support before reaching out to MyInterview's customer service can get the most out of this tool.
Very small companies may find the pricing structure prohibitive and the need for customer support a hindrance to business operations. Very large companies might find MyInterview's slowness and limitations on the number of jobs and users difficult to work around.
interviewstream
interviewstream has both live and on-demand interviews, customizable branding, AI question suggestions, and multilingual support. You can give candidates a second chance to re-attempt specific questions and invite internal and external raters to assess interviews while feeling reassured candidates get well-prepared with pre-interview tests and recording practices.
PROS
- Option to grant candidates the opportunity to reattempt specific questions in an on-demand interview.
- Accessibility of interviews to evaluators internally and externally.
- Branded tools for customization. Personalizable video interview format with automated interview schedule email templates and SMS text capabilities.
- Library of 1,500 interview questions with advanced tagging and sorting.
- AI tools suggest relevant questions, job descriptions, and invitation email templates.
- Pre-interview hardware test and practice recording section for candidates.
- Support available through articles, courses, phone, tickets, and assigned account managers.
- Language support for English, French, German, Polish, Portuguese, Russian, Chinese, and Spanish.
- 2FA, ISO 27002, and SOC2 Type 2 certified and GDPR compliant.
CONS
- Lack of information about offerings and absence of free trial or free version.
- Customer service could be more proactive.
- Calendar needs frequent refreshing for real-time scheduling.
- Mobile app for iOS hasn’t been updated since 2021 and still uses the old brand name (RIVS), while the Android app receives poor ratings for log-in issues and bugs.
- Limited to 8 ATS integrations or an OpenAPI option.
- Screen sharing in live interviews requires a plugin download.
interviewstream offers both on-demand and live interviews, and the former is particularly popular for education purposes. Educators can use it to help students excel in job interviews and soft skills and seek feedback. However, what truly caught our attention was the option to let candidates reattempt specific questions — something not commonly found on other video interview platforms.
The live video interviewing feature isn’t bad at all. It provides intuitive options such as sharing interviews with multiple stakeholders, commenting on videos, and rating candidates. The only downside is that sharing the screen requires a plugin download, which can be a bit of a hassle.
For employers, interviewstream offers 1,500 interview questions and evaluation guides, plus AI tools to suggest how to help hiring managers stay productive. Branding features are also well taken care of, with options to customize logos, font, and page color, to name a few.
Candidates are not left behind, as interviewstream offers support via a pre-interview hardware test to ensure tech readiness. Moreover, the platform includes a practice recording section that guides candidates through the interview process.
Unfortunately, interviewstream falls short in integration capabilities (8 native ATS integrations). We also don’t like that interviewees need to download a mobile app to take interviews on phones. Not to mention, the app has received mixed reviews: The iOS app hasn't been updated since 2021 and still carries the old brand name (RIVS) while the Android app suffers from frequent login issues and bugs.
900+ organizations, including Harford County Public Schools, East Baton Rouge Schools, and Children's Hospital of Philadelphia.
Interviewstream pricing isn’t disclosed. You need to contact their sales team for more details.
Best For
Interviewstream is best for medium and large-size companies and organizations in education, manufacturing, and retail.
I use Interview Stream regularly, at least three times a week, to optimize our hiring process. The workflows include creating and customizing interview questions specific to the roles we are hiring for to assess candidates' relevant skills.
We conduct initial video interviews, allowing us to efficiently screen a larger number of candidates without the need to schedule multiple meetings. The detailed feedback and analytics provided by Interview Stream help us evaluate candidates' communication skills, body language, and overall fit for the role.
Additionally, the ability to review recorded interviews with the hiring team improves our selection process.
The tool is easy to use for both internal teams and candidates. It provides detailed and actionable feedback on interview performance. It integrates seamlessly with our ATS, improving our workflow efficiency.
We were looking for a way to streamline our interview process while maintaining our high standards. We needed a system that would integrate with our ATS and support full-cycle recruitment.
The top benefits of the system include a user-friendly interface, detailed and actionable feedback, and a diverse question library. These features have helped us conduct more efficient interviews and make better hiring decisions.
We have been using the tool for the past year, and it has greatly improved our ability to assess candidates effectively.
Setting up positions and questions can be cumbersome. The pricing is somewhat restrictive, as there are other options that offer similar features at a lower cost. Occasionally, audio syncing experiences glitches, which can affect the interview experience.
Interview Stream is more robust than similar tools, offering comprehensive features that enhance the hiring process. I prefer Interview Stream for its instant feedback, which helps us make quicker and more informed hiring decisions.
AI-driven insights into body language, eye contact, speaking pace, and clarity of answers are valuable features to look for. A user-friendly interface is crucial to ensure ease of use for both recruiters and candidates. Integration with existing HR systems, such as an ATS, can greatly enhance efficiency. Pricing should also be considered, as it should align with the organization's budget and hiring needs.
It is too early to determine significant changes, but the tool has become more stable, with fewer glitches than before.
Interview Stream is ideal for recruitment firms and large employers that conduct high-volume hiring.
Interview Stream may not be suitable for smaller companies with low hiring volumes or minimal employee turnover.
Recright
Recright is a user-friendly tool that can handle live and pre-recorded video interviews. Plus, it has an applicant tracking system that complements the video interviewing product. Multi-branch and global enterprises looking to house video interviews, scheduling, and ATS will make the most out of it.
PROS
- Recright is user-friendly for both recruiters and candidates.
- Multiple user access for sharing video information with team members.
- Transparent pricing with a 14-day free trial available.
- Customizable visual elements include adjustable interviews layout, job positions, career pages, fonts, and colors.
- Candidates can rate their video interview experience with feedback pulse enabled.
- Great customer support.
- ISO/IEC 27001:2013 certified, WCAG and GDPR compliant.
- Native ATS. Can integrate with 18 ATSs and is open to adding more.
- Built-in test to ensure candidates’ network connection and hardware work properly.
- Supports 26 languages for candidates and 10+ languages for recruiters.
- Recright video interviewing tool is easy to use for both recruiters and candidates.
- Helps recruiters save time and enhance the recruiting process by recording questions one time and sharing them with candidates instead of meeting all candidates one-on-one.
- Provides information on which candidates make sense to meet for a personal interview.
- Ability to have multiple users, allowing recruiters to share video information with hiring managers and other team members.
- Transparent pricing structure. A 14-day free trial is also available.
- Great customer support.
CONS
- Occasional technical issues, but typically resolved quickly by the support team.
- No pause button in the video recorder.
- Unable to resend invitations to non-responsive candidates.
- Additional cost for branding features, live video interviews, scheduler, and integrations.
- Limited customization options for message forms.
- Changing email addresses require creating a new username without automatic transfer of previous job ads/interviews.
- Some technical issues have been reported, but they are typically resolved quickly by the support team.
- No pause button in the Recright video recorder.
- Not possible to resend an invitation to candidates who have not opened or answered the first invitation.
- Live video interviewing and interview scheduling are offered as add-ons.
- Message forms when sending invites to candidates are not very customizable.
- Third-party and ATS integrations cost extra. The integration with Visma is not working as fluently as it should.
Our first impression of Recright was that the tool was super easy to navigate through. It’s straightforward to customize visual elements, such as interview layouts and career pages. The platform also features a built-in test to verify candidates' network connection and hardware compatibility. Loved the feedback feature, enabling candidates to provide input after their interviews. Recright's multilingual support for candidates in 26 languages and recruiters in over 10 languages is another nice touch.
However, we were expecting to have a pause button on the tool’s video recorder. This would be helpful because, as interviewers, we may need to take a moment to think when asking candidates questions. We’d also like to be able to resend invitations to candidates who have not answered the first invitation. As Recright currently doesn’t support that, following up with potential candidates can be challenging. Talking of candidate invites, it’d also be great to have more customization options there to make the messages sent unique. For now, there’s no text formats, styles, or variables that can be used when we craft emails to send to interviewees.
Recright offers native ATS integration and supports 18 other ATSs, but live video interviewing, the scheduler, and even branding options and integrations cost extra. Lastly, a heads up if you need to change accounts’ email addresses: this requires creating a new username, and there is no automatic way to transfer previous job ads and interviews from the old account to the new one.
500+ companies, including Uber, Netflix, Volvo, ABB, and KPMG.
Recright offers four pricing plans after the free trial:
- Easy Plan: Starts at $289/month for teams with 10-20 positions per year.
- Pro Plan: Starts at $519/month for teams with 30-50 positions per year.
- Enterprise Plan: Custom pricing for teams with over 60 positions per year.
- Single Hire: $759 per video recruitment, including a job ad and a video interview, valid for 60 days.
- Additional features like Live Video interviews, Timed Interviews, Interviews Scheduling, and Custom integrations are available at 39.75€/month/feature.
Best For
Recright works best for enterprises having multiple branches or agencies to streamline their high-volume hiring without having to work with different vendors for scheduling, video interviewing, and ATS.
We are always looking for new talent, particularly for roles on our ships. We often use RecRight, especially during peak hiring seasons (Summer & Fall). It's perfect for conducting video interviews with candidates globally, making the initial screening process flexible for us and the applicants. Candidates can record their responses at their convenience, and our hiring teams can review them independently. This system saves us time and helps us manage candidate information and communications efficiently, ensuring we don't miss out on potential hires.
- Efficiency: The asynchronous interview format lets us screen candidates more quickly than traditional methods.
- Accessibility: It's easy for candidates worldwide to participate, breaking down geographical barriers.
- Organization: All candidate information and communications are neatly stored in one place, aiding coordination.
- Scalability: It can handle our volume needs, whether hiring a few people or scaling up significantly to hire over 20 people at one time.
Liberty Maritime Corporation bought RecRight to help us manage our growing global operations. It was already in place when I joined, so I'm unsure how long it has been in use. The platform is excellent for conducting video interviews that don't need to happen in real-time, which speeds up the process and benefits everyone involved. It integrates smoothly with our HR systems, making it easy to keep track of all our hiring activities. It has significantly improved how we connect with talented individuals worldwide.
- User Interface: The interface can sometimes feel clunky or outdated, complicating navigation.
- Customization Options: I wish there was more flexibility in customizing features to better suit our specific hiring processes.
- Technical Issues: Glitches during video uploads or playback can significantly delay our review process.
RecRight differentiates itself from competitors primarily through its robust asynchronous video interviewing capabilities, which are particularly effective for companies like ours with global recruitment needs. This feature increases flexibility for both candidates and recruiters, widening the talent pool by eliminating scheduling conflicts. I appreciate this aspect because it streamlines our hiring process significantly, allowing us to evaluate candidates more efficiently than traditional methods.
When selecting a video interviewing tool like RecRight, consider its features, ensuring it supports both live and asynchronous interviews and integrates well with existing HR systems. Evaluate the user interface for ease of use, so candidates and recruiters can navigate the platform smoothly. Finally, check the quality of customer support for reliability, especially for resolving technical issues swiftly.
Since I haven't been using RecRight for long, I'm not fully aware of how it has evolved to meet user needs. However, from my experience, the platform seems well-tuned to the demands of modern recruitment processes, suggesting ongoing updates and improvements to stay relevant and effective in the evolving HR landscape.
RecRight is well-suited for organizations that operate in multiple time zones or have a widespread geographical presence. It is ideal for companies that need to conduct many interviews and value the efficiency of asynchronous communication. This tool benefits HR teams looking to streamline their recruitment process while ensuring a broad candidate reach, making it a good fit for companies with high recruitment needs.
It may be less suitable for companies needing in-person interactions during recruitment or those with minimal technological integration in their HR practices. For businesses with a straightforward, localized hiring process, RecRight's sophisticated features, mainly its focus on video interviews and asynchronous communication, may still provide benefits.
Harver
While Harver is known better for its assessment product, the platform also delivers a robust video interviewing solution. It offers both one-way and two-way interviews, accompanied by automated scheduling and sharing tools, streamlining both works for both recruiters and candidates.
PROS
- Harver combines video interviews with customizable assessments for more comprehensive candidate evaluations.
- Users can gather applicant feedback and extend deadlines, while rating, commenting, and thumbs-upping candidates' videos.
- Includes a built-in reference checking tool with quick turnaround time.
- 30+ ATS integrations, built-in scheduling tool.
- Pre-interview test link to configure candidates' equipment.
- Auto-share feature allows for automatic sharing of candidate interviews with designated evaluators.
- Responsive customer support.
- Supports 11 languages.
- 2FA supported, ISO 27001 and SOC 2 Type 2 certified, GDPR and CCPA compliant.
- Users like the variety of customizable assessments Harver offers, and the ability to test a range of skills, aptitudes, and personality traits.
- The automated candidate matching provides you with qualified candidates that match your specifications.
- Most users we’ve chatted with appreciate that Harver has a built-in reference checking tool with a relatively quick turn-around time.
- The platform comes with a mobile app that lets you search for and view candidate profiles, invite candidates to apply, review their test scores, and more on the go.
CONS
- Initial learning curve, especially for users new to recruitment technology.
- Mobile access requires app downloads, which are poorly rated for issues related to interview submission and launch.
- Pricing lacks transparency.
- No free trials available.
- A few users find the platform challenging to learn initially, especially those new to recruitment technology.
- Several users reported the candidate reports are lacking in content and are often delivered late
- Pricing isn’t transparent, meaning you’ll need to speak to the sales team to find out how much the platform will cost you.
- There aren’t any free trials at this time.
What sets Harver apart is its combination of video interviews with customizable assessments, allowing for comprehensive candidate evaluations. The built-in scheduling tool keeps things running smoothly, and the pre-interview test link ensures candidates' tech is set up right. Plus, they've got nifty features like gathering applicant feedback and giving recruiters the power to extend video submission deadlines.
Regarding interview assessments, Harver’s auto-share feature enables the automatic sharing of candidate interviews with designated evaluators, who can rate, comment, and thumbs-up videos. The platform also sends reminders to evaluators, ensuring they don’t forget their duties. With evaluation results based on consistent criteria and automated aggregation, comparing candidates and making data-driven hiring decisions becomes much more straightforward.
Harver boasts over 30+ native ATS integrations. And when users need a little help, customer support is on the ball.
However, we noticed there's a little snag related to mobile access. Interviewees are required to download an app, which can be a real pain in the neck. Some users have reported occasional issues with the app's interview submission and launch processes.
Harver also doesn’t have the best user-friendl UI, as users new to recruitment technology may encounter some learning curves. And unfortunately, the platform just says no to free trials and disclosed pricing.
1,300+ companies, including NexRep, Arvato, and HEMA.
Harver has custom pricing. You need to contact a sales representative for a quote.
Best For
Harver is the top choice for medium and large-sized companies aiming to accelerate candidate reference checking, assessments, and interviews for a faster hiring process.
We use Harver as part of our hiring process steps. It is initiated after a candidate is interviewed, but before we make an offer and run the background check. When initiated, an email is sent to the candidate with a link to Harver, allowing them to set up their account and enter their references. We move the candidate to the next step in the hiring process once we receive the required amount of references and the report has been reviewed and cleared as satisfactory.
We like Harver because we can set up reference criteria. We can determine how many references to send out and receive back for a valid check. We also receive fraud alerts if the reference checks come from the same IP address. Finally, we get a summary report with a scoring system that managers can review to determine if the candidate should proceed.
We decided to buy Harver in early 2020 to streamline our employee reference process. This tool allows us to send out references based on the position we are hiring for and set up criteria for who meets the requirements of a proper reference. For example, since most of our summer staff are high school students and this might be their first job, we allow a teacher or a family member to give a reference instead of a former employer. We can also determine how many references we need to send out and receive back to make a valid reference check. The system sends reminders to candidates about incomplete references, allowing them to follow up or submit new ones. Finally, we receive a summary report with a scoring system that managers can review to determine if the candidate should proceed.
One downside is that this step is usually the longest in our hiring process because we depend on candidates' references to complete the check promptly. The report can only go to one manager, even though we have multiple managers involved in the hiring process. There isn't much that can be done about the timely issue since the system already sends reminders, but allowing the report to be sent to multiple managers would be beneficial.
Compared to other systems I have used for references, I prefer Harver because we can customize it to fit our needs. We can create reference checks specific to the position for which we are hiring. This customization sets Harver apart from other systems I have used.
The main criterion is the employee reference check. Other criteria include a full-scored report and the ability to determine if the candidate is honest or trustworthy through fraud alerts.
We have not seen any changes to the system in the four years we have been using it.
Harver is ideal for large organizations that have many references to perform for various positions.
Harver would not be suitable for an organization that requires very quick hiring, as it depends on candidates' references to complete the process in a timely manner.
Benefits of Video Interview Software
Benefits of video interviewing software include time and cost savings, enhanced flexibility, and access to a wider talent pool.
- Time-saving and cost efficiency: Pre-recorded or one-way video interviews eliminate the need for initial phone calls, while built-in automation features like schedulers, reminders, candidate interview sharing, and rating guides streamline time-consuming tasks. This efficiency allows you to invest your time and resources more effectively.
- Enhanced flexibility: Whether you're a staffing agency with clients in different time zones or a business hiring remote employees, video interviewing software offers great flexibility. It allows easy scheduling of live interviews to match candidates' availability worldwide. Also, reviewing recorded responses adds even more flexibility.
- Wider talent pool access: Particularly in competitive sectors like tech, video interviews extend your reach. A U.S. tech startup, for example, can evaluate candidates from Europe to Asia and then consider options like relocation or compliant hiring through partnerships with PEO or EOR companies.
Drawbacks of Video Interview Software
Potential drawbacks of video interview software include technical issues, a lack of personal interaction with candidates, and potential bias.
- Technical issues: Technical glitches can be frustrating. And at times, using video interviews can create an uneven playing field for some candidates. Clear instructions, tech support, and alternative communication methods can help prevent these issues.
- Lack of personal interaction: Talking to a camera without immediate feedback can be challenging. Some candidates also miss the chance to ask follow-up questions for better clarity. To add a personal touch, talent acquisition teams often send questions as video recordings and add an intro or outro video rather than just plain text. Another example would be how tech firms integrate video interviews with collaboration sessions and coding assessments for a more comprehensive evaluation.
- Potential bias: While the rise of AI in video interviewing software brings tremendous convenience and the potential to minimize unconscious hiring biases, algorithms can carry biases themselves. Recent guidance from the Equal Opportunity Employment Commission (EEOC) stresses that employers may be accountable for AI biases, even if from third-party vendors. Thus, choosing a vendor that continually monitors machine performance and maintains a human touch is crucial.
How Has Video Interviewing Software Evolved Over Time?
HR tech expert and founder of SelectSoftware Reviews, Phil Strazzulla, first explored this segment back in 2010: “It was immediate to me that you can save a lot of time, and get a much better understanding of candidates via virtual interviews vs. just a resume.”
However, he adds “The problem I ran into was that candidates weren’t quite used to it by that point and they needed to be educated and also reassured that this wasn’t a waste of their time. Now, video interviews are very common.”
HR teams and candidates alike have adopted this new format. We trained ourselves to master virtual communication skills to compensate for the absence of non-verbal cues.
New screening strategies have been developed in certain fields. For instance, video interview software is combined with in-depth pre-employment screening tools and reference checking for nuanced assessments in industries like software engineering and healthcare.
The COVID-19 pandemic created perfect conditions for the widespread adoption of video interview software. Contrary to predictions, video interviews have continued to thrive post-pandemic. They now play a vital role in screening, with a 67% increase in adoption within a year.
Video Interviewing Platforms for Staffing Companies
While we mainly focus this research on in-house, corporate HR and recruiting use cases, the recommended video interview software vendors also serve staffing companies, and for good reason.
These staffing companies can conduct interviews using this technology to gain a deeper understanding of candidates before presenting them to clients. It's like getting a sneak peek before the big show. Been there, done that, and I feel obliged to spill the truth: Clients love the sneak peek thing! (Who doesn’t love it?)
With user access management, staffing agencies can assign appropriate roles to clients, allowing seamless collaboration in the decision-making process and better security, all in one centralized hub. Video interview tech can also be handy staffing firm software to show a more human side of a candidate vs. just a resume and some notes.
Looking for recruitment solutions catered to staffing firms? Check out our staffing agency software buyer guide!
How Much Does Video Interviewing Software Cost?
When it comes to video interview software pricing, there are four key factors to consider:
- The number of seats your company requires
- The number of open roles you have
- The number of interviews conducted per month
- The specific features and integrations you need.
Below are the estimated annual costs of video interview software broken down by business size:
- 1-100 employees: $1,500
- 100-250 employees: $5,000
- 250-500 employees: $10,000
- 500-1000 employees: $25,000
- 1000-5000 employees: $50,000
- 5000+ employees: $125,000.
If you're a small business looking to save some hard-earned cash, our review of the best free video interviewing software might be just what you're looking for.
How to Make the Most of Video Interview Software Demos
We’ve navigated this path with over 30,000 vendors. Here are our go-to's to make demos work for you:
- Know your needs: Create a checklist of essential functions and ask Sales to demonstrate each. This approach has saved us from getting swept away by salespeople's charm and shiny product features. Try it.
- Involve your team: Include key team members in demos. Their participation ensures the software meets the needs of all involved parties.
- Request access to trial versions: Nothing can beat having a chance to test the product firsthand. The little secret: Some vendors offer trials upon request, even if not publicly advertised. Also, with the right pricing negotiation strategy, you can save up to 60% on your HR Tech purchase.
Video Interviewing: The Candidate Experience
After reviewing numerous candidate comments on their poor video interview experiences and employers complaining that video interviews aren't effective, a recurring problem is evident: neglecting the candidate experience.
Companies send job applicants video interview links without providing the necessary context for the entire process and the broader hiring timeline. There are no follow-ups after candidates put in the effort to record the interviews. Did we mention the excessively long and sometimes unnecessary question sets?
Good news: Creating candidate-centered video interviews doesn't have to be complicated if you:
Put yourself in the candidates' shoes
One of the video interview tips we highly recommend is to think about how candidates feel during the interview process. Video interview software can help by providing clear information, customizable messages, and instant follow-ups. It allows you to control the number of questions and answer attempts, and it can offer best-practice guidance for specific roles.
Take time to fully grasp the software's capabilities and design the interview process with candidates' experiences in mind. Your customer support can also lend a good hand in helping you make the most out of the software.
Active listening is equally important
Practicing active listening in your video interviews with candidates helps foster a positive interview atmosphere, which helps candidates feel more comfortable in providing authentic and insightful responses. It can also help discover qualities (problem-solving abilities, communication skills, etc.) that may not be evident on a candidate's resume.
Be cautious with AI
AI has become more common in hiring. From AI applicant tracking systems to AI recruiting software and video interviews, HR teams are increasingly leveraging AI to streamline their work. Yet, as we mentioned earlier in the video interview tech drawbacks section, AI can remove bias; it can also carry it.
It’s hence important to understand how automated screening works. Always double-check the software's logic with human oversight. This ensures you can identify top talent and avoid any compliance issues.
Video Interviewing Software FAQs
What Is Video Interviewing Software?
Video interviewing software is a tool that enables remote interviews for businesses, offering features like video calls, recording/playback, live streaming, video conferencing, and candidate screening. It saves time and human resources by eliminating the need for in-person interviews and providing a convenient and efficient way to identify who the best candidates may be.
What Are the Different Types of Video Interview Software?
There are primarily two types of video interview software: live video interview software and asynchronous video interview software.
- Live video interview software: Live video interview software allows you to have real-time interactions with the candidate, just like you would in a traditional face-to-face interview. This type of software often includes features like screen sharing, virtual whiteboards, and chat functionalities. Some popular examples of live video interview software include VidCruiter and HireVue.
- Asynchronous video interview software: Asynchronous video interview software allows candidates to record their responses to video interview questions at their convenience. The recorded interviews can then be reviewed by HR managers or interview panels at a later time. This type of software offers flexibility and eliminates scheduling conflicts. You've got features like question libraries, time-limited responses, and customizable branding. Examples of asynchronous video interview software include Willo and Hireflix.
Which Type of Video Interview Software Should I Choose?
Live video interview software gives you that real-time interaction, but it requires some coordination in scheduling. On the other hand, asynchronous video interview software offers flexibility and convenience, but you sacrifice that immediate back-and-forth communication.
In this guide, we have included some platforms, such as VidCruiter and Jobma, which offer a combination of both live and asynchronous features so that organizations can tailor their interviewing approach based on their recruitment needs.
Additionally, if you are looking for solutions with AI pre-screening capabilities, myInterview can be a great choice.
How Does Video Interviewing Software Work?
Each type of video interview software works differently. To give you an idea, we have made a comparison table below on how each type of video interviewing platform operates fundamentally.
It also varies depending on particular vendors’ approaches (some provide an inclusive solution that keeps the full interviewing cycle in-house, while others focus on one niche and leverage integrations to extend their product capabilities).
Are There Any Free Video Interviewing Software Platforms?
Yes! Some good free video interview software include:
- Willo has a free tier where you can interview up to 10 people per month.
- Spark Hire lets you use one-way and live interviews, evaluations, and collaboration tools for free in 14 days.
- Hireflix offers a 1-month free trial you can opt for to explore further its one-way video interview tools.
- Breezy’s 30-day free trial with unlimited users (video interviewing features require a subscription upgrade though).
Last Advice on Video Interviewing
We hope we've been a reliable guide in your quest for the best video interviewing software for your team.
But the conversation doesn't have to end here. We’re still here to lend a helping hand if you have more questions or need further assistance in your purchasing process. You pick a time and our HRTech expert will get in touch with you for a 1:1. It’s on the house!
In case you’re looking for more tips on making the most of the video interview software, check out these pieces:
- 60 Common One-Way Video Interview Questions (+ Answers)
- 30 Virtual Interviewing Tips for Hiring Managers
- 219+ Next-Level Interview Questions to Ask Candidates
Got any insights or feedback you'd like to share? We’re all ears! Feel free to drop the editor of this piece, Anh Nguyen, an email or a LinkedIn message.
Till next time!
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
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- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
