10+ Best Video Interview Software Platforms in Q1 2024

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.

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 The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.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

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.

SparkHire aligns well with our brand image. It offers robust analytics and reporting modules. The limited takes and think time feature is great for streamlining one-way interviews and creating a more structured interview process.

We began using SparkHire during the pandemic to address the challenges of remote work and hiring. We needed to recruit virtually and quickly while maintaining our brand image. SparkHire solved our hiring challenges due to three main features: its dynamic and agile branding, which aligned with our image; its quick launch, as it was one of the few tools that allowed instant sign-up without a scheduled demo, which was crucial when we needed to move fast; and the one-way interviewing feature, which provided the flexibility and adaptability we needed as our organization transitioned to remote work.

We also used it more recently as we expanded internationally and increased our hiring volume. I have personally used it for about a year.

The cost can be an issue for us since we often use the app intermittently. Integrating it with our ATS was not straightforward. I think they could expand the range and originality of their interview question templates.

SparkHire has a very responsive and meticulous customer service team compared to others I’ve used. I appreciate that it offers unlimited interviews, which many other tools do not. The transparent pricing and instant sign-up process make joining faster and more enjoyable.

One-way recorded interviews are essential for creating a flexible and scalable hiring process. A good reporting and analytics function is also crucial, especially for volume interviewing.

The user experience has improved, particularly in terms of stable and reliable media connections.

SparkHire is well-suited for organizations of all sizes that operate remotely.

1. Effortless Scheduling: Clovers integrates nicely with your calendar and communication tools, making scheduling interviews and managing appointments easy and efficient.
2. Comprehensive Interview Recording: The platform allows you to record interviews, providing key resources for reviewing candidate interactions and ensuring you don’t miss any details or get distracted by taking notes during the interview.
3. Centralized Information: Clovers consolidates all interview-related information in one place, making it easier to access and organize candidate data and feedback. This allows people to collaborate about the candidate with all their information in one organized place, making for effortless collaboration and removing any biases.
4. User-Friendly Interface: Clovers is designed to be intuitive, which helps streamline the hiring process without requiring extensive training or adjustments to your existing workflows.

With Clovers, our hiring teams can concentrate fully on each candidate's conversation without interruptions. We had an issue with our hiring team being overwhelmed with candidates and not remembering who said what, and Clovers' recording of conversations has greatly simplified our hiring process.

There was a time when we couldn’t record interviews, which made us realize just how valuable this tool is. With recordings, we don’t have to depend on memory alone or worry about misremembering details. Instead, we have a reliable resource that helps us make more accurate decisions quickly.

We have been using Clovers for about six months but have noticed how personable our hiring process became once we stopped taking notes, worrying about remembering things, and could just listen intently to the person in front of us.

1. Cost: Depending on the size of your organization and the features you need, Clovers could be a significant investment, and its pricing may not be transparent without contacting sales.
2. Learning Curve: While designed to be user-friendly, some users may still face a learning curve when adapting to a new platform, which could temporarily disrupt workflows.
3. Dependence on Technology: Relying heavily on recorded interviews and transcripts might lead to issues if there are technical glitches or if recordings are not clear due to poor audio quality. Ensuring that audio is clear at the time of the interview is key.
4. Data Privacy: Storing and handling sensitive candidate information requires robust security measures. Any platform handling such data needs to ensure compliance with data protection regulations, which might be a concern for some users.

When comparing Clovers to similar tools, many users appreciate its combination of centralized interview management, collaboration features, and interview recordings, which often result in a more streamlined and effective hiring process.

For instance, while other platforms may offer robust recording capabilities or strong scheduling features, Clovers integrates these elements in a way that makes the overall experience more cohesive and user-friendly. This integration and focus on centralizing and simplifying the hiring process often lead to higher user satisfaction and efficiency.

When purchasing a hiring tool like Clovers, consider the following criteria:

• Integration Capabilities: Ensure the tool integrates seamlessly with your existing systems, such as calendars and communication platforms. This will streamline your processes and avoid disruptions. If it does not fit with your current systems, it may cause more harm than good if you have to switch out the systems you already have in place.
• Feature Set: Evaluate the features offered, such as video recording, transcription, and interview scheduling. Choose a tool that aligns with your specific needs and offers comprehensive functionality.
• Cost and Value: Assess the pricing structure and ensure it fits within your budget while providing good value for the features offered. Consider any additional costs for advanced features or support.
• Data Security and Compliance: Verify that the tool meets data protection regulations and offers strong security measures to protect sensitive candidate information.

• Improved Recording and Transcription: The platform has upgraded its video recording and transcription features to offer higher quality and greater accuracy, ensuring that users can rely on clear, comprehensive records of interviews.
• User Interface Refinements: Clovers has continuously refined its user interface based on user feedback, resulting in a more intuitive and streamlined experience that simplifies navigation and reduces the learning curve.
• Advanced Collaboration Tools: The platform has introduced and enhanced collaborative features, such as shared access to recordings and transcripts, which facilitate better teamwork and more consistent decision-making.
• Increased Security and Compliance: To address growing concerns about data protection, Clovers has strengthened its security measures and compliance with data privacy regulations, ensuring that users' and candidates' information is handled securely.

Clovers is particularly well-suited for mid-sized to large organizations that manage a high volume of hiring and require robust, scalable solutions.

1. It is user friendly, especially for the hiring manager and internal posting process.
2. The standard reporting capabilities are pretty good.
3. The option to keep all pre-boarding forms in one place.

My organization transitioned from Taleo to Avature about 4 years ago. The decision was made due to the reputation of the tool and the pipelining capabilities. I have used this tool for the last 2 years in my role. Taleo is user friendly and is full of options for recruiting. The tool also has some decent reporting functionality.

1. Custom reporting is difficult to navigate.
2. The workflow of a job req can be difficult to understand.
3. The search capability is lacking. 4) The req-number is hard to find in the application.

I've used Taleo and iCIMS for talent acquisition and above all I preferred the ease of iCIMS. Avature's difficult custom reporting and navigation of job req folders is a turn off for me. iCIMS was highly customizable and worked great for my previous organization..

The size of your organization should be considered. I don't think that the cost would outweigh the benefits. Also, if you want to highly customize the tool, it's not worth it.

Somewhat, a recent release showed some improvement in reporting, but overall, it's remained the same over the time period I've used the tool.

I think if you are a full time recruiter for a large global company, it's a good fit.

It saves us a lot of time to focus on other tasks. We can find great candidates faster. It helps the company save money by not having to hire extra help for scheduling phone screens.

My company bought Hirevue to screen candidates faster and decrease the time to fill all customer service-related positions. This tool is a great addition to our recruitment team because we save time by not having to phone screen or interview. Hirevue allows us to streamline our hiring process, making it more efficient. We have been using this tool for about a year, and it has significantly improved our hiring workflow. Personally, I have used Hirevue since it was implemented and have found it to be very effective.

There are times when the video malfunctions and we cannot see the candidate, which can be frustrating. It would be helpful if Hirevue could detect if the camera is not working or if the camera is covered. This way, candidates could correct the issue before submitting their responses.

Hirevue offers more options to make the experience unique for candidates, such as a welcome message and automated emails for scheduling interviews. It also has reminders for candidates to complete their interviews, which can be set up by the employer. These features enhance the overall candidate experience.

The key buying criteria for this tool would be the options for customization, reliability, and easy of manage. Customization really comes down to the experience of the candidates who go through these video interviews. You really want to be able to customize the welcome page and/or welcome emails to reflect the culture of the company. The reliability of this system is a no-brainer as this is something we expect from any system we use.

Lastly, having a system that is easy to manage is probably one of my biggest criteria. Hirevue is a system that anyone can learn to use rather quickly, especially for candidates. Doing a video interview where you need to record yourself for this new chapter in your life can be very nerve-wracking. Not having to worry about how to work this tool when you have to do this interview helps a lot!

Hirevue has prioritized making the system easily customizable, which truly makes a difference.

Hirevue is very good for companies that hire large numbers of entry-level or customer service positions.

The main pros for me are:

1. Myinterview is incredibly easy to use and can interview more than two people at a time.
2. The setup is simple and clear to understand. The UI/UX design is unique and requires little to no training.
3. We can schedule interviews based on the candidate's schedule rather than the employees', providing a much better experience for the candidate.

We invested in myinterview about six months ago to save time and money on interviewing qualified candidates and ensure we select the best candidate for our roles. Before using myinterview, it would take our recruiters 2-3 weeks to interview a successful candidate. Now, with myinterview, we can interview candidates within 2-3 days. This has increased our productivity and reduced turnover. Myinterview is very user-friendly, and we were able to train our team on it quickly and effectively. Candidates have given us feedback that it is easy to use and has made the application and interview process enjoyable. I've recommended this tool to all my partners in the recruitment field and will always support it.

The cons are brief, but a few issues have occurred, including:

1. It isn't completely accurate when it comes to invites expiring, but it's quickly resolved thanks to the amazing customer service team.
2. Sometimes the emails that are sent are not saved, resulting in the need to rewrite the email.
3. The platform doesn't save the emails I send for the interview, so if I send more, I have to rewrite the email.

Having mentioned all the cons above, I have not seen a company that is so open to feedback.

A majority of interview sites take a long time to set up and have many glitches, resulting in a poor experience for candidates and coworkers. Myinterview is not like that at all; it stands out as being easy to use and train on. It also provides a streamlined experience for hiring managers to see what candidates offer and their interview skills. It has saved our company over 1000 hours in time and $50,000 in costs.

One criterion for us was finding a company that supports group interviewing, which was extremely difficult to find. Myinterview is one of the few that offers group interviewing. In addition, they offer options for lowering pricing for non-profits and a free trial. Such a great company, I recommend it to everyone.

Myinterview has improved its customer service and addressed billing issues they had previously. There were a few escalations, and they took the feedback well, improving both their billing and customer service departments. They are very receptive to feedback on their website as well.

Any HR professional should use this tool, as it is so helpful and makes our lives much easier. This tool supports human resources and any company looking to hire qualified professional candidates.

1. Convenient Flexibility: InterviewStream allows candidates to complete interviews at their own convenience, which helps accommodate various schedules and reduces scheduling conflicts.
2. Structured Evaluation: The platform provides structured interview questions and standardized evaluation criteria, making it easier to assess candidates consistently and fairly.
3. Comprehensive Feedback: It offers detailed feedback and performance analytics, helping both candidates and hiring teams identify strengths and areas for improvement.

My organization invested in InterviewStream because we were overwhelmed with the number of candidates needing to be interviewed. Instead of going back and forth with a candidate to find the best time, we chose InterviewStream so they could interview at their convenience.

Another perk is the ability to share the recorded interview with other team members so they can develop their own opinions on the candidate.

We have only been using InterviewStream for three months but have found that even the candidates provide more quality responses because they can share more openly when just talking to themselves in a video.

1. Customization Limitations: The platform's predefined interview questions and workflows can be restrictive, making it difficult to customize questions for specific job roles or industries.
2. Technical Challenges: Users sometimes encounter technical issues or problems with video recording, which can interrupt the interview process and impact the overall experience.
3. Expense Concerns: The cost of InterviewStream can be relatively high, which may be a barrier for smaller organizations or those with limited budgets.

InterviewStream distinguishes itself from competitors through its specific focus on providing both pre-recorded and live video interview solutions, combined with a robust set of features for evaluating candidates. Compared to Clovers, where both parties have to be present, InterviewStream allows interviews to be conducted at the convenience of the candidate.

I prefer InterviewStream for its user-friendly interface and the flexibility it offers in scheduling and reviewing interviews, which helps streamline the recruitment process. Additionally, its strong analytics and feedback capabilities are very valuable for making informed hiring decisions and improving the candidate experience.

• Features and Customization: Evaluate the range of features, such as question banks, feedback mechanisms, and scheduling options. If your job requires specific questions to be asked in the first interview, this tool may not be for you.
• Ease of Use: Assess the user interface for both candidates and hiring teams. A tool with an intuitive design will reduce the learning curve and improve user experience.
• Integration Capabilities: Check if the tool integrates seamlessly with your existing HR systems and applicant tracking software, which can streamline workflows and data management.
• Cost and ROI: Consider the pricing structure and whether it fits your budget. Weigh the costs against the potential benefits and efficiencies the tool can bring to your recruitment process.

• Enhanced User Experience: The platform has streamlined its interface for both candidates and hiring teams, making it more intuitive and user-friendly, which improves ease of use and reduces setup time.
• Expanded Features: InterviewStream has introduced additional features, such as advanced analytics, customizable interview questions, and integrated feedback tools, allowing for more comprehensive evaluations and tailored interview experiences.
• Increased Flexibility: The tool now offers a broader range of interview formats, including both pre-recorded and live video interviews, as well as flexible scheduling options to accommodate diverse recruitment processes.

• Large enterprises and companies with high-volume hiring needs benefit from InterviewStream’s ability to handle multiple candidates efficiently through pre-recorded and live interviews.
• Recruitment agencies that manage numerous client roles and candidates can leverage the platform’s structured interviews and analytics to streamline their processes and provide detailed assessments.
• Companies with global operations and organizations with a geographically dispersed workforce find value in InterviewStream’s flexible scheduling and video interview capabilities, which facilitate seamless interviews across different time zones.
• Industries with specialized roles that need to evaluate candidates for niche or technical positions can use InterviewStream’s customizable question banks and feedback tools to ensure they assess the specific skills and attributes relevant to their industry.

I liked the interface—it was simple to navigate and easy to locate specific candidates or job flows.

The aesthetics were visually appealing, with color coordination that differentiated candidates, clients, and workflows.

The training modules were concise and specific to each task, making them practical and helpful for recruiters learning the system independently.

We purchased Recright some time ago and used it for about nine months before transitioning to a different system. During that time, I used it and helped others in the organization navigate the tool.

Our primary goal was to find a system that was easy to learn, as we were experiencing turnover in our recruiters and managers. Recright seemed to fit the bill initially, but like many recruiting software systems, it overcomplicated what could be done with simpler tools.

Many recruiters are accustomed to working with just a notepad, pen, Rolodex, and phone—essentials that get the job done. Recruiting software should enhance the process, not overburden it with unnecessary complexity.

The system had too many subsections and too much information, which made it overwhelming.

There were too many steps involved in basic workflows, slowing down the recruiting process.

For recruiters under pressure to meet daily efficiency goals, the complexity of the system discouraged usage, leading them to revert to simpler tools like a phone book and notepad.

I didn’t notice much difference between Recright and other systems we’ve used. It didn’t stand out in any significant way.

When considering this type of tool, focus on your specific needs and ensure the system can provide the most important information quickly and accurately.

Think about the perspective of frontline recruiters—they need a system that doesn’t interfere with their ability to meet high daily efficiency targets.

If a recruiter is under pressure to make 60 outbound calls, interview six candidates, and present two viable options in a day, they won’t prioritize detailed documentation unless the system simplifies it. The tool must make their job easier, not harder.

I’m not sure if it has evolved since we used it.

Recright would be a good fit for large, national recruiting firms with extensive resources and infrastructure.

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.