The best video interview software lets you screen candidates by video, either live or through one-way interviews they record in their own time, so you can shortlist faster without endless calendar juggling. Some tools add AI screening, assessments and fraud checks, while others keep it simple. Ten options follow in no particular order.
Phone screens eat recruiters' days, and they're often the least useful part of the process. Ten candidates means ten calls, ten time slots and ten sets of notes, and half of them reschedule.
Video interview software cuts that down. The ten tools below are listed alphabetically and in no particular order, and every description comes from the vendor's own website, read this week. For the system that sits behind it, my roundup of applicant tracking systems helps.
Video interview software at a glance
I checked the free plan column on each tool's own website, as of Oct 2026. Yes means the site names a free plan, a free version, a free account or an open source edition. Trial only means a time-limited trial. Not stated means the pages I read named neither, even where there's a button inviting you to try it, so check the vendor's page before you sign up.
| Tool | Type | Good for | Free plan |
|---|---|---|---|
| Hireflix | One-way video interviews | Simple one-way interviews | Trial only |
| HireVue | Hiring platform | Large employers screening at scale | Not stated |
| interviewstream | Video and scheduling tools | Schools and universities hiring | Not stated |
| Jobma | AI interviewing platform | Spotting interview fraud | Not stated |
| Spark Hire | Hiring software | Lean teams that also need an ATS | Not stated |
| Truffle | AI screening platform | Small teams hiring in volume | Trial only |
| Vervoe | Skills assessment platform | Testing skills before interviews | Not stated |
| VidCruiter | AI recruiting software | High-volume hiring | Not stated |
| WedgeHR | One-way video interviews | Candidates recording on their time | Not stated |
| Willo | Video screening | Shortlisting at scale | Not stated |
Ten video interview tools to consider
Hireflix
Best for: Recruiters who want simple one-way video interviews that remove scheduling, with a free trial to see how candidates find it.
HireVue
Best for: Large employers who want video interviews, an AI interviewer and assessments on one enterprise hiring platform.
interviewstream
Best for: Employers who want on-demand and live video interviews alongside interview scheduling and AI hiring tools, with education integrations.
Jobma
Best for: Hiring teams who want AI interviewing and skills assessments in one place, with fraud prevention built in to protect remote hiring.
Spark Hire
Best for: Lean hiring teams who want one-way video interviews and behavioral assessments, with an applicant tracking system available too.
Truffle
Best for: Small teams doing high-volume hiring who want async interviews and AI screening, with a 7-day free trial.
Vervoe
Best for: Employers who want skills assessments, screening and scheduling with cheating prevention before they meet candidates.
VidCruiter
Best for: High-volume employers who want AI candidate screening, interview notes and fraud detection in one recruiting platform.
WedgeHR
Best for: Hiring teams who want candidates to record a quick video when it suits them, so screening happens without calendar juggling.
Willo
Best for: Recruiters who want to screen candidates at scale and build shortlists with confidence from recorded video answers.
Which tool suits which hiring team
- Simple one-way interviews: Hireflix, Willo or WedgeHR.
- Small teams hiring in volume: Truffle.
- Lean teams that want an ATS too: Spark Hire.
- High-volume employers: VidCruiter or HireVue.
- Spotting interview fraud: Jobma.
- Testing skills before interviews: Vervoe.
- Education employers: interviewstream.
AI interview analysis comes with legal duties
The Illinois General Assembly publishes the Artificial Intelligence Video Interview Act (820 ILCS 42). An employer that uses AI analysis of applicant video interviews for positions based in Illinois must notify applicants, explain how the AI works and get consent before the interview. On request, it must delete an applicant's interviews within 30 days.
Other places have their own rules, and more are coming. So if a video tool scores answers with AI, ask how it supports notice, consent and deletion before you switch that feature on.
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One-way or live?
One-way interviews let candidates record answers to set questions when it suits them. They're fast to review and fair to people with jobs, children or other time zones.
Live video interviews work like a meeting, with scheduling and recording built in. They suit later stages, where conversation matters more than speed, and where the candidate wants to ask you questions too.
Many teams use both: one-way for the first screen, live for the shortlist. Whatever you choose, test it on your phone as a candidate would, because that's how most people will record.
If assessments are part of your hiring, this guide to proctoring software weighs up tools that check who is taking the test.
Questions to ask each vendor
- Do we need one-way, live or both?
- Does it use AI to score candidates, and can we turn that off?
- How do candidates get notice and give consent?
- Can we delete recordings on request?
- Does it connect to our applicant tracking system?
- How does it handle accessibility needs?
To attract the candidates in the first place, our round-up of job board software compares platforms for running a jobs site.
Signs your screening needs video
- Phone screens fill whole days. Switch to one-way video.
- Candidates drop out waiting. Let them record any time.
- Hiring managers disagree on shortlists. Share recordings.
- Roles get hundreds of applicants. Screen at scale.
Do you make video interview or recruiting tools? Tool makers can ask to be considered for a featured place on this list.
My plain advice on video interview software
Use one-way video for the first screen and keep a person reviewing every answer. Keep the questions short, tell candidates how long they'll have to answer, and let them practise first. Candidates accept the format when the questions are clear and they know a human will watch.
Be careful with automated scoring, and read the rules where you hire before you switch it on. For more ways to speed up screening, my guide to AI tools for recruiters is a good next step.
Frequently asked questions
What is video interview software?
It's software for interviewing candidates by video, either live or through one-way interviews that candidates record in their own time.
What is a one-way video interview?
Candidates answer set questions on video when it suits them, and recruiters review the recordings later.
Is AI video interview analysis regulated?
In some places, yes. The Illinois Artificial Intelligence Video Interview Act requires notice, an explanation and consent before AI analyses applicant videos for Illinois-based roles.
Can candidates ask for their interview videos to be deleted?
Under the Illinois Act, employers must delete an applicant's interviews within 30 days of a request.
Are there free video interview tools?
Several tools offer free trials, which let you test the candidate experience first.
Do video interviews work for high-volume hiring?
Yes. They're widely used to screen large numbers of applicants quickly.
