Best one-way video interview software in 2026 (with AI features)

As of November 2026, the best one-way video interview software depends on how many applicants you screen and how much AI you want in the review. HireVue suits large employers that want one-way video, assessments and optional AI scoring from one vendor; VidCruiter suits enterprise and public-sector teams on Workday, SAP, Oracle or UKG; Spark Hire suits small and mid-sized companies that want a published price and AI-assisted review; Willo suits teams that want to pay per live role with no contract; and Hireflix suits small teams that want a low flat price and human-only review. For high-volume screening with AI-scored answers, Truffle, Jobma and Hirevire are the ones to compare.

Everything about each product below comes from the vendor's own site or help center, checked in November 2026 and linked. If you are still deciding whether to use the format at all, start with what a one-way video interview is and when it costs you candidates.

How we chose

• The format. Candidates record answers to set questions on their own time, through a link or an app, with no interviewer present. Tools whose main product is an AI that holds a conversation are on our AI interviewer list instead.
• Sold today, under that name. Each vendor has current product, pricing or help pages we could read. myInterview's site now redirects to Radancy's screening and scheduling product, so we left it out.
• Built for employers and agencies, not candidate practice tools. Skills platforms that accept video as one answer type, such as Vervoe, are covered in pre-employment assessment tools.
• What we recorded, from vendor sites checked in November 2026: answer types, candidate settings, AI features and whether the AI scores candidates, named ATS integrations, and published prices. No testing claims or review-site ratings.

How does one-way video interview software compare?

As published by each vendor, as of November 2026. "Not published" means we could not find it on the vendor's own site.

The tools one by one

HireVue

HireVue's video interviewing page describes on-demand video as "one-way asynchronous interviewing giving candidates 24/7 flexibility," with text, multiple-choice and video formats, mobile with no app download, and invitations by SMS and WhatsApp. Interview Insights, an add-on, adds AI summaries and searchable transcripts. HireVue's solution descriptions say customers choose whether an assessment is scored using AI, and its explainability statement says it transcribes answers and analyzes them against the role's competencies, sorting interviews into top, middle and low tiers while the employer decides the next step. Its integrations page names Workday, SAP SuccessFactors, Oracle, iCIMS, Greenhouse, SmartRecruiters and others, and the pricing page lists no prices. Best for: large employers that want one-way video, assessments and an AI interviewer from one vendor. Trade-off: a sales-led purchase. Teams leaving HireVue only for live interviews should read HireVue alternatives for live interviews.

Spark Hire

Spark Hire's video plans include unlimited one-way and live interviews, a branded portal, and think time, takes and answer length set per question (pricing); candidates get a practice video first (candidate guide). Its AI overview lists transcripts in 50+ languages, a summary of each answer, and AI Video Review, which rates English answers on six factors (Communication, Execution, Comprehension, English proficiency, Enthusiasm, Motivation) as Strong, Neutral or Weak, plus an overall rating you can sort by. Spark Hire says the model reads the transcript, the features are off by default, and humans decide; you can set each factor to Must, Nice-to-have or No per job (AI Video Review). The monthly plan starts at $299 (5 jobs, 5 users) and the annual plan at $249 a month (unlimited), by company size; the partners page lists Bullhorn, BambooHR and Avature among its ATS links. Best for: small and mid-sized teams that want a published price and AI help sorting answers. Trade-off: switch off factors such as enthusiasm or English proficiency unless the job requires them. Its Recruit ATS and notetaker are covered in Spark Hire for recruiting.

VidCruiter

VidCruiter's pre-recorded interview page lets recruiters set thinking time, recording time, attempts and review timers per question, with audio-only recording available. Candidates use a browser on any device with no app and can review their video before submitting, and VidCruiter publishes a VPAT for accessibility. AI features "are optional and can be toggled on or off": transcription, competency-based summaries, "competency-based AI-generated ratings" as a starting point for reviewers, and flags for candidates reading from scripts or using AI-generated responses. Pricing is by form (pricing). Best for: enterprise and public-sector employers that want one-way, live, scheduling and references on one platform. Trade-off: no published price and a full platform to roll out.

Willo

Willo's pricing page lists video, audio, written, multiple-choice and identity questions, and its homepage describes a WCAG-compliant experience on any device in 18+ languages. Willo Intelligence covers transcription, summaries, follow-up questions and Insights, which, per the help center, scores each candidate against a Blueprint you build from your job description and criteria, is "only available on selected plans," and does not make hiring decisions or automatically reject anyone. Prices are shown in pounds: Lite is £49 per live role per month with no contract (up to 5 roles, 150 assessed candidates per role, 5 users); Enterprise is from £2,999 a year and lists Workday, SAP SuccessFactors, Oracle, Greenhouse, iCIMS, UKG and Lever among its integrations, while Lite lists Zapier and Integrately. Best for: teams hiring for a few roles at a time without a contract. Trade-off: native ATS connections are on Enterprise only.

Hireflix

Hireflix does one thing. Its pricing page lists video and/or text questions, custom thinking time, answer time and retakes per question, no-login share links for reviewers, and automatic transcriptions, which its help center says cover 99 languages. Its own comparison with HireVue says "No AI scoring." Candidates need no app or registration (Hireflix). Small is $75 a month and Medium $150, billed yearly, for companies under 50 and 50 to 250 employees, with unlimited users, positions and responses and a one-month free trial; Custom covers agencies and high volume. The integrations page names Greenhouse, Lever, BambooHR, Workable, Ashby, SmartRecruiters, Teamtailor, Loxo and others. Best for: small teams that want people, not a model, to judge every answer. Trade-off: nothing to speed up review at volume.

Jobma

Jobma's homepage describes interviews that mix video, audio, written, multiple-choice and coding questions with think time, retake limits and deadlines, in 16 languages, with a candidate app on the App Store and Google Play. Reviewers see the recording, a time-stamped transcript, an AI summary and scores: "AI scores each response against the rubric you set," and Jobma says its AI "never makes hiring decisions automatically." It also sells an AI interviewer and proctoring with ID verification and liveness detection, and shows Greenhouse, iCIMS, Workday, Lever and Bullhorn among its integrations. Pricing is custom (pricing). Best for: staffing firms and employers that want one-way video, coding tests and identity checks in one place. Trade-off: no published price.

Truffle

Truffle combines a one-way video or audio interview with resume screening and optional assessments. Its limits page allows up to 10 questions, 30 seconds of think time by default, 1 to 3 minutes per answer and up to 3 retakes. Its AI for candidates page says only the transcribed text is scored, with no face, voice-tone or emotion analysis, a person reviews before any decision, and deletion requests are honored within 30 days; the bias audit summary was not yet posted. Native integrations include Bullhorn, Ashby, Workable and JazzHR, with Greenhouse and Lever through Zapier (integrations). The pricing page lists Starter at $49 a month for 200 credits, Core at $99 a month billed annually ($119 monthly) for 600, and larger Team and Scale plans; a completed interview costs 5 credits, and the 7-day trial needs no card. Best for: small teams and agencies screening hundreds of applicants for hourly roles. More in Truffle for recruiting.

Hirevire

Hirevire, not to be confused with HireVue, is a self-serve screening tool where candidates answer with video, audio, a file upload or text from any device (Hirevire). Its pricing page says every plan includes transcripts in 90+ languages and AI Match and Scorecard, which scores every answer 1 to 5 against weighted factors you set and shows the reasoning. Applicants who miss your must-haves are filtered out before they record, clients can watch and rate through a share link with no account, and videos are kept 90 days. Essentials is $49 a month or $39 billed yearly (1 job, 300 interviews a year), Professional $149 or $99 (5 jobs), and Agency $249 or $199 (20 jobs), each with a 7-day trial and no card. Native integrations are Ashby, Recruitee and Manatal, plus Zapier, Make and webhooks (integrations). Best for: solo recruiters and small agencies that want AI scoring at a low published price. Trade-off: the must-have filter rejects people automatically, so every knock-out question must be job-related.

Should AI score one-way video answers?

Transcripts and summaries save reviewers time with little downside. Scoring is different: it ranks people, and the law treats it differently. Seven of the eight tools above can score, and only Hireflix cannot. A sound rule: let AI score to order your review, have a person watch the answers before anyone is rejected, and switch off factors you cannot tie to the job. The rules below are summarized from the primary sources, as of November 2026. This is not legal advice.

• Illinois. The Artificial Intelligence Video Interview Act (820 ILCS 42), checked on ilga.gov this month, applies when an employer asks applicants to record video interviews and uses AI analysis of them for Illinois-based positions. Before the interview: tell each applicant AI may be used, explain how it works and the general types of characteristics it uses, and get consent; no AI evaluation of anyone who has not consented (section 5). Share videos only with people whose expertise or technology is needed to evaluate the applicant (section 10). On request, delete the videos within 30 days and tell everyone who received copies to delete theirs, backups included (section 15). An employer that relies solely on AI analysis to decide who gets an in-person interview must report the race and ethnicity of applicants offered and not offered one, and of those hired, to the Department of Commerce and Economic Opportunity by December 31 each year, for the 12 months ending November 30 (section 20). Separately, Public Act 103-0804, in effect since January 1, 2026, makes it a civil rights violation to use AI with a discriminatory effect or to fail to give notice of AI use. Our Illinois guide has a sample notice.
• New York City. If the tool scores or ranks candidates for New York City jobs, Local Law 144 may treat it as an automated employment decision tool: a bias audit within one year of use, a public summary, and notice 10 business days before use (NYC DCWP). Ask each vendor for its audit; see our bias audit guide.
• Title VII. If a scored step screens out a protected group at a higher rate, the employer must show the practice is job related and consistent with business necessity, and can still be liable if a less discriminatory alternative was available and refused (42 U.S.C. § 2000e-2(k)). The EEOC's 2023 AI technical assistance documents were removed from its site in January 2025, so do not rely on them. Our page on Title VII disparate impact and AI hiring covers adverse impact checks.

Colorado, California and the EU AI Act add their own duties for AI used in hiring decisions; see AI hiring laws by state for where they stand.

One-way video vs a live interview vs an AI interviewer

The lines are blurring: HireVue and Jobma sell both one-way video and an AI interviewer, compared in our AI interviewer roundup. Whichever you use, the people who pass meet a person next; how to conduct a video interview covers that call. For the live interview that follows, Interview Signal is a Windows and macOS desktop app that gives the interviewer a question guide and a scorecard built from the candidate's own quotes, with no bot on the call, but it does not record video or run one-way interviews. We make Interview Signal; everything about the other products on this page comes from their own sites, linked and dated.

How do you choose?

• Enterprise, campus or high-volume hiring on Workday, SAP, Oracle or UKG: HireVue or VidCruiter. Ask both for a quote on your volume.
• Small or mid-sized company, a handful of roles a month: Spark Hire for a published price with AI sorting, Hireflix for human-only review, Willo Lite if you hire in bursts.
• Hundreds of applicants for hourly roles: Truffle, Hirevire or Jobma, where AI scoring orders the queue.
• Staffing agency: check the client share link and your ATS. Truffle and Jobma list Bullhorn, Hirevire's Agency plan covers 20 jobs, and Hireflix offers custom plans for agencies. Under Illinois section 10, share videos only with people who need them to evaluate the applicant.
• New York City or Illinois roles: prefer a vendor that publishes how its AI works and its bias audit, or keep scoring off.

Writing good one-way questions

• Three to five questions, each asking one thing. Completion drops as the list grows.
• Job-related and behavioral: "Tell me about a time you..." beats "Why should we hire you?" Our behavioral questions with a scoring rubric are a good source.
• Write the rubric first, before anyone records, and give the same rubric to the AI blueprint if your tool uses one.
• Generous settings: at least 30 seconds of think time, one to three minutes per answer, and at least one retake.
• Offer another way to answer: written or audio answers, more time, or a live call for anyone who asks.

Setup checklist

1. Decide what the AI may do: transcribe, summarize, score. Turn off the rest.
2. For Illinois-based roles, add the notice, explanation and consent before the recording link, and a 30-day deletion process that reaches the vendor.
3. For New York City roles with scoring on, get the vendor's bias audit summary and send notice 10 business days ahead.
4. Write questions and a rubric; set think time, answer time and retakes.
5. Write the invitation: number of questions, timings, deadline, who watches, whether AI is used, how to ask for an adjustment. Our video interview instructions email has setup wording.
6. Have a person watch the answers before anyone is rejected, and log the reason.
7. After a month, compare completion and pass rates across groups, and adjust.