Table of Contents

• What is Hirevue?
• Setting a framework to evaluate tool options
• What to consider when evaluating Hirevue competitors
• Hirevue competitors worth exploring
• Which Hirevue alternative fits your hiring goals? 
• It’s momentum, not a marathon
• Frequently asked questions

Hirevue has made its mark with video-based one-way interviews for high-volume recruiting, but it’s no longer the only option in town. Today’s hiring teams ride a new wave of on-demand interview systems to streamline early-stage screening and improve the candidate experience. Hirevue alternatives have tech that is new, more advanced, and built for modern hiring needs.

In this guide, we break down top Hirevue competitors, highlight where AI fits best in the interview process, and explore whether video or audio matches most to your recruitment goals. By the end, you’ll see how faster screening, AI-powered interviews, and smarter insights can feel more human — not more stressful.

What is Hirevue?

Hirevue is a recruitment platform built around video interviewing, AI-powered analytics, screening, and more. It’s commonly used by large corporations or global organizations juggling roles across functions like retail, customer service, management, and sales. Hirevue performs at the top and middle of the funnel where it evaluates hundreds of applicants quickly.

But Hirevue’s video-first approach isn’t the right fit for every candidate or hiring team. Rather, many applicants have a smoother experience on audio-based platforms. And while Hirevue uses emerging technology to analyze interview responses, it doesn't deploy AI to conduct the interview itself.

Add in a wide range of enterprise-level features, and some teams may find Hirevue more complex than their day-to-day hiring actually requires.

That’s where alternatives come in. 

Let’s explore a few Hirevue competitors and the tools that could earn a permanent spot in your recruitment toolbox.

Setting a Framework to Evaluate Tool Options

If your hiring stack feels more like a chaotic junk drawer than a strategic pipeline, it’s time to rethink the process you’re using when pursuing fresh talent. 

Browsing for the right tool requires more than demo calls and reviewing feature lists. You need to zoom out and consider the pain points your tool should actually solve.

Not all recruiting programs are built for the same job. Some specialize in one-way interviews while others are better at reducing bias with streamlined screening and automation. 

Trying to make one tool do everything is a fast track to cluttered workflow. So consider where in the funnel your tool will work best. Then, set your framework to focus on outcomes.

And remember, your goal isn’t more software; it’s a smoother hiring flow that actually works.

What to Consider When Evaluating Hirevue Competitors

With dozens of similar tools on the market, where should you start your search?

Here are the key features and functionalities to keep an eye on when browsing through Hirevue competitors.

AI vs. non-AI

AI is more than a buzzword in the HR industry. It’s technology putting a 360° spin on recruitment strategy. 

Some platforms use an AI-powered interviewer to adjust questions in real time. Other platforms, like Hirevue, reserve AI only for structuring the interview in advance, or analyzing results once it’s complete.

Hirevue’s AI can create questions for fairness and consistency. It can summarize responses, analyze language skills, and address how well candidates meet the job requirements. 

But its AI isn’t directly asking the questions. It’s only making sense of the responses that come back. So, candidates don't get the natural, conversational experience that AI provides.

Whether you’re using AI directly in your interview, or deploying it only behind the scenes, the key is knowing how much automation you want, and where.

You’re in control. AI should feel like a helpful co-pilot, not a mysterious autopilot.

Video vs. audio

What does it mean to "show face"?

Video interviews add visual context, which is useful for certain roles. But they also introduce bias, from backgrounds and lighting, to appearances and camera shyness. These factors quietly influence decisions before a candidate even finishes a sentence.

In general, video makes screening feel performative, increases nerves, and raises the bar for simply showing up. 

But audio-first tools flip the script. They lower the barrier to entry by letting candidates respond directly from their phones on their own time. Fewer hours taken off work, and less time finding the perfect spot for a camera shoot. 

And it’s a win for recruiters. 

Less friction for candidates means more completed interviews, faster screening cycles, and a shorter path from application to offer letter.  

Human oversight

No matter how advanced the technology, humans should always steer the ship.

That’s especially true for one-way interviews. The questions a tool asks shape everything that follows. Recruiters can only interpret what candidates are prompted to share. 

Since Hirevue doesn't use AI to lead its interviews, it requires hiring teams to be extra thoughtful about how they structure their prompts. Ask a weak question = get a weak response, no matter how smart your post-interview analytics are. 

Recruiters should be able to review prompts, understand AI’s recommendations and real-time adjustments, and clearly see how its decisions are made. If your on-demand system can’t explain itself, then there’s no way to have human oversight — it’s just noise with artificial confidence.

So choose tools that complement your good judgment, because the best hiring starts with asking the right questions.

‍Hirevue Competitors Worth Exploring

1. Puck

The gist: Audio-first one-way interviews

Puck takes a fresh approach to asynchronous interviews with audio-first screening — a format that feels human, low-pressure, and accessible.

Instead of staring into a camera or scheduling phone calls, candidates simply speak their story from their phones or laptops, whenever it works for them.

Puck’s AI-powered interviewer uses carefully designed algorithms to ask the right questions at the right moments, revealing the true magic of strategic interviewing. Our AI uncovers the skill and sparkle of each candidate without feeling scripted or stiff.

Post-interview, Puck’s AI interprets responses, highlights themes, and keeps the top of the funnel moving.

The good news for recruiters?

There’s no need to worry about AI going rogue.

As the hiring team in control, you get to provide review and human oversight over every prompt and recommendation. 

Other tools might be useful for recording interviews. But our AI helps you design them, conduct them, and understand them.

2. Jobma

The gist: AI-enhanced video interviewing

Jobma leans heavily into video-based screening, offering pre-recorded responses for asynchronous interviews.

Recruiters can also mix formats — video, audio, or written prompts — to shape the experience they want.

The platform uses AI to categorize responses and help large hiring teams sort through massive applicant pools quickly.

Its interviewing suite is robust and feature-rich, but with that breadth comes a bit more operational lift to keep everything running smoothly.

3. Vocal Video

The gist: Video screening without heavy AI

Vocal Video is a visual-first platform without the nuances of advanced AI.

It’s simple, intuitive, and approachable — giving candidates an easy way to record responses without roadblocks. 

Recruiters receive one-way video submissions, organize them in a shared library, and manually assess fit.

While Vocal Video doesn’t offer deeper insights or recommendations, its clean design and straightforward features make it a helpful solution for teams that want video screening without added tech layers.

4. VidCruiter 

The gist: Enterprise video interview suite

VidCruiter caters to mid-sized and enterprise teams that need structured, high-volume interview support.

The platform offers pre-recorded video responses but also leans into live interviews for roles that require real-time interaction.

VidCruiter holds strong compliance standards and a blend of AI and non-AI features for complex hiring environments.

Its scalability and structured scoring systems are for teams that need enterprise muscle paired with customizable video screening.

5. Spark Hire

The gist: User-friendly video interviewing

Spark Hire packs a 1-2 punch with unique platforms for both hiring teams and candidates alike.

It’s a video-based system that makes one-way and live interviews feel far less intimidating than they sound.

Spark Hire is modern and modular; It can be reshaped for your hiring team no matter your unique needs. And it’s AI-optional. You use those tech capabilities only if they’re the right fit for you.

With its clean and approachable layout, Spark Hire is a steady, dependable way to get new faces and voices into your funnel.

6. Avature

The gist: Enterprise recruiting and screening at scale

Avature is a powerful recruiting platform built for organizations managing complex, high-volume hiring across regions and many roles.

It integrates interviews, assessments, and scheduling into a conglomerate worthy of an all-hands-on-deck approach.

Avature excels when customization is the name of the game. Teams can tailor hiring flows, candidate journeys, and recruiter experiences.

But that flexibility comes with setup time, so it’s best suited for organizations ready to design their process thoughtfully.

For enterprises that want control, scale, and structure, Avature delivers the full toolkit.

Which Hirevue Alternative Fits Your Hiring Goals?

Identify where bottlenecks live

As a recruiter, you know exactly where your day slows to a crawl.

Whether it’s scheduling, screening, or first-round interviews, evaluate tools beyond their sparkle and shine. Consider their true impact on freeing up your pipeline. 

Consider your team

If you’re a solo recruiter, you’re wearing every hat (and probably juggling a few calendars, too). The upside? You have a crystal-clear view of what actually helps — and what just adds noise.

For larger HR teams, think about how your different recruiters will interact with a tool. The best Hirevue alternatives smoothly empower team members without turning a simple task into a complex group project.

Examine the candidate experience

Applicants can sense friction from a mile away. But a smooth, welcoming process keeps them engaged from click to close.

From authentic one-way interviews to low-pressure, audio-first interactions, consider how each Hirevue alternative makes candidates feel at every step.

It’s Momentum, Not a Marathon

No doubt, Hirevue has earned its stripes in high-volume recruiting software. It’s been around the block and knows how to move candidates fast. But it’s not the only car on the TA highway, and some teams are ready to trade in heavyweight on-demand interviewing systems for a smoother ride.

Today’s recruiters have more options than ever, with tools that boost flexibility and bring humanity back to early screening. 

Whether you’re looking for faster workflows, clearer insights, or bias-aware design, the right alternative can quietly change how your days feel.

Choose a platform that keeps your hiring moving without the potholes, detours, or unnecessary pit stops. 

Frequently Asked Questions

How should I structure an AI-powered phone interview?

Start with clear, role-specific questions about scenarios candidates will actually face on the job. Keep it short and sweet. A handful of strong prompts beats a marathon interview every time.

Candidates want less friction and more room to be themselves. Use AI to surface insights, but make sure recruiters review and interpret those insights so that decisions stay firmly human-led. No robots running the show! 

And always build in flexibility. Let candidates respond on their own time, on desktop or mobile, through audio or video, and via fill-in-the-blank or multiple choice.

The best interviews meet people where they are.

Is video interviewing necessary for high-volume hiring?

Video can be helpful for certain roles where you want to evaluate a person’s demeanor. But it can also increase bias and create hurdles for candidates.

Audio, especially in asynchronous formats, often delivers similar insight with lower pressure. Candidates can focus less on their visual background and lighting, and more on robust answers to relevant questions.

Tools like Puck utilize audio-based interviews that let candidates demonstrate their fit without worrying about being "camera ready." They provide recruiters with rich human insight without bias from video screening.

How do recruiting tools help reduce bias?

Screening technologies can follow standardized questions to keep interviews structured. And, the algorithm stays consistent. That way, hiring teams can rely on qualifying data, not visual cues, gut feelings, or “vibe”-based decisions.

Audio-first platforms are especially helpful here since they remove more barriers and let a larger pool of candidates be heard. AI can also help point out patterns, qualifications, and relevant insights, while humans stay fully in charge of the final decision. 

Reducing bias isn’t about handing the keys over to technology. It’s about using specific tools intentionally to slow us down in the right places and focus on what actually matters = giving every candidate a fair shot.

When should I look for a Hirevue alternative?

If candidates are ghosting you, recruiters are feeling burnt out, and insights seem more “meh” than meaningful, it might be time to look around.

Hirevue works well for large enterprises with plenty of hands on deck. But for lean teams or solo recruiters, a lighter workflow can seem like a refreshingly simple yet effective setup. 

In short: if your hiring tech feels heavier than your hiring goals, it’s probably time for a change.