Hirevue

What is Hirevue?

Hirevue is enterprise hiring software that uses video, assessments and AI agents to move applicants through early screening. Employers set structured questions, candidates answer when convenient, and recruiters review the results.

The platform now groups its tools into five products: Match and Apply, a career-site chat agent; AI Interviewer, a voice agent for screening calls; Assessments; Assessment Builder; and Video Interviewing with live and on-demand formats. Results flow back into the employer’s applicant tracking system, where recruiters make the decision.

Founded in 2004, the company says it has run more than 70 million interviews and 200 million assessments, and serves 40% of the Fortune 100. Hirevue acquired Modern Hire in 2023, and The Carlyle Group became its majority investor in 2019. It stopped using facial analysis in 2021, and says recruiters, not the software, make the final call on every candidate.

Key Features

Volume screening drives most Hirevue deployments, with an always-on AI Interviewer and on-demand video taking first-round work off recruiters. Assessments and fraud checks then add evidence before a human reviews each shortlist.

• AI Interviewer: A voice agent runs two-way screening interviews at any hour and asks follow-up questions. It scores answers against a role rubric, and Hirevue lists English, Spanish, French, Portuguese and German, with a non-AI route available.
• Match and Apply: A chat agent on the careers site asks about skills and interests, then recommends suitable roles. It also answers questions on benefits and locations, and syncs job data with the applicant tracking system.
• Assessments: Game-based, language, coding and Virtual Job Tryout tests measure job-related ability. Hirevue says the library covers more than 250 behavioural and cognitive skills, with adaptive difficulty and plagiarism checks on code.
• Assessment Builder: Teams can create their own custom assessments instead of relying only on the standard library. This suits employers with niche roles or in-house competency frameworks that off-the-shelf tests do not match.
• Video interviewing: On-demand recorded interviews sit alongside live sessions run in Hirevue, Zoom, Teams or Webex. Reviewers get searchable transcripts, AI summaries, moment tagging and talk-time figures to compare candidates.
• Fraud controls: Built-in checks aim to reduce cheating during interviews and tests. For AI Interviewer, Hirevue also lists script locking and recording, so every candidate hears the same approved questions.

Pros

Hirevue screens large applicant pools quickly while keeping every candidate on the same questions, which is why big employers adopt it. Its published validation research is the second reason buyers shortlist it.

• High volume: It screens thousands of applicants quickly without adding recruiters. Hirevue cites one customer completing 390,000 interviews in four months, and says AI Interviewer lets teams screen five times more applicants.
• Structured process: Every candidate faces the same questions and scoring criteria. That consistency makes decisions easier to explain to hiring managers and to defend in an audit.
• Published science: It reports more than 1,300 validation studies and annual independent audits. Buyers in regulated markets gain documentation they can show to legal and compliance teams.
• Candidate flexibility: Applicants can interview at any hour, including from a phone. Hirevue says 65% of on-demand interviews happen after working hours, which helps people already in full-time jobs.
• Faster offers: Automated screening and scheduling shorten the gap between application and offer. Hirevue reports one customer reaching offers in 3.5 days, though results depend on each employer’s process.

Cons

Trust is Hirevue’s hardest problem, because AI assessment of applicants draws legal and public scrutiny. Hidden pricing and occasional technical faults add practical friction for buyers.

• Opaque pricing: No public price list makes budgeting hard. Buyers must go through a sales process, and third-party estimates vary too widely to be useful for planning.
• Candidate unease: Many applicants dislike talking to a camera or an AI agent. A poor experience can put off strong candidates, so employers should explain the process and offer alternatives.
• Legal scrutiny: A 2025 ACLU complaint named Hirevue, which says its AI assessment was not used in that case. Employers also face rules such as New York City Local Law 144 and the Illinois video interview act.
• Technical glitches: G2 reviewers report login failures, broken links and audio or video problems on weak connections. These issues hit candidates hardest, since a failed recording can feel like a lost chance.
• Enterprise focus: Small firms may find it heavy and costly for a handful of hires a year. Lighter tools such as Spark Hire or Willo cover one-way video at lower cost.

Who is Using Hirevue?

Large employers make up Hirevue’s base, and the company names AT&T, Boeing, Delta, Home Depot, IKEA, Nestlé and PepsiCo among its customers.

• Large employers: Brands such as Delta, Procter & Gamble and Humana use it at scale. They run standard screening across many sites and countries.
• Graduate recruiters: Teams screening campus and early-career intakes rely on on-demand video and game-based tests. These help them sort thousands of applicants with little work history.
• Retail and hospitality: Firms filling hourly roles quickly use the chat agent and AI Interviewer. Round-the-clock screening suits applicants who work shifts.
• Healthcare providers: Hospital groups such as AdventHealth use it to speed up clinical hiring. Hirevue cites one case with 5.6 times more nurse interviews after adding AI Interviewer.

Pricing

Hirevue lists no prices on its website, so every package is quoted by its sales team (official site checked October 2026).

Third-party guides give annual estimates that differ widely and are unconfirmed, and G2 shows no rates either.

Quotes depend on hiring volume and the modules chosen, so ask for a written breakdown per module before you sign.

What Makes Hirevue Unique?

Over 1,300 validation studies, 2,000 fairness maintenance studies and more than 75 peer-reviewed papers give Hirevue an unusually public research record for a hiring vendor.

That openness helps buyers facing audit rules such as New York City Local Law 144, and few rivals combine a chat agent, AI interviews, assessments and live video in one platform. Critics argue that audits cannot prove fairness for every applicant, so the research record supports due diligence rather than replacing it.

Compatibilities and Integrations

Hirevue connects to more than 45 applicant tracking systems, so screening results land where recruiters already work.

• Platforms: Web for recruiters; candidates use a mobile browser, desktop or the iOS app.
• Applicant tracking: 45+ systems, including Workday, SAP SuccessFactors, Oracle and iCIMS.
• Meetings and messaging: Live interviews run in Zoom, Teams or Webex, with SMS and WhatsApp updates.
• HR systems: HRIS and learning platforms are supported.
• Security: ISO 27001, ISO 27701, SOC 2 Type 2 and FedRAMP are listed.

Hirevue Tutorials

A first screening flow takes six steps, and the compliance checks matter as much as the setup:

1. Connect your applicant tracking system.
2. Let the AI suggest questions from the job description, then edit and approve them.
3. Decide on AI scoring, tell candidates and gather consent where the law requires it.
4. Publish an accommodation route, such as extra time or a human interview.
5. Invite applicants and review answers with scorecards and transcripts.
6. Check outcomes by group for adverse impact each hiring cycle.

How We Rated It

Hirevue earns 3.9 out of 5: broad features and deep integrations score highly, but hidden pricing and contested AI scoring pull the total down.

Summary

Hirevue suits large organisations that screen many applicants and want a structured, auditable process. Its AI Interviewer, assessments and video tools cover most first-round work in one system. Its main limitation is trust, as AI assessment of candidates draws legal scrutiny and pricing is hidden. Smaller employers will usually get better value from a lighter video tool. If you adopt it, explain AI use to candidates, offer accommodations and run your own adverse impact checks.