Best Video Interviewing Software in 2026: One-Way and Live Tools Compared

Best for: Small and mid-size companies that want simple one-way video interviews at a low fixed price with no user or response limits.

• Unlimited user seats, positions and interview responses on every plan.
• Candidates need no app or login, and invites can go by email, SMS or WhatsApp.
• It covers one-way interviews only, so live interviews still need Zoom, Teams or another tool.

Our take: Hireflix fits a small or mid-size employer that wants to replace phone screens with one-way video interviews without a large contract. Pricing is set by company size: $75 per month billed yearly for under 50 employees and $150 for 50 to 250, with the first month free. Every plan includes unlimited users, positions and responses, so cost does not rise with hiring volume. You build a question set, send a link by email, SMS or WhatsApp, and review recordings with ratings, comments and transcripts. In a trial, test the candidate flow on a phone and check how your ATS integration or Zapier connection moves candidates between stages. Compared with Spark Hire, Hireflix is cheaper but lacks live interviews. Compared with Willo Lite, it suits steady hiring better, since Willo charges per live role while Hireflix is a flat fee. NGOs and young companies can ask about a 20% first-year discount.

Best for: Teams that hire for a few roles at a time and want to pay only for the months and roles they actually use.

• Lite charges only for live roles in a given month, which suits irregular hiring.
• Enterprise integrates with 50+ ATS and HR systems, including Workday, Greenhouse and Lever.
• Lite integrations are limited to Zapier and Integrately, and SSO and long data retention require Enterprise.

Our take: Willo suits employers whose hiring comes in bursts. On Lite you pay $59 per live role per month with no contract, so a team hiring for two roles in one month and none the next pays only for what it uses. Lite allows up to 5 live roles, 150 assessed candidates per role and 5 users, and includes the assessment library, scorecards, anti-cheat and Willo Intelligence AI summaries. Enterprise costs $3,799 per year in USD on a one-year term, with 10% and 15% lower annual rates on two and three-year terms, and adds SSO, 12+ months of data retention, a dedicated success manager and 50+ ATS integrations. In a trial, check how Willo Intelligence summaries match your own read of answers. Compared with Hireflix, Willo is cheaper for very light use and has stronger AI features; compared with Spark Hire, it does not list live interviews but offers more flexible billing.

Best for: Small and mid-size businesses that want both one-way and live video interviews with unlimited users on a published annual price.

• Annual Video Interviews plan includes unlimited users, jobs, and live and one-way interviews.
• Optional behavioral assessment and a Recruit ATS are available from the same vendor.
• The monthly plan caps users and jobs at 5, and prices rise with company size beyond the starting rates.

Our take: Spark Hire fits a small or mid-size business that wants one tool for both one-way screens and live interviews. The annual Video Interviews plan costs $249 per month billed annually and includes unlimited users, jobs and interviews, along with live training and a customer success manager. The monthly plan costs $299 and limits you to 5 users and 5 jobs at a time, which can work for a short hiring push. Spark Hire also sells a behavioral assessment at the same price points and a Recruit ATS from $335 per month billed annually, so a growing company can consolidate tools. In a demo, ask how pricing changes for your headcount, since the page notes that prices vary by company size. Compared with Hireflix and Willo, Spark Hire costs more but adds live interviews. Compared with VidCruiter and HireVue, it publishes prices and is quicker to roll out, with fewer enterprise compliance features.

Best for: HR teams that want async and live video interviews from the same vendor that supplies their aptitude and personality tests.

• Combines video interviews with cognitive, personality and skills tests in Criteria Hire.
• Offers a 14-day free trial before pricing discussions.
• Prices are not published, and the most advanced AI features are paid upgrades.

Our take: Criteria Interview suits HR teams that already use or plan to use Criteria's assessments and want interviews in the same workflow. The Interview plan covers async video interviewing and real-time video interviews with transcripts, summaries and insights, along with branded candidate experience, SSO, MFA and standard ATS integrations. Criteria Hire bundles this with the full assessment library, so you can send a cognitive test and a one-way interview in one invitation. An AI Interview upgrade adds AI features and an AI Interview Agent for conversational screening. Pricing is by quote, but a 14-day free trial lets you test the candidate flow first. In the trial, check transcript quality, how summaries handle accents and technical terms, and how results reach your ATS. Compared with Spark Hire, Criteria adds validated assessments but hides its prices. Compared with HireVue, it is lighter to deploy and better suited to mid-size employers.

Best for: Government agencies, healthcare and other regulated employers that need structured, auditable interviews and strong security credentials.

• Lists a broad set of security and privacy credentials, including ISO 27001 and SOC 2 Type II.
• Supports structured, auditable interviews suited to public-sector procurement.
• No published price or trial, and the full suite may be more than a small employer needs.

Our take: VidCruiter fits employers that must show a fair, documented hiring process, such as government agencies, healthcare systems and regulated industries. It supports pre-recorded interviews with configurable prep and response times, live one-on-one, group, panel and hybrid interviews, and self-serve scheduling synced with Outlook and Google calendars. Structured interviews use standardized questions, rubrics, scorecards and multi-evaluator scoring, with auditable records. Its compliance list is the most extensive on this page, including SOC 2 Type II, several ISO certifications, GDPR, PIPEDA, CCPA, a VPAT and data residency options. VidCruiter also offers references, skills testing and an ATS. Pricing is by quote. In a demo, ask for audit trail exports, accessibility documentation and pricing by module. Compared with Spark Hire, VidCruiter is stronger on structure and compliance but costs more to evaluate. Compared with HireVue, it focuses more on structured and regulated hiring than on very large-scale automation.

Best for: Large employers that run very high interview volumes and want on-demand and live interviews with automated scheduling and AI insights.

• Reports 70M+ video interviews and enterprise customers such as Delta, IKEA and Pfizer.
• Automated scheduling, routing and reminders reduce coordination work at scale.
• No published pricing, and the platform is built for enterprise volume rather than occasional hiring.

Our take: HireVue fits large employers that interview thousands of candidates and need automation across scheduling, interviews and assessments. Candidates complete on-demand interviews in their own time, and HireVue reports that 65% of interviews in one dataset were completed after hours. Live interviews can run in HireVue or in Zoom, Teams or Webex, with shared structure and notes for panels. Interview Insights produces AI summaries, transcripts, competency mapping and highlights, and HireVue states that AI-scored interviews receive third-party audits and that employers make final decisions. It also offers assessments and an AI Interviewer. Pricing is by quote. In a demo, ask how AI scoring is configured, how candidates are told about it, and what adverse impact monitoring you receive. Compared with VidCruiter, HireVue puts more weight on large-scale automation; compared with Spark Hire or Hireflix, it is far more capable but far heavier to buy and implement.