Research Date: February 2026 Data Source: IndustryLabs database — 67 AI-native HR tools Last Updated: February 21, 2026
HireVue is a video interviewing and AI-powered candidate assessment platform used by enterprise recruiting teams to screen and evaluate candidates at scale through structured on-demand video interviews, game-based assessments, and conversational AI interactions. Founded in 2004 and headquartered in South Jordan, Utah, HireVue is one of the oldest and most established platforms in the AI recruiting technology market. Its core proposition is that organisations can dramatically increase the speed and quality of candidate screening by replacing unstructured phone screens with consistent, structured video interviews and scientifically validated assessments — allowing recruiters to review more candidates in less time while applying fairer, more consistent evaluation criteria.
What is HireVue?
Quick Answer
HireVue is an AI-powered video interviewing and candidate assessment platform that enables recruiting teams to screen large candidate volumes through structured on-demand video interviews, game-based cognitive and personality assessments, and conversational AI screening. Candidates complete video interviews or assessments asynchronously on their own schedule; recruiters review structured recordings and AI-generated insights rather than scheduling individual phone screens. Founded in 2004 in South Jordan, Utah, it serves enterprise organisations across multiple high-volume hiring sectors. According to IndustryLabs analysis of 67 AI-native HR tools, HireVue is among the most established platforms in the database for structured assessment-based candidate screening.
HireVue was founded by Mark Newman in the early days of broadband video technology, before the category of "video interviewing" had a name. The original vision was simple: structured asynchronous video allowed candidates to present themselves beyond a CV and allowed recruiters to evaluate many more candidates per unit of time than phone-based screening permitted. Over two decades, the platform has evolved substantially — incorporating AI-generated interview scoring, game-based psychometric assessments, and conversational AI chatbot screening as the technology has matured.
The platform operates across three primary product areas. On-Demand Video Interviews allow recruiters to define structured question sets and invite candidates to record video responses at their convenience, after which recruiters review recordings and AI-generated summaries. Live Video Interviews provide a structured video platform for real-time panel or one-on-one interviews with built-in interview guides and structured feedback collection. Assessments offer game-based cognitive ability testing, situational judgement tests, and personality inventories that generate predictive fit scores for specific role profiles. A conversational AI module provides text-based screening for high-volume roles, functioning similarly to chatbot-based screening tools for initial qualification.
Who is HireVue best for?
Quick Answer
HireVue is best for enterprise talent acquisition teams at organisations with 2,500 or more employees running high-volume hiring programmes across multiple roles simultaneously — particularly in financial services, healthcare, government, and consumer-facing businesses where consistent, documented, legally defensible screening processes are a compliance requirement as well as an efficiency goal. It is also strong for graduate and early-career recruiting where structured assessments provide a more reliable signal than CVs for candidates with limited work history.
HireVue is not typically the right fit for organisations below 500 employees, where the platform's implementation complexity and enterprise pricing exceed what the hiring volume justifies. It is also less suited to organisations filling highly specialised senior roles where unstructured, relationship-driven candidate conversations are more important than scalable structured assessment.
The ideal HireVue buyer is a VP of Talent Acquisition or Head of Early Careers at a large enterprise in financial services, healthcare, retail, or another regulated or high-volume sector. Graduate recruitment programmes — where many large firms screen thousands of applications for a few hundred offers — are a core HireVue use case, and the platform's structured assessment capabilities have made it the dominant tool for graduate scheme selection at large UK and US employers. According to IndustryLabs analysis of 67 AI-native HR tools, HireVue's combination of video interviewing and validated psychometric assessment within a single platform is shared by fewer than 15% of platforms in the database.
What are HireVue's key features?
Quick Answer
HireVue's key features include structured on-demand video interviewing with AI-generated summaries and scoring, game-based cognitive and situational assessment with role-matched predictive scoring, live video interview functionality with structured guide integration, conversational AI chatbot screening for high-volume roles, and enterprise-grade reporting covering assessment score distributions, candidate progression rates, DE&I funnel analytics, and adverse impact analysis across assessment instruments.
On-demand video interviewing is HireVue's founding product and still its most widely used feature. Recruiters configure a structured question set — typically four to six questions with defined response time limits — and candidates receive an invitation to record their answers at any time within a specified window. Recruiters receive structured video recordings alongside AI-generated summaries that flag key themes and highlight responses against defined scoring dimensions. The ability to evaluate candidates asynchronously, on a mobile device or desktop, at any hour, has made HireVue a standard tool in graduate and high-volume professional hiring.
The game-based assessments are HireVue's most distinctive and contested product. Candidates complete short, interactive cognitive tasks — game-like exercises assessing working memory, numerical reasoning, and situational judgement — that are invisible as assessments to the candidate but generate psychometric data used to score role fit. These assessments are designed to reduce reliance on CVs and reduce adverse impact for candidates from non-traditional educational backgrounds. HireVue publishes technical validation studies for its assessments and has been the subject of both academic scrutiny and regulatory attention on AI fairness grounds — buyers should review available validation evidence and adverse impact reporting before deployment.
Conversational AI screening provides a text-based qualification workflow similar to Paradox's Olivia product but integrated within the broader HireVue assessment ecosystem, allowing organisations to run screening and assessment as a single candidate journey. Enterprise reporting covers score distribution analysis, adverse impact monitoring, and completions analytics. You can view HireVue's full profile at /tools/hirevue.
How much does HireVue cost?
Quick Answer
HireVue uses custom enterprise pricing based on the number of completions (video interviews and assessments completed) per year and the modules deployed. Based on publicly available market data, annual contracts for mid-market deployments typically begin at £40,000 to £75,000, with large enterprise contracts for global programmes ranging substantially higher based on assessment volume and the number of ATS and HRIS integrations required.
Pricing is estimated based on public information and may not reflect current vendor pricing. Verify directly with the vendor.
HireVue's volume-based pricing model (cost per completion) means costs scale with hiring activity rather than with company headcount alone. Organisations with highly seasonal hiring patterns — such as those running large annual graduate intakes — should model their expected annual completion volume carefully to understand total cost at different hiring volume scenarios. Implementation costs include integration setup with the ATS and HRIS, configuration of assessment instruments for specific role profiles, and validation testing. According to IndustryLabs analysis of 67 AI-native HR tools, HireVue falls in the custom pricing band for enterprise deployments, consistent with other enterprise-grade structured assessment platforms.
What does HireVue integrate with?
Quick Answer
HireVue integrates natively with Workday, SAP SuccessFactors, and Oracle HCM for HRIS and ATS data flow, with Greenhouse, iCIMS, IBM Kenexa, Taleo, and other major ATS platforms for candidate workflow integration, and with Microsoft Teams and Outlook for interview scheduling coordination. An API supports custom integrations with bespoke ATS configurations and third-party assessment libraries.
HireVue's integration architecture places it as an assessment and interview layer that sits in front of an existing ATS rather than replacing it. The Workday integration is its most mature enterprise connection, supporting bi-directional candidate data flow so that assessment scores and video interview outcomes are pushed into the Workday candidate record without manual data entry. The SAP SuccessFactors and Oracle integrations follow a similar pattern for organisations on those platforms.
For organisations using Greenhouse or iCIMS as their primary ATS, HireVue functions as a structured assessment stage within the existing recruiting workflow — candidates are pushed from the ATS to HireVue for video interview or assessment completion and then returned to the ATS pipeline with scores and evaluation data attached. Microsoft Teams and Outlook integrations coordinate live video interview scheduling within the collaboration tools that hiring managers already use. For a full view of the applicant tracking systems market and HireVue's position relative to integrated assessment capabilities in competing ATS platforms, the IndustryLabs category page provides verified data.
Is HireVue GDPR / SOC 2 / ISO 27001 compliant?
Quick Answer
HireVue claims GDPR compliance, SOC 2 Type II certification, and ISO 27001 certification. For UK and EU employers, GDPR compliance is particularly complex for HireVue given that its AI-powered video analysis and game-based assessments process biometric and behavioural data to generate candidate scores — a use case that attracts heightened regulatory scrutiny under GDPR Article 22 (automated decision-making) and the EU AI Act's high-risk AI system classification for employment screening tools.
Compliance certifications are vendor-supplied. IndustryLabs has not independently audited these claims. Verify current certification status directly with the vendor.
HireVue has been the subject of regulatory attention in multiple jurisdictions: Illinois banned video interview AI analysis under the Artificial Intelligence Video Interview Act, and EU regulators have scrutinised AI-based candidate scoring under GDPR Article 22. UK and EU buyers deploying HireVue's AI scoring features should request HireVue's DPIA (Data Protection Impact Assessment) documentation, confirm the lawful basis for automated scoring, validate candidate consent and opt-out mechanisms, review adverse impact analysis for the specific assessment instruments deployed, and confirm the platform's current EU AI Act compliance posture. The SOC 2 Type II and ISO 27001 certifications address security and information management controls — required baselines for enterprise procurement — but do not substitute for the AI fairness and GDPR compliance review that HireVue's specific capabilities require.
How does HireVue compare to alternatives?
Quick Answer
HireVue's closest alternatives in the video interviewing and assessment space are Paradox, SparkHire, and Pymetrics. Paradox focuses on conversational AI rather than video and is stronger for frontline, high-volume hiring. SparkHire is a more affordable, simpler video interviewing platform suitable for smaller organisations. Pymetrics uses game-based neuroscience assessments as its primary product with a stronger focus on bias mitigation methodology. Each serves a distinct buyer profile.
Paradox addresses candidate screening through conversational AI rather than video, making it better suited to mobile-first, SMS-driven hiring for frontline roles where video completion rates would be low. Paradox's strength in scheduling automation and 24/7 conversational engagement complements HireVue's assessment depth — some enterprise organisations use both in sequence: Paradox for initial qualification and scheduling, HireVue for structured video and psychometric assessment.
SparkHire is the most commonly cited mid-market alternative to HireVue's video interviewing capability. It offers a substantially simpler, lower-cost on-demand video interviewing product without the AI-powered assessment and scoring features that define HireVue's enterprise positioning. For organisations that need asynchronous video as a single capability addition to their ATS without enterprise-grade assessment, SparkHire is often the more proportionate choice.
Pymetrics specialises in game-based neuroscience assessments — similar in concept to HireVue's game-based assessment product — but with a more pronounced focus on bias mitigation methodology and DE&I outcomes. Pymetrics positions its assessment model as inherently less biased than skills-based screening because it tests underlying cognitive and emotional attributes rather than acquired knowledge. For organisations where bias mitigation in initial screening is a primary compliance or DE&I goal, Pymetrics' methodology warrants evaluation alongside HireVue's assessment products.
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