What HireVue does
HireVue is an enterprise hiring platform for live and on-demand video interviews, validated assessments, conversational engagement, scheduling, and workflow automation.
HireVue brings interviewing, assessment, candidate engagement, scheduling, and automation into one enterprise platform. Live and on-demand video reduce coordination, while Virtual Job Tryout simulations, game-based or language assessments, and structured interview guides collect more consistent evidence than an improvised conversation. Deep ATS integrations can return status and results to the recruiting system, and candidates can participate in a browser without buying or downloading the product.
The pricing page describes Essential, Enterprise, and Premium packages but does not publish dollar amounts. Scope can differ substantially by interview volume, assessment content, AI scoring, automation, integrations, implementation, support, region, and public-sector requirements, so buyers need a written quote and data-flow schedule. HireVue reports ISO 27001 and 27701, SOC 2 Type II, and FedRAMP Moderate coverage through its current Trust Center; procurement teams should verify which solution and environment each artifact covers.
Assessment consistency does not prove fairness or job relevance. Employers should involve qualified selection experts, validate each instrument for the role and population, monitor outcomes, give candidates meaningful notice, obtain required consent for recordings or automated processing, offer disability accommodations and an accessible alternative, and let a trained person examine disputed results. HireVue publishes an explainability statement, but the employer remains responsible for deciding how scores affect progression and for avoiding an opaque automatic rejection pipeline.
How HireVue works
Employers configure a structured interview, assessment, or automated candidate journey and invite applicants through an ATS-connected workflow. Candidates complete live or on-demand interviews, simulations, games, language tests, or other assessments; configured scoring and reports support recruiter review, while scheduling and conversational tools move candidates through approved steps.
Structure the job-related evaluation
Employers define competencies and choose interview questions, simulations, games, language tests, or other assessments with appropriate validation. Candidate notice, recording consent, accommodations, accessibility, scoring rules, and human decision ownership belong in the design.
Collect consistent candidate evidence
Candidates complete a live or on-demand video interview, assessment, or automated journey in a browser, often launched from an ATS. Device quality, language, disability, bandwidth, anxiety, and familiarity can affect completion and must have support or alternative routes.
Produce structured results for review
Configured assessment logic or AI scoring converts responses into reports and evidence for recruiters; scheduling and conversational automation may advance the workflow. A score is not self-validating, so trained reviewers should inspect context and resolve disputed or low-confidence results.
Audit fairness, security, and validity
Hiring owners examine completion, accommodations, selection rates, overrides, adverse-impact signals, access, retention, and candidate feedback. Revalidate content when work or populations change and keep a person accountable for every consequential progression or rejection.
How to set up HireVue
Design the selection process
Define competencies, job-related evidence, decision thresholds, human owners, candidate notices, recording consent, accommodations, appeals, and retention before configuring technology.
Select and validate content
Choose structured interviews, simulations, or assessments suited to the role and work with qualified experts to document validity, scoring, language, and population considerations.
Connect systems securely
Integrate the ATS, configure least-privilege roles and regional settings, map candidate statuses, and confirm the contracted hosting, subprocessors, deletion, and support terms.
Pilot the candidate journey
Test desktop and mobile participation, assistive technology, bandwidth constraints, scheduling, consent language, scoring, integrations, and human escalation with representative candidates.
Monitor and recalibrate
Keep people responsible for progression decisions, review adverse-impact and completion patterns, investigate disputes, audit access and retention, and revalidate assessments when roles change.
HireVue FAQs
How much does HireVue cost?
HireVue publishes package names but not stable dollar pricing. Buyers should request a quote covering interview and assessment volume, modules, integrations, implementation, support, and renewal.
Is HireVue free for candidates?
Yes. HireVue says candidates do not pay and can participate without downloading an app, although employers should still provide technical help and accessible alternatives.
Does every HireVue interview use AI scoring?
No. HireVue supports live and on-demand video plus several assessment types. Employers choose the workflow and should clearly tell candidates when automated scoring is used.
How should employers manage bias?
Use job-related validated content, consistent administration, accommodations, outcome monitoring, explainable evidence, and trained human review rather than treating a score as an automatic decision.
What security standards does HireVue report?
Its Trust Center lists ISO 27001, ISO 27701, SOC 2 Type II, SOC 3, and FedRAMP Moderate, among other artifacts. Buyers should verify current scope for their solution.
Listing reviewed 2026-07-15. Product details and pricing can change; verify important terms on the provider's website.
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