Picking the right video interview tool isn’t about chasing the most features, it’s about finding what works best for your team and the way you hire. Here’s a simple guide to help you sort through your options and focus on what actually matters.

1. Start With Your Hiring Style

Are you running high-volume hiring across multiple roles? Or do you need to screen just a handful of candidates a month?

• For fast-paced hiring: Look for platforms that offer one-way video interviews (also called asynchronous interviews). These let candidates record responses on their own time and save you hours of scheduling.
• For deeper conversations or senior roles: You might want tools that support live interviews with features like screen sharing, notes, and interview scorecards.

Understanding your hiring pace and style will instantly narrow your choices.

2. Key Features to Look For

Here are a few must-haves you’ll want to keep an eye out for:

• Ease of use: Can candidates and hiring managers use it without a training manual?
• Mobile-friendly: A lot of candidates will be using their phones. The experience needs to work smoothly across devices.
• Scheduling tools: Built-in calendar integrations (like Google or Outlook) save serious time.
• Interview kits or templates: These keep things consistent and fair across different interviewers.
• Feedback and rating system: Makes it easier for your team to collaborate and review candidates after the call.
• Branding options: Look for tools that let you add your logo, color themes, and custom messages. It helps create a more professional candidate experience.

3. What About AI Features?

Some tools offer AI-powered analysis, which can give you insights on tone, facial expressions, or even word choice. These features can be helpful, especially for large teams dealing with hundreds of applicants. That said, not every company is comfortable using AI in hiring, and that’s okay.

Use AI features if they help speed up your process, but don’t rely on them for final decisions. Always balance the data with human judgment.

4. Integration with Your Existing Tools

Check if the software integrates easily with:

• Your ATS (Applicant Tracking System)
• Calendar tools
• Email platforms
• Slack or other internal messaging tools

The goal is to cut down on manual steps. If you’re copying and pasting links across platforms, it’s not saving you time.

5. Pricing: What’s Worth Paying For?

You’ll find both free tools and high-end platforms. Here’s a quick breakdown:

• Free or low-cost tools: Good for startups or companies with fewer hires. You may miss out on branding, integrations, or analytics.
• Mid-tier platforms: Offer balance—solid features, fair pricing, and support for most small-to-mid teams.
• Enterprise solutions: Designed for teams hiring at scale. Look for advanced analytics, team collaboration tools, and priority support.

Always check whether pricing is per interview, per user, or flat-rate. That makes a big difference as your hiring volume grows.

6. Candidate Experience Matters

The software isn’t just for you, it’s also the candidate’s first impression of your company.

Look for:

• Clear instructions for candidates
• No forced account creation
• Smooth user interface
• Responsive support (in case they get stuck)

If the tool feels clunky or confusing, candidates may drop out before the interview even starts.

Final Thoughts

There’s no one-size-fits-all answer here. The best video interview software is the one that fits your hiring needs without making things complicated. Start by thinking about your team size, hiring volume, and how hands-on you want to be in the process.

If you’re unsure, try a few free trials. Most tools offer them. That way, you can see how it feels in real life before committing.