30+ Best Video Screening Software in 2026

Hiring teams don’t need another reminder that early stage hiring is broken. You already feel it. What’s harder today is figuring out which video screening software will actually fix it. There are too many software that claim faster screening, improve candidate experience and reduce recruiter workload and they all look similar on the surface but in practice, choosing the wrong software can slow hiring even more.

In this guide, we compare 30 best video screening tools on different criterias like We focus on speed, consistency, candidate experience, and how well each tool scales for different team sizes and hiring needs. By the end, you’ll know which tools are worth considering and which ones to avoid.

Comparison of Top 10 Video Screening Software in 2026 

Below is a side by side comparison to help you quickly see which video interview platform fits your hiring volume, team size, and interview needs.

Software	Best For	Interview Type	Ideal Team Size
Peoplebox.ai Nova	High-volume first-round screening	Human-like AI voice & video (async)	Mid-size to enterprise
HireVue	Enterprise & campus hiring	One-way + live video + assessments	Large enterprises
Spark Hire	Collaborative hiring teams	One-way + live video	SMB to enterprise
VidCruiter	Regulated & government hiring	Structured video interviews	Enterprise
myInterview	Small teams & startups	One-way video	Small teams
Willo	Remote & distributed teams	Async video only	Small to mid-size
Harver	Frontline & volume hiring	Video + predictive assessments	Enterprise
Jobma	Volume hiring with assessments	One-way + live video + skills tests	Mid-size to enterprise
Breezy HR	Startups needing an ATS + video	One-way video (ATS add-on)	Small teams
Codility	Technical & engineering roles	Coding challenges + video	Engineering teams

Key Features to Look for in the Best Video Interviewing Software

When you’re choosing video interview software or evaluating AI interview tools, features only matter if they actually make hiring easier. The right tool should help you screen faster, stay fair, and make better hiring decisions. Here’s what you should look for in 2026 and why it matters.

1. Role Specific, AI-Generated Interview Questions 

Writing interview questions for every role takes time. Asking the same generic questions doesn’t help you learn much about a candidate.Good video interview tools can create questions automatically based on the role you’re hiring for.
For example:

• Sales candidates get questions about deals and pipelines
• Engineers get questions about problem solving or system design

This saves you preparation time, keeps interviews consistent, and helps you judge candidates on real job skills instead of personality alone.

2. Scheduling Automation 

If you are still emailing back and forth to book interviews, you are wasting time before interviews even start.

Strong tools either:

• Let candidates pick their own time, or
• Remove scheduling completely with async (one-way) interviews on a virtual interview platform.

Good software should handle time zones, send reminders, and avoid calendar chaos which is especially helpful when you are hiring many people at once.

3. One-Way Video Interviews for First-Round Screening

One-way video interviews are essential for first-round screening. They let candidates respond on their own time while you review responses when it fits your day.

This helps you:

• Screen more candidates without booking calls
• Apply the same questions and criteria to everyone
• Reduce early stage interviewer burnout

Look for platforms that make this experience smooth for candidates and easy to review for your team, with simple rating and feedback tools.

4. Structured Live Video Interviews

Live interviews still matter, but they shouldn’t feel random video calls.

The Best platform lets you:

• Score answers during the interview
• Involve more than one interviewer
• Save feedback right away

This keeps everyone professional,aligned and makes it easier to compare candidates later especially when multiple people are involved.

5. Built-In Coding & Technical Interview Tools

If you are hiring engineers or technical roles, switching between tools slows everything down.Modern platforms include built in coding environments so candidates can solve problems during the interview.

You should be able to:

• Watch candidates think, and code in real time
• See their approach and logic
• Review recordings later with full context

6. Collaborative Whiteboarding & Visual Thinking

For roles that involve design, systems, or planning, whiteboards are very useful.Digital whiteboards let candidates explain ideas visually like:

• System designs
• Product flows
• Customer journeys

When these whiteboards are saved with the interview recording, your team can review everything together instead of relying only on notes.

7. AI-Based Proctoring & Interview Integrity

For remote and asynchronous  interviews, maintaining fairness still matters.Some tools use light AI checks to flag things like:

• Switching screens
• Long interruptions

This helps protect interview quality without making candidates uncomfortable, especially important when you are hiring at scale.

8. Recording, Playback & Team Collaboration

Every good video interview platform should let you record,replay and being able to:

• Rewatch interviews
• Share clips with hiring managers
• Leave clear feedback

This makes hiring decisions easier to explain, easier to defend, and more fair especially when different interviewers have different opinions.

Top Video Screening Software Tools for Faster Recruitment

Here’s a brief description of the 10 best video recruiting software and video screening software that showcases what each system does best. There are also another 20 options below too, if you’d like more systems to consider.

1. Peoplebox.ai Nova

Peoplebox.ai Nova is built for teams that want to move fast in the first round without relying on resumes or repetitive screening calls. It runs human-like AI interviews using voice or video avatars (with male or female options) that ask role-specific questions, follow up intelligently, and evaluate candidates consistently at scale.

Instead of static one-way video questions, Nova behaves like a strong interviewer. Candidates complete interviews asynchronously, while you get clear, structured signals on skills, communication, and role fit without adding extra work for recruiters.

Key Features

• Human-like AI interviews with smart follow up questions
• Role specific question generation
• Structured, criteria based evaluations
• Async interviews with no scheduling needed
• Built-in integrity and consistency checks

Pros

• Replaces resume screening and first round calls
• Scales easily for high-volume hiring
• Delivers consistent signal across candidates

Cons

• Best value when used for early stage screening at scale

2. HireVue

HireVue is designed for large organizations running global, campus, or high volume hiring programs. It combines one way video interviews with assessments and AI insights to help teams manage large candidate pools efficiently.

It works best when compliance, consistency, and scale matter more than flexibility.

Key Features

• One way and live video interviews
• AI-powered assessments
• Structured interview workflows
• Global compliance and reporting

Pros

• Strong enterprise compliance
• Scales well for volume hiring
• Widely adopted by large organizations

Cons

• Expensive for smaller teams
• Longer setup and onboarding

3. Spark Hire

Spark Hire is a well rounded video interviewing platform that supports both one way and live interviews. It’s especially useful when multiple people need to review and comment on candidates without syncing calendars.

Key Features

• One way and live video interviews
• Shared interview reviews
• Hiring team collaboration tools
• Mobile friendly candidate experience

Pros

• Easy team collaboration
• Simple candidate experience
• Works across different hiring volumes

Cons

• Limited AI-driven evaluation
• Less customization for complex workflows

4. VidCruiter

VidCruiter focuses heavily on structured, compliant, and process driven interviews. It’s commonly used in regulated industries where documentation, consistency, and audit trails are critical.

Key Features

• Structured video interviews
• Compliance and audit tracking
• Custom workflows
• AI-assisted scoring

Pros

• Strong structure and governance
• Good for regulated hiring
• Highly customizable processes

Cons

• Longer implementation time
• Overkill for lean teams

5. myInterview

myInterview is a lightweight, easy-to-use platform for small teams that want to adopt video screening quickly. It focuses on simplicity and candidate friendliness rather than deep process control.

Key Features

• One way video interviews
• Simple question library
• Team collaboration
• Mobile first experience

Pros

• Very easy to set up
• Affordable for small teams
• Candidate friendly UI

Cons

• Limited advanced analytics
• Not built for complex hiring workflows

6. Willo

Willo is an async first remote video interview software designed for remote and distributed teams. It removes scheduling entirely and keeps the experience simple for both candidates and reviewers.

Key Features

• Asynchronous video interviews
• Interview templates
• Team comments and ratings
• Mobile optimized experience

Pros

• Clean, simple interface
• Great for remote hiring
• Quick rollout

Cons

• Limited integrations
• Minimal analytics

7. Harver

Harver is built for organizations hiring at scale, especially in hourly, frontline, and high volume roles. It combines video interviews with predictive assessments to prioritize candidates faster.

Key Features

• Video interviews
• Predictive assessments
• Automated candidate ranking
• High volume workflow support

Pros

• Strong for volume hiring
• Reduces early stage screening time
• Data driven prioritization

Cons

• Less flexible for niche roles
• Higher cost for small teams

8. Jobma

Jobma combines video interviewing with skill assessments, making it suitable for teams that want more than just recorded responses in the first round.

Key Features

• One way and live video interviews
• Skill assessments
• Interview scheduling
• Team collaboration

Pros

• All-in-one screening approach
• Works well for large applicant pools
• Flexible interview formats

Cons

• Interface can feel busy
• Learning curve for new users

9. Breezy HR

Breezy HR is an ATS with built-in video interviewing, ideal for startups and SMBs that want everything in one place without adding another tool.

Key Features

• ATS with video interview add-on
• One way video interviews
• Hiring pipeline management
• Team collaboration

Pros

• Easy to manage hiring end to end
• Affordable for small teams
• Quick setup

Cons

• Video features are basic
• Not ideal for complex hiring needs

10. Codility

Codility is designed specifically for technical hiring. It focuses on coding challenges and problem solving, with video interviews adding context to technical evaluations.

Key Features

• Coding challenges
• Technical interviews
• Real time code execution
• Video interview context

Pros

• Strong technical signal
• Fair, skill based evaluation
• Trusted by engineering teams

Cons

• Limited use outside technical roles
• Not a general purpose video screening platform

Other video Interview screening softwares 

Here are a few more video screening platforms that worth checking out:

11. VidCruiter : Highly structured, process driven video interviews with strong compliance controls, popular in regulated and government hiring.
12. OutMatch (Montage) : Science backed structured interviews focused on consistency, fairness, and large organizational hiring.
13. Sonru : Video interviewing platform commonly used for graduate, early career, and volume recruitment.
14. Canditech : Video interviews paired with auto scored skill and technical tests for structured evaluations.
15. Vervoe : Skills first screening platform using async video responses and task based assessments.
16. Hireflix : No frills one way video interviewing focused purely on async screening.
17. RecRight : Quick setup video interviews with asynchronous screening and simple collaboration features.
18. AsyncInterview : Lightweight, startup friendly video screening tool with minimal setup.
19. Breezy HR (video add-on) : ATS for small teams with built in video interviewing capabilities.
20. CodeSignal : Coding assessments with video context, used to evaluate real programming skills.
21. eSkill : Skill based assessments with integrated video components for technical and non-technical roles.
22. TestGorilla : Prebuilt skill test library that complements video screening in early hiring stages.
23. Greenhouse : Enterprise ATS with integrated interview workflows and video interviewing options.
24. iCIMS : Enterprise ATS with multiple video interview integrations and large scale hiring support.
25. Zoho Recruit : ATS with multiple video interview formats and collaborative hiring features.
26. Manatal : AI powered ATS with built in video screening and candidate management.
27. TalentLyft : ATS with embedded video interview options for structured hiring workflows.
28. InterviewStream : Structured video interviewing platform with one-way and live interviews, built-in scheduling, and shared scorecards for consistent hiring decisions.
29. VidAssess : Lightweight asynchronous video interview software focused on quick setup and simple, structured early-stage screening.
30. Modern Hire : Enterprise-grade hiring platform combining video interviews, assessments, and analytics for large-scale and campus hiring.

Why Peoplebox.ai Nova Is Different

Watch Nova, our AI interviewer, in action

Most video screening tools help you collect answers.Nova helps you decide who to move forward.With many video interview tools, candidates answer fixed questions and you’re left watching videos, taking notes, and guessing who is actually strong. 

Instead of fixed video questions, Peoplebox.ai Nova runs human-like AI interviews. Candidates talk to an AI interviewer that asks role based questions and follows up based on their answers similar to how a good human interviewer would.

Here’s what makes Nova stand out:

• It replaces resume screens and first-round calls

Nova handles the first real screening conversation, so recruiters don’t have to repeat the same questions across dozens of candidates.

• Interviews feel natural, not robotic

Candidates respond to conversational voice or video interviews instead of reading prompts on a screen. This leads to more genuine answers and better early signals.

• You get stronger signal early

Nova evaluates candidates across resume fit, interview performance, and integrity checks not just confidence or presentation skills.

• Built for high-volume hiring

When you’re screening dozens or hundreds of candidates, Nova helps you move fast while keeping evaluations consistent and fair.

• Hiring teams spend time only where it matters

By the time a candidate reaches a live interview, you already have context, insights, and clear signals so interviewers focus on depth, not basics.

In short: Nova isn’t just another video interview platform. It’s designed to take real screening work off your plate and help you move forward with confidence especially when hiring pressure is high.

Curious if peoplebox.ai Nova fits your hiring needs? If early stage screening is slowing you down, Nova can help you move faster without sacrificing signal. See how teams use Nova to replace resume screens and first round calls at scale. 👉 Book a demo now

How to Evaluate Video Screening Software for Your Hiring Needs

A 5-Step Way to Choose the Right Video Interview Screening Software

Step 1: Start with how you hire today
Before you look at any platforms, pause and look at your current process.

•  How many roles are you hiring for at the same time?
•  How many candidates reach the first round every month?
•  Where does the process slow down the most?

If a platform doesn’t solve your biggest bottleneck, it’s probably not the right one.

Step 2: Shortlist only what truly fits
Don’t try to evaluate every platform on the market. Pick 3-5 options that clearly match your needs. If a platform doesn’t support your hiring volume, your roles, or your ATS, remove it early. This saves you weeks of back and forth later.

Step 3: See it in action (as a recruiter and as a candidate)
Always ask for a demo or free trial.While testing, ask yourself:

• Can I run first round interviews faster with this?
• Will my hiring managers actually use it?
• Does the candidate experience feel smooth or stressful?

If it feels confusing now, it will feel worse at scale.

Step 4: Talk to teams like yours
Vendor websites won’t tell you what breaks when hiring gets busy.Look for reviews or customer references from companies similar to yours. Ask about reliability, support, and whether the tool still works well when volumes increase.

Step 5: Think beyond day one
Even the best software fails if your team doesn’t adopt it.Check how easy onboarding is, what kind of training is offered, and how responsive support is once you go live. A tool that’s easy to roll out will save you far more time than one packed with unused features.

Common Mistakes & Challenges Teams Face with Video Screening

Even good teams struggle with video screening at first. The issues usually aren’t about the platform, they’re about how it is used. Here are the most common mistakes recruiters run into, and how to avoid them.

1. Ignoring the Candidate’s Tech Experience

The mistake:
Candidates drop out because the interview doesn’t load, doesn’t work on mobile, or feels hard to use.

How to fix it:
Use video screening software that works smoothly across devices and browsers. Test the experience yourself before sending it to candidates. Always offer a simple backup option if something goes wrong.

2. Making Video Interviews Too Long

The mistake:
Asking too many questions or expecting long, detailed answers in the first round.

How to fix it:
Keep first round video interviews short ideally 15-20 minutes total. Focus on role critical questions only. When candidates understand why you are asking and how this helps they are more likely to finish.

3. Reviewing Responses Without Clear Criteria

The mistake:
Different reviewers focus on different things,which leads to mixed feedback and slow decisions. 

How to fix it:
Use structured scoring rules so everyone reviews candidates in the same way. Encourage multiple reviewers and align on what “good” looks like before reviewing starts. This reduces bias and speeds up decisions.

4. Treating Video Screening as a Standalone Tool

The mistake:
When video interviews don’t connect to your ATS, teams waste time updating records manually.

How to fix it:
Choose software that connects directly with your ATS. Candidate data, feedback, and decisions should flow automatically so your team isn’t duplicating work or missing information.

5. Overlooking Compliance and Data Privacy

The mistake:
Not being clear about consent, video storage or how long data is kept can cause trust and legal issues.

How to fix it:
Make sure your video screening platform is GDPR-compliant, clearly explains how data is used, and allows you to control retention policies. Transparency builds candidate trust and keeps your process audit ready.

Why Recruiters Are Adopting Video Screening Software in 2026

Recruiters aren’t switching to video screening because it’s trendy; they’re seeing the real benefits of AI interview software in early stage hiring. They’re doing it because early stage hiring has become the biggest bottleneck and traditional screening methods don’t work well anymore.

Here’s why more teams are making the switch:

• Hiring moves faster when the first round isn’t on the calendar
  One-way video interviews remove scheduling delays, letting you screen more candidates in less time without pulling interviewers into repetitive calls.
• You get early clarity without spending too much time
  Video responses help you quickly see who’s a clear “yes” and who’s not, so live interviews are saved for the right candidates.
• Candidates drop off less when the process respects their time
  Letting candidates respond on their own schedule makes the process easier and improves completion rates, especially for high-volume roles.
• Screening feels more fair and consistent
  Everyone answers the same questions, which makes feedback easier to compare and to make decisions easier .
• Remote and global hiring becomes simpler
  Location, time zones, and travel are no longer blockers at the earliest stage anymore.
• Collaboration improves without slowing decisions
  Recruiters and hiring managers can review and leave feedback when it works for them, without waiting for meetings.
• Costs stay low until candidates are truly qualified
  Video screening reduces unnecessary live interviews, travel, and coordination, helping you invest time and money only in strong candidates.

Conclusion

Video screening software and more broadly, video interview software only works if it truly removes work from your hiring process.

The best tools don’t just record answers. They help you quickly see who is worth moving forward without long calls, resume overload, or endless scheduling. When chosen well, video screening speeds up hiring, keeps evaluations fair, and gives candidates a better experience. When chosen poorly, it becomes another platform your team avoids.

There’s no single tool that fits every team. Enterprise hiring, high-volume roles, startups, and technical hiring all need different strengths. That’s why the right question isn’t “Which tool has the most features?” – it’s “Which tool actually fixes our first round screening problem?”

If your team is still stuck on resume reviews and first round calls, start by removing that bottleneck. Look for software that helps you screen faster, stay consistent, and spend live interview time only on the right candidates.

Frequently asked questions(FAQs)