The secret to having a successful screening session is being able to do it well. Once you start getting more and more applicants for your calls, the old method of doing a call with each person and asking the same set of questions at the end of each call doesn’t work. One-way video screening systems solve this by allowing candidates to record their responses at their own time, as opposed to having to sync up with the recruiter’s schedule.
Not all of the platforms in this category are created equal, however. There are some that are simple and affordable, others that rely on AI scoring and proctoring, and there are some that are designed to work for teams who are already using a particular ATS. So here are five candidate screening tools to be aware of that US hiring teams should use as they enter 2027, including one designed to eliminate first-round interviews.
1. ScreeningHive – Best for Video-Based Candidate Screening
The first and best of all, ScreeningHive, handles video-based screenings. First and best, ScreeningHive can do video-based screenings.
The idea behind screeningHive is one of the easiest problems to solve in the recruiter space: first-round phone screens eat up too much recruiter time given the amount of information they provide.
Instead of meeting each applicant, recruiters create one interview, prepared with an array of questions appropriate to the role, or their own, and send the same interview to everyone they’re receiving applications from. Students answer questions from their mobile phone/laptop whenever convenient. The hiring team reads the replies on their own time, rates them, and then compares them all to each other, without the need for a single scheduling email.
How to make it suitable for mass screening:
Provide an invitation to interview to an entire list of candidates, rather than booking interviews for each individual.
The first interview is scheduled and sent on the same day – no onboarding project or sales call needed.
Thousands of pre-written, professional questions for retail, healthcare, hospitality, and customer service positions.
First-round decisions remain consistent, and hiring managers and recruiters can rate candidates and leave notes in the same spot.
A mobile workflow that maintains high completion rates, particularly from candidates applying via a mobile device.
Pricing: Free Trial at first, then Starter at $19/month, Team at $49/month, and Enterprise at $399/month. There was no requirement to use a credit card to register.
Ideal for: Customer service, healthcare, hospitality, and retail staffing agencies and high-volume teams looking for a cost-effective solution to reduce time on first call.
2. Jobma – Best for AI-Powered Video Screening at Enterprise Scale
One-way and live video interviews and written, audio, and coding assessments are all included in Jobma’s offering, but what sets it apart from many other tools in this category is its emphasis on AI – there’s AI marking, AI proctoring, and AI transcription. It can also help with 16+ languages, which is important for bigger employers in the United States that do hire in a variety of regions or have a larger pool of multilingual candidates.
Trading: Not available. Jobma is a quote-driven, annual product, generally not offered for sale as a monthly product feature, but as part of a larger package to mid-market or enterprise teams.
Ideal for larger organizations that desire AI-powered scoring and proctoring, but are not put off by the sales process to obtain pricing, and prefer a multi-layered video screening solution with AI assistance.
3. Recright – Best for Structured, ATS-Integrated Screening.
Recright is a one-way video interview platform that is based on structured evaluation – recruiters and hiring managers can review each candidate’s responses on their own timeline and only invite the top candidates in for an in-person or live round. It integrates with just a few of the leading ATS systems, which is often the key for teams who do not want screening data in a separate system.
Pricing: Easy is the basic plan, which is around €265/month (approx. 280-290/month at today’s exchange rates) and is offered free of charge.
Suitable for: Companies with a medium-sized team that use an ATS system and want video screening to seamlessly integrate into their workflow, so they don’t need to use a separate tool.
4. Talview – Best for Interview Integrity and Proctoring
But Talview’s initial niche as a remote exam proctoring company is still evident in its screening platform: It relies on facial and voice recognition to help verify the candidate on camera is the one who applied. The integrity of interviews is why it’s popular for companies concerned about identity fraud or proxy candidates when hiring remotely.
Pricing: Custom pricing only – Talview does not publish rates, and rates are derived based on the size of the company and which features of the proctoring/AI are included.
Ideal for: Employers in high-stakes or high-fraud-risk hiring (finance, remote technical jobs, large-scale remote hiring), and those who want identity verification as part of the screening process.
5. EasyHire – Best for Budget-Friendly and Easy-to-Use Video Screening.
EasyHire is straightforward: Recruiters create a set of questions to which candidates answer; the hiring team reads the answers – with minimal setup in between. It’s designed to be used by smaller teams who don’t want to master a complicated platform but want to reduce the number of first-round calls.
Pricing: Not widely published – EasyHire often has to deal with the client pricing it directly and is considered to be a lower-cost option than enterprise clients such as HireVue or Talview.
Ideal for: Small businesses, small recruiting teams that need simple one-way video screenings without long, complicated onboarding.
Considerations To Take When Choosing One
These 5 tools all address the same fundamental issue: replacing live first-round answers with recorded video answers, but they take different approaches:
Self-service and budget set-up. ScreeningHive and EasyHire are the most accessible if you are a smaller team, and the pricing is either openly stated or shows itself to be something you can afford.
AI scoring and proctoring capabilities in enterprise. Jobma and Talview both take the AI and identity verification aspect further, but in return give up transparency of pricing and a longer sales cycle.
ATS integration. When screening data must be pushed into an existing pipeline, integrations could be more important than cost.
Most hiring teams don’t want all of the features that all vendors provide – they want the one that fits their true volume and budget and just how much set-up time they can realistically dedicate.
The Bottom Line
The singular benefit offered by one-way video screening is the same on all platforms – less email scheduling, quicker initial rounds, and a screening platform that puts candidates side by side rather than relying on notes from a dozen different interviews. The differences among these tools are pricing transparency, the amount of AI added, and how quickly a team can get up and running.
Screeninghive was created to solve exactly that: to get set up quickly, cost-effectively, and to help recruiters screen more candidates more quickly.
Try ScreeningHive free and see your first candidate video today →