Home > Articles > Video Interviewing Software Comparison for iCIMS Customers (2025)

Video Interviewing Software Comparison for iCIMS Customers (2025)

Alex Marcus
June 6, 2025

Table of Contents

Methodology & Disclaimer

This report was compiled by Integral Recruiting Design (IRD) using generative AI to synthesize publicly available documentation, product guides, customer reviews, and analyst commentary on video interviewing platforms software as of 2025. IRD is not compensated by any vendors and makes no claims about the accuracy or completeness of the underlying data. The accuracy of these findings rests solely on the AI research, and all content should be interpreted as directional, not authoritative. Click here to view the original output, which includes citations and is presented here in full.

This document is intended to support thoughtful vendor evaluation, not to serve as a final judgment on either platform. We recommend that readers use the following questions as a starting point for due diligence when evaluating video interviewing platforms software.

Ten Key Questions iCIMS Customers Should Ask Video Interviewing Vendors

🧩 How Deep is the Integration with iCIMS? – Does the platform offer a certified, bi-directional integration with iCIMS (e.g. via API or Prime Connector) that enables seamless data sync (requisition info, candidate status updates, interview results) between systems? What actions can be triggered from iCIMS (sending interview invites, scheduling, etc.) and are outcomes written back automatically?
💬 What is the Candidate and Recruiter Experience Like? – How user-friendly is the platform for candidates and recruiters? For candidates: Is the interview interface intuitive and accessible (mobile-friendly, low-bandwidth support, multi-language)? For recruiters/hiring managers: Can they easily review and share interview recordings or feedback? Are there features like interview guide templates or AI-generated summaries that improve ease of use?
🤖 Which Features & Automations Stand Out? – Beyond basic one-way and live video interviews, what advanced features does the tool offer? Examples: automated interview scheduling (integrated with calendars), AI-driven interview scoring or chatbots, customizable question templates, ability to include skills tests or game-based assessments, automated reminders to candidates, or bulk invite capabilities. How flexible is the platform in adapting to our workflows (e.g. custom branding, configurable time limits or re-record attempts, workflow automation triggers)?
📊 What Analytics and Reporting are Available? – Does the platform provide dashboards or reports on interview pipelines (e.g. completion rates, candidate drop-off, interviewer feedback, diversity metrics)? Can it track time-to-hire improvements or quality-of-hire indicators from the video interview stage? Are data exports or integrations with BI tools available for deeper analysis?
🌐 Can the Platform Handle Global Scale and Volume? – If we operate in multiple regions or high-volume hiring, can the vendor support that? Consider: Does it support multiple languages and time zones natively? Does it have enterprise-grade uptime and performance for handling thousands of candidates (peak loads)? Are there success stories of large organizations using it for bulk hiring or campus recruiting globally?
💰 What is the Pricing Model and Total Cost of Ownership? – How is the software priced? Common models include annual license fees (often tiered by company size or number of hires), per-interview or per-candidate charges, or per-user seat licenses. For example, some vendors offer SMB-friendly monthly plans (e.g., Spark Hire’s plans from ~$149–$499/mo) whereas others charge enterprise contracts (HireVue’s mid-market packages start around $35k/year). Ask vendors to clarify what’s included (number of interviews, support, integrations) and any extra costs (implementation fees, API access fees, etc.) to gauge TCO.
🔒 How Does the Vendor Address Data Security & Compliance? – What measures are in place to protect candidate data (encryption, SOC2/ISO certifications, GDPR compliance, data residency options)? If using AI, do they have ethics statements or bias audits (e.g., HireVue published an audit and removed facial analysis)? For global companies, does the tool accommodate privacy laws (like EU’s GDPR or California’s privacy regulations) and diversity hiring compliance (EEO guidelines on video interviewing)?
🏆 What Are the Vendor’s Track Record and References? – How long has the vendor been in business and who are their notable customers? Are there case studies relevant to our industry or company size? For instance, enterprise vendors (HireVue, Modern Hire) serve Fortune 500 firms and have validated selection science, while newer platforms (Willo, myInterview) might have fast-growing mid-market clients or specific success stories (e.g. a retail chain cutting hiring time by 60%). Request customer references or check independent reviews to verify claims around customer support and solution impact.
🛠 What Implementation and Support Services are Provided? – Ask about the onboarding process and resources. Will the vendor assist with the iCIMS integration setup and testing? Do they offer training for recruiters and hiring managers to adopt the tool? What is the ongoing support model (dedicated CSM, 24/7 support, SLA for issue resolution)? Vendors like HireVue and VidCruiter often “work closely with iCIMS clients” during integration, whereas smaller vendors might rely on self-serve setup or third-party integrators. Ensure the support level matches your team’s needs.
🎯 How Does the Platform Improve Our Hiring Outcomes? – Ultimately, inquire about ROI and performance metrics. Can the vendor provide data or examples of how their platform improves hiring efficiency or quality? For example, do they cite percentage reduction in time-to-fill or screening time (Harqen claims 70% faster hiring with its platform), or improvement in candidate satisfaction (Spark Hire reports candidates rate the experience ~4.5/5 on average)? Look for features that directly support better outcomes – such as Modern Hire’s scientifically validated assessment predictions or HireVue’s ability to unify assessment + interview into one step to shorten the process – and verify those align with your goals.

Vendor Rankings Table

Below is a comparison of leading video interview vendors, scored on five criteria important to iCIMS users. Each category is rated 1–10 (10 = best). Note: These scores are based on available information and analyst judgment, not absolute truths. They highlight relative strengths to inform your evaluation.

Vendor	iCIMS Integration (10)	Candidate UX (10)	Automation & Flexibility (10)	Analytics (10)	Volume/Global Readiness (10)	Total (50)
HireVue	10 – Certified real-time API integration; triggers from iCIMS, results back to ATS	8 – Polished experience for candidates and recruiters, though one-way interviews and AI assessments can feel impersonal to some	10 – Rich feature set (on-demand & live video, scheduling, AI chatbot & assessments) highly configurable	9 – Robust reporting and AI-driven insights (e.g. interviewing analytics, diversity monitoring)	10 – Proven at enterprise scale globally (used by Fortune 500, multi-language support)	47
Modern Hire	9 – Standard integration (assessment connector) with iCIMS; now part of HireVue ecosystem	8 – Candidate experience is structured and fair (text & phone options), but lengthy assessments can be involved	9 – End-to-end platform (video, Virtual Job Tryout simulations, automated interview scoring) with workflow automation	9 – Strong analytics focus (predictive analytics, validation reports)	9 – Enterprise-ready (used in global high-volume hiring, focus on bias reduction at scale)	44
VidCruiter	9 – Deep two-way integration; auto-sync of requisitions & candidate statuses with iCIMS	7 – Solid and mobile-friendly; structured process ensures consistency, though UI is utilitarian	9 – Highly configurable workflows (pre-recorded, live, audio interviews, skill tests) and automation (scheduling, reminders)	8 – Good analytics and rating tools (e.g. interviewer scoring & sharing in-platform)	9 – Used by large organizations (e.g. Bridgestone, Unum); scalable with mobile app for global teams	42
Spark Hire	7 – Basic integration via status-triggered invites and links in iCIMS	9 – Very easy for candidates (record anytime on any device) and recruiters (simple interface); widely praised for usability	6 – Focused on one-way & live interviews; some automation (calendar scheduling, email invites) but lacks advanced AI features	7 – Basic reporting (e.g. interview completion, feedback tags)	8 – Supports high-volume hiring (used by 7,000+ organizations); not specialized in multi-language but effective for distributed teams	37
InterviewStream	7 – Certified integration available (sync requisitions and invite from iCIMS)	7 – Candidate UX is decent (on-demand via web or mobile app, with self-scheduling for live interviews); interface is functional, if a bit dated	7 – Offers on-demand, live interviews plus scheduling and an interview-builder tool, but fewer AI innovations	6 – Standard analytics (status tracking, interviewer feedback) – not a major emphasis	7 – Used by many mid-sized orgs, education and government (able to handle structured volume but less common in global enterprise)	34
Willo	3 – No native iCIMS integration (on roadmap; currently must use API or Zapier)	9 – Extremely candidate-friendly (complete interviews on any device, any time; even accepts text/audio responses); simple, modern UI for recruiters	6 – Primarily one-way video with some AI assist (question generator) and bulk invite & reminders; lacks complex assessment or scoring features	7 – Surprisingly decent analytics for an SMB tool (tracks candidate engagement, performance insights)	7 – Cloud-based and claims to scale (clients hiring 1000s); offers global access (browser-based, low-bandwidth mode), though enterprise track record is limited	32
Harqen	5 – No out-of-the-box iCIMS plug-in (integration possible via API or third-party like Joynd)	7 – Candidate can interview via voice, video, or text, which aids comfort; interface is utilitarian but straightforward	6 – Provides on-demand video and phone interviews with SMS Q&A; good scheduling and automation of recordings, but minimal AI features	6 – Basic analytics (time-to-hire improvements reported, but reporting dashboards are modest)	7 – Serves various industries (from airlines to retail); able to handle volume with 10x efficiency claims, though company is smaller than others	31
myInterview	4 – No direct iCIMS integration (focuses on MS Teams and API integrations for workflow)	8 – Candidate experience is modern and mobile (quick one-way video responses); plus an AI chatbot schedules and screens, adding a conversational touch	6 – Features include video interviewing and “Taira” AI assistant for resume screening & scheduling; great for automating early stages, but lacks advanced assessments	6 – Offers basic metrics and AI-driven scoring of responses, but analytics depth is limited for enterprise needs	6 – Aimed at fast-growing SMBs; has global users and a free tier, but not designed for massive scale without upgrading to enterprise plan	30

(Scoring is subjective for comparison purposes only. iCIMS integration scores emphasize depth/ease of use for iCIMS users; Candidate UX considers accessibility and feedback trends; Automation/Flexibility covers how feature-rich and configurable the tool is; Analytics covers reporting depth; Volume/Global reflects ability to perform in large, distributed hiring scenarios.)

Takeaways for iCIMS Customers

Each vendor brings unique strengths; here’s a quick summary of best-fit scenarios for iCIMS users:

HireVue: Enterprise all-rounder. Best suited for large organizations that need a comprehensive, integrated solution. HireVue excels in combining video interviewing with assessments and automation (chatbots, scheduling) – ideal if you demand deep iCIMS integration and global-scale support, and are willing to invest for a top-tier platform.
Modern Hire: Science-driven hiring. Ideal for companies that prioritize predictive assessments and fairness. Modern Hire (now part of HireVue) offers IO psychology–backed tools (like Virtual Job Tryouts and Automated Interview Scoring) and is great for high-volume hiring where validity and bias mitigation are critical (e.g. large retail or financial services hiring).
Spark Hire: Simple and cost-effective. A strong fit for mid-market or budget-conscious teams that need to expedite early-stage screening. Spark Hire’s one-way video interviews shine for high-volume hiring (e.g. retail, support roles) by quickly narrowing candidate pools. It’s easy to use and affordable, though with fewer advanced bells and whistles.
VidCruiter: High customization. Suited for organizations with complex hiring workflows or specific needs. VidCruiter offers a suite of modules (video, audio, testing, scheduling) that can be tailored to your process. If you’re an iCIMS customer who needs flexibility and a hands-on approach (e.g. public sector, staffing firms, or any company wanting bespoke interview workflows), VidCruiter can be a great partner, backed by solid integration.
InterviewStream: Full-suite basics. Good for companies seeking a straightforward, all-in-one interviewing tool that covers scheduling, live and on-demand video in one package. Often used in education, government and mid-sized firms, InterviewStream is a reliable choice for those who want to streamline interviewing within iCIMS without heavy AI. It may not be cutting-edge, but it gets the job done for standard interviewing needs.
Willo: Candidate-friendly and fast. Appeals to small-to-medium businesses (and teams within enterprises) that want to quickly implement one-way video screening. Willo’s strengths are its simplicity and great candidate experience – perfect for scenarios like startup hiring or distributed teams where you need a plug-and-play tool. iCIMS users should note the integration gap, but if that’s manageable, Willo offers an agile, low-cost solution for asynchronous interviews.
Harqen: Versatile communication (video & voice).* Harqen is a fit for organizations (including RPOs and staffing agencies) that value speed and flexibility in interview format. It’s one of the few that seamlessly supports phone/voice interviews alongside video, which can be useful for roles or candidates where video isn’t ideal. If reducing time-to-hire (especially for volume hiring like call centers or airlines) is a priority, and you’re okay with using an integrator for iCIMS connectivity, Harqen can deliver a uniquely adaptable interviewing process.
myInterview: AI-powered screening for SMBs. Best for smaller HR teams or growth-stage companies that want to leverage AI in hiring without a big price tag. myInterview’s Taira AI assistant can automatically screen and schedule, saving recruiters time on admin tasks. It’s a strong choice for organizations that use Microsoft Teams or operate in a digital-first hiring model. While not yet an enterprise-grade platform, it’s very appealing for tech-savvy teams looking to experiment with AI-driven video interviews integrated loosely with their ATS via API.

Comprehensive Analysis

In this section, we provide a deeper dive into each vendor across key dimensions for iCIMS customers: integration, features, user experience, industry use cases, and pricing model.

HireVue

Integration with iCIMS: HireVue is a long-standing iCIMS partner with a certified, bi-directional integration. Many iCIMS customers use HireVue’s connector (often the “Prime” integration) to trigger video interviews or assessments directly from the iCIMS workflow. For example, when a candidate reaches a certain stage, a recruiter can initiate a HireVue on-demand interview invite from iCIMS, and once the candidate completes it, the results (scores, statuses, video links) flow back into the iCIMS record in near real-time. HireVue’s integration encompasses the full cycle – you can send one-way or live interview invitations, auto-update candidate statuses upon completion, and even leverage HireVue’s scheduling from iCIMS. This tight sync means recruiters rarely need to leave iCIMS to manage interviews, and many note that HireVue works closely with clients to ensure the integration meets their needs.

Core Features & Differentiators: HireVue pioneered video interviewing and has evolved into a comprehensive talent platform. Core offerings include on-demand (one-way) video interviews, live video interviews, and an array of assessments and hiring automation tools. A key differentiator is its AI-driven assessment capability: HireVue can incorporate game-based challenges and AI algorithms to evaluate competencies. (Notably, HireVue’s Assessments combine video interview responses with AI and games to predict job performance.) It also offers a scheduling module (from its acquisition of Reschedge) that automates interview scheduling with calendar integration. Another differentiator is HireVue’s acquisition of AllyO (a recruiting chatbot), which added a conversational AI assistant to its platform. This means HireVue can automatically engage candidates via chat or text, guiding them to schedule interviews or complete next steps instantly. HireVue has put an emphasis on ethical AI – for instance, it discontinued older facial analysis features and had third-party audits to ensure its algorithms are fair. Overall, HireVue’s differentiators are breadth and depth: it can handle everything from initial text screening chats, to on-demand video Q&A, to psychometric games, all in one platform.

Candidate & Recruiter Experience: HireVue provides a polished experience but one that must be managed carefully. For candidates, the platform is accessible via any device; they typically receive an email or text invite and can record answers on their own time or join live interviews through a secure link. Candidates appreciate avoiding travel and scheduling hassles, and HireVue reports a candidate Net Promoter Score around 70 for its process, indicating many candidates find it a “more sophisticated representation of their potential” than just a resume. However, some candidates do feel the one-way format is impersonal or nerve-wracking, knowing an AI might be analyzing their interview. HireVue has addressed this by being transparent about its algorithms and allowing retakes on one-way questions if configured by the employer. For recruiters and hiring managers, HireVue’s interface is robust: they can review recorded interviews, rate and leave comments, and even share recordings internally with a click (or via integrated links in iCIMS). Feedback can be structured with rating rubrics to ensure consistency. The platform’s scheduling tool and chatbot can alleviate a lot of manual coordination, which recruiters love. One consideration: because HireVue is so feature-rich, recruiters and admins face a learning curve to utilize everything (e.g., setting up custom assessments or analytics dashboards). Overall, the experience is enterprise-grade – powerful but requiring governance (many larger companies create internal guidelines for using HireVue’s AI features responsibly).

Industry Use Cases: HireVue is used across industries, particularly by large enterprises and organizations with significant hiring volume or geographic spread. Common sectors include financial services, retail, hospitality, technology, manufacturing, and even government. For instance, HireVue is popular for retail and hourly hiring (where on-demand video quickly screens a flood of applicants), and in campus recruiting programs (where its consistency helps compare candidates). Post-pandemic, many hospitals and government agencies also adopted HireVue to reduce in-person interviews. A noteworthy use case is technical hiring – HireVue offers coding tests and game-based cognitive assessments that tech firms use to evaluate engineers beyond just video questions. With its global reach (the platform supports multiple languages and is available 24/7 on the cloud), HireVue is often the choice for multinational companies that need a reliable, compliant solution in various regions. Now that HireVue has acquired Modern Hire, its use cases expand further into advanced assessment scenarios (e.g., combining interview video with job simulations and very role-specific evaluations). In short, HireVue is often the go-to for companies that want a one-stop shop for digital interviewing and talent assessments at scale.

Pricing Model: HireVue is considered a premium product, and its pricing reflects an enterprise software model. The vendor does not publish fixed prices, as costs depend on factors like number of users, number of interviews or positions, and which modules (assessments, scheduling, texting) are included. However, ballpark figures are available from analyst commentary. HireVue typically sells annual licenses often tied to organization size or hiring volume. For example, G2 lists a mid-tier “Essentials” package starting around $35,000 per year (recommended for companies with 2,500–7,500 employees). Enterprise packages (for >7,500 employees) are custom-quoted. These licenses usually allow a certain unlimited usage (e.g., you can conduct as many interviews as needed for your employee count). HireVue tends to be on the higher end of pricing, but it also bundles a lot into that cost (platform access, integrations, support, and often a set number of assessment attempts). Some costs to consider on top: implementation fees (for initial setup/integration), which can be a one-time service cost, and occasionally, additional usage fees if you exceed agreed interview volumes or add new modules. The Total Cost of Ownership is driven by the license fee plus internal resources for training and integration maintenance. HireVue’s customers often justify the cost by citing reductions in travel and interview scheduling time, and improvement in hire quality. For iCIMS users, it’s worth negotiating whether the iCIMS integration connector is included or costs extra – in most cases it’s included with the partnership, but always confirm. In summary, HireVue’s pricing model is annual SaaS license, priced for mid-to-large enterprises, and readers should expect it to be a significant line item – though one that can replace many traditional hiring costs if fully utilized.

Modern Hire

Integration with iCIMS: Modern Hire (which was formed from the merger of Montage and Shaker, and was acquired by HireVue in 2023) has offered a strong integration with iCIMS, primarily in the realm of assessments and on-demand interviews. Modern Hire was an early adopter of iCIMS’s Prime Connector for assessments, meaning an iCIMS user could initiate a Modern Hire interview or assessment from within iCIMS and receive results back automatically. According to TechTarget, Modern Hire’s platform integrates with major ATS players like SAP SuccessFactors, Oracle, and also iCIMS. In practice, using Modern Hire with iCIMS typically involves adding a partner assessment package in iCIMS: candidates trigger a Modern Hire interview (on-demand video or assessment) via a stage change, and once completed, the outcome (for example, a score or a link to the recorded interview and perhaps status like “Completed”) flows into iCIMS. This is similar to HireVue’s integration approach. Now that Modern Hire is part of HireVue, it’s expected that the integration paths may converge or become even more seamless – possibly using HireVue’s connectors. Existing Modern Hire clients with iCIMS have generally reported smooth data exchange and the benefit of not needing to manually push results. One thing to clarify during evaluation is how the Modern Hire acquisition by HireVue affects support: HireVue has stated they will continue to support Modern Hire’s products, so iCIMS users can still integrate, but over time these two platforms might merge technically. In summary, Modern Hire offers an integrated experience with iCIMS where triggers and results are automated, especially for its assessment and on-demand interview functionalities.

Core Features & Differentiators: Modern Hire distinguishes itself with an emphasis on data-driven hiring and assessment science. Its platform includes both traditional video interviewing (on-demand and live) and a robust set of assessment tools. Key features and differentiators include:

Virtual Job Tryouts (VJT): These are job-specific assessments (stemming from the Shaker International heritage) that can include situational judgment tests, multi-media simulations, and even mini job tasks. For example, a sales role VJT might have the candidate interact with a mock client scenario. This goes beyond typical Q&A interviews.
Automated Interview Scoring (AIS): In 2021, Modern Hire launched AIS for on-demand video interviews. This AI feature evaluates candidates’ video responses and provides a recommended score to recruiters, based on verbal content and some paralanguage (they explicitly designed it to focus on what is said, not how one looks). The goal is to standardize scoring and reduce human bias – each candidate gets an objective “score” on answers, which recruiters can use as a data point. Modern Hire’s differentiation here is the claim that it’s scientifically validated and helps identify top candidates fairly.
Text Interviews and Scheduling: Modern Hire includes not just video, but also the ability to conduct automated text interviews (a chatbot poses questions via SMS or web chat) and phone interviews (voice responses). It has a scheduling tool that allows candidates to self-schedule interviews via text or email prompts. For instance, a recruiter can send a link for the candidate to pick a slot for a live panel interview, coordinating multiple interviewers – Modern Hire’s system handles the coordination emails/calendar invites.
Team Collaboration: The platform supports team-based hiring, meaning multiple stakeholders can rate and comment on interviews within the system. It also has an interview builder that ensures structured questions are used, enforcing consistency across interviewers.
Predictive Analytics and Validation: Modern Hire puts a lot of focus on validation – their assessments are often validated against job performance. They also provide analytics like predictive scoring (which candidates are likely to succeed), and reports that show, for example, how using the tool correlates with improved diversity or retention. According to an Apps Run The World report, Modern Hire integrates predictive analytics, AI, and deep learning to elevate hiring decisions.

The net differentiator for Modern Hire is that it’s not just a video interviewing tool; it’s an all-in-one “intelligent hiring” platform that covers interviews plus assessments, underpinned by industrial-organizational psychology. For iCIMS customers, this means Modern Hire could replace both a video interview tool and some testing tools with one system, with the advantage of rigorous science (they often publish validity studies and trend reports on hiring).

Candidate & Recruiter Experience: Modern Hire’s candidate experience is designed to be modern yet highly structured. Candidates can encounter Modern Hire in various ways: they might get an email invitation to do an on-demand video interview, a link to a pre-hire assessment, or even a text message asking some initial questions. The platform’s interface for video interviewing is straightforward – candidates report it is easy to use, with clear prompts and practice questions. However, the experience can vary depending on what the employer sets up. For example, a candidate might have to: record video answers, play some hiring games, and take a personality test – all as part of one application. Modern Hire tries to keep these cohesive (often branded as the company’s “virtual interview experience”), but the length and complexity can be more than a simple one-way interview elsewhere. On the plus side, candidates get to showcase more through these assessments, which can be engaging (some VJTs are gamified). Modern Hire has put emphasis on mobile accessibility – everything can be done via smartphone, including the video responses and game-based assessments.

For recruiters and hiring managers, Modern Hire provides an integrated dashboard where they can see each candidate’s status and results. One benefit they mention is having all candidate responses (whether video, text, or assessment scores) in one place for review, rather than juggling multiple systems. Recruiters also appreciate features like automated scheduling – less back-and-forth with candidates – and the ability to identify top candidates quickly via the scoring. Managers, on the other hand, like the consistency: every candidate answered the same structured questions, often exactly the same way, which makes comparisons feel fair. One potential challenge: some recruiters have to learn to trust the AI or assessment scores. For example, if AIS gives a candidate a low score but the recruiter felt good about the candidate, there’s a calibration period to learn how to interpret and use those scores. Modern Hire usually provides training or guidelines on this, emphasizing that AI scores are one input and final decisions are human. Overall, the recruiter experience is one of efficiency with a lot of data at their fingertips, and the candidate experience, while perhaps longer per application, is comprehensive – giving candidates multiple ways to shine (video, text, simulation) which can be quite engaging especially for those who prefer more than just an interview chat.

Industry Use Cases: Modern Hire is primarily used by mid-to-large enterprises, especially those with high-volume hiring and a desire for rigorous screening. Some industries where Modern Hire has a strong presence include:

Retail and Hospitality: Companies hiring thousands of customer-facing employees (store associates, call center reps, hotel staff) use Modern Hire to quickly screen for soft skills and work scenarios via video or simulations. The platform’s ability to auto-score and rank can drastically cut down recruiter time per candidate when dealing with volume.
Financial Services and Insurance: These industries appreciate the validated assessments for roles where integrity, cognitive ability, and behavioral traits are important. Modern Hire’s tools can combine an interview with, say, a compliance scenario test.
Healthcare: Hospitals and healthcare providers have used Modern Hire for roles like nurses and technicians – one example is developing realistic job previews through video or simulations to assess how candidates handle stressful scenarios (triage prioritization, etc.). Also, healthcare orgs often need to hire across different geographies – Modern Hire helps standardize evaluation.
Airlines & Transportation: There’s a mention of a Virtual Job Tryout for Flight Attendants that Modern Hire launched, indicating a specialization for that industry. Airlines find the combination of a customer service simulation plus a video interview useful to gauge language skills, friendliness, and decision-making.
Professional/Technical roles: Modern Hire’s platform is also used in corporate recruiting for roles like management trainees, sales, IT, etc. The customizable nature of their assessments means a tech company could include a coding test, or a sales company could include a role-play, as part of the interview process.

The common thread is any industry wanting to improve quality-of-hire and reduce bias by using consistent, predictive assessments early in the hiring funnel. Modern Hire has been recognized by analyst firms as a leader in “interviewing and assessment” due to this integrated approach, so it’s often on the short list when companies are specifically looking to bolster the predictive power of their selection process.

Pricing Model: Modern Hire’s pricing is generally in line with enterprise SaaS and is quote-based. Historically, Modern Hire (and its predecessor Montage) sold annual or multi-year licenses often priced by enterprise size or hiring volume. For example, a company might pay a flat annual fee that allows them to conduct up to X number of interviews/assessments per year. In some cases, especially for smaller use, they might price per candidate or per assessment completed – but large clients usually prefer unlimited use licenses. According to some sources, Modern Hire’s pricing might start around $5,000 per year for small packages (comparable to some mid-market solutions’ base price) and then scale up significantly for enterprise (into the high five or six figures annually). The pricing model is typically subscription-based, meaning you pay for access to the platform rather than per-interview fees.

With the HireVue acquisition, it’s possible HireVue will roll Modern Hire’s offerings into its own packages, but currently if evaluating Modern Hire standalone, expect to discuss an annual license fee based on what modules you need (video interviewing, what types of assessments, etc.) and how many candidates you plan to run through. Modern Hire has different modules (e.g., on-demand interviewing vs. the full Assessment package); some clients might only use one piece and pay less. Also, consider implementation costs – Modern Hire, like HireVue, often provides a dedicated team for set-up, especially for customizing those Virtual Job Tryouts, which could be a service cost or baked into a higher first-year fee.

Because exact prices aren’t public, as a buyer you should be prepared for negotiation. Modern Hire is generally priced as a premium solution, similar to top ATS or HRIS add-ons, given the specialized science behind it. If you’re an iCIMS customer, ask if there are any pre-negotiated rates or bundles (sometimes ATS partners have referral arrangements). Overall, plan for Modern Hire to be a significant investment if all modules are used – likely cost-justified by reductions in turnover or improvements in hire performance that they advertise. As always, getting a custom quote aligned to your hiring volume is the only way to know for sure.

Spark Hire

Integration with iCIMS: Spark Hire offers a certified integration with iCIMS that is relatively straightforward. The integration is typically configured through an iCIMS workflow status. For example, a recruiter can move a candidate to a status like “Video Interview Invite” in iCIMS, which triggers Spark Hire to send out an interview invitation. Candidates complete the one-way or live video interview on Spark Hire’s platform, and once done, Spark Hire pushes a notification or updates back to iCIMS. Recruiters can then watch the video responses directly via a link in iCIMS without separately logging into Spark Hire. Essentially, iCIMS becomes the central hub: you invite from iCIMS, and a link to the completed interview (or a completion status) is stored in the candidate profile. The integration is not as data-rich as some (for instance, Spark Hire might not pass detailed analytics or scores into iCIMS, mostly just the video link and a status), but it covers the key needs. According to Spark Hire, the integration allows you to share video interviews with hiring managers in one click from iCIMS, improving collaboration. Setting up this integration typically involves coordination between Spark Hire and the client’s iCIMS account manager – Spark Hire provides instructions and works with iCIMS to enable the connector. It’s usually not very technically intensive since it’s a pre-built connector using standard iCIMS APIs or web hooks. In summary, Spark Hire’s iCIMS integration is reliable and easy to use, though somewhat “basic” (invite and consume videos) compared to the deeper two-way data sync that larger vendors have. For most mid-sized iCIMS customers, however, it ticks the box by keeping the recruiter’s workflow inside iCIMS for initiating interviews and reviewing results.

Core Features & Differentiators: Spark Hire’s core offering is video interviewing made simple. Key features include:

One-Way (On-Demand) Video Interviews: This is Spark Hire’s flagship feature. Recruiters set up a series of interview questions (text or video prompts), and candidates record video answers at their convenience. You can configure think time (how long a candidate can consider before recording) and retries (whether candidates can re-record or only get one take). This replaces phone screens effectively, allowing recruiters to screen many candidates asynchronously.
Live Video Interviews: Essentially a replacement for a live Skype/Zoom call but within a structured platform. Spark Hire’s live interviews can be recorded (with consent) so they can be replayed or shared. The live interviewing interface is basic but includes evaluation tools.
Interview Evaluation & Collaboration: Spark Hire lets recruiters and hiring managers leave ratings and comments on candidate videos within the platform. You can also share interview recordings easily via email or by adding a hiring manager as a user to view. One differentiator Spark Hire promotes is the ability to tag interview videos (e.g., by skill or question) to later search and compare. While not extremely advanced, it’s useful in practice – e.g., you could tag all responses mentioning “customer service” and filter those.
Scheduling Tools: Spark Hire has a built-in scheduling feature that allows candidates to self-schedule live interviews, helping avoid email back-and-forth. It integrates with common calendars (Outlook, Google) to show availability. This feature may not be as sophisticated as a dedicated scheduling tool, but it covers basic needs (one-on-one scheduling).
Mobile Accessibility: There’s a Spark Hire mobile app and the web platform is mobile-responsive, so candidates can record interviews via their smartphone camera. That’s important for candidate experience.
Integrations & API: Beyond iCIMS, Spark Hire provides integrations with other ATSs (Greenhouse, Lever, etc.) and has an API. It also integrates with productivity tools to a degree (e.g., you can schedule via Outlook integration).
Reference Checking and Assessments: Actually, Spark Hire now offers additional products like a simple video-based skills test or has partnerships (the Spark Hire interface mentions “Behavioral Assessments” and “Reference Checks” in some of their marketing). These might be add-ons that came from acquisitions or integrations (e.g., Spark Hire partnered with Outmatch for assessments historically). But these are not as commonly used as their video interview piece.

Spark Hire’s main differentiator is simplicity and affordability at scale. It doesn’t overload on complex AI or assessment features, but it does execute the core interviewing tasks really well and fast. A highlight is how quickly a recruiter can set up an interview and how easy it is for a candidate to complete one (Spark Hire’s interface is often praised for being straightforward). Another differentiator is their focus on small/medium business needs in addition to enterprise – they have features like an unlimited number of jobs or candidates on certain plans, which big enterprise tools sometimes meter. Spark Hire also touts having the “largest user base” with over 6,000–7,000 customers, meaning a lot of companies trust it for video screening. That community size has allowed them to refine usability based on wide feedback.

Candidate & Recruiter Experience: The candidate experience with Spark Hire is one of the better ones in video interviewing, primarily because of how convenient and quick it is. Candidates can do the interview on their own time – if an applicant is working or in a different time zone, one-way interviews are a huge plus. Spark Hire’s interface for candidates is clean: they click a link, there’s usually a short intro from the hiring company (sometimes a video intro which Spark Hire allows employers to add), then they see each question one by one and record answers. They can practice with a demo question first to test their camera and mic. Many candidates (especially younger ones) are comfortable with this format, though as noted earlier, some feel a bit awkward talking to a camera with no live interviewer. In fact, one recruiter summarized candidate feedback as: it can feel awkward, but candidates generally manage to convey their enthusiasm and come across well despite the awkwardness. Spark Hire provides tips to candidates on how to succeed (lighting, look at the camera, etc.), improving the experience. Also, since Spark Hire interviews can be done via mobile easily, a candidate could literally record answers on their phone in a quiet room – that flexibility tends to increase completion rates. Spark Hire claims an average candidate satisfaction rating around 4.5 out of 5 for those who complete interviews, which suggests most candidates find the platform acceptable or even positive.

For recruiters, Spark Hire is a huge time saver. Instead of scheduling 10 phone screens, a recruiter can send out 10 video interview invites in a few clicks and then review 10 video responses in maybe half an hour. Recruiters like the ability to see and hear candidates earlier in the process – it gives more depth than a resume. The Spark Hire platform makes it easy to skim through videos: you can fast-forward or jump to specific questions. Recruiters can also share candidate videos with hiring managers very easily, which short-circuits the need for second-round screenings in some cases. The recruiter dashboard shows who has completed their interview and who hasn’t, with options to nudge candidates with reminder emails (Spark Hire can automate reminders too). One point of feedback: because Spark Hire is so focused on efficiency, it lacks some of the fancy analytics or AI scoring that other platforms might offer. So recruiters still need to manually watch and evaluate each video, which is usually fine since those videos are short (often 3–5 questions of 1-2 minutes each). In terms of learning curve, Spark Hire is often praised for being easy to pick up – many users have noted that even non-technical HR team members and hiring managers can use it with minimal training.

One extra note: Spark Hire’s customer support is frequently praised (likely because of their SMB focus, they tend to be responsive to all clients). That means if recruiters or candidates hit any snags, Spark Hire’s team is available to help, which contributes to a smoother experience overall.

Industry Use Cases: Spark Hire is used across a wide range of industries, particularly by small and mid-size companies, but also within departments of larger enterprises. Some typical use cases:

Staffing & Recruiting Agencies: Many agencies use Spark Hire to vet candidates for their clients. It allows them to send a batch of pre-screened candidate videos to a client, adding value to their service. The quick sharing features align well here.
Retail, Hospitality, Customer Service: Any industry with high-volume, entry-level hiring is a sweet spot for Spark Hire. For example, retail chains screening seasonal hires, hotels hiring front-desk staff, or call centers hiring support reps. These applicants are numerous, and quick video screens help identify communication skills and enthusiasm rapidly. Spirit Airlines (mentioned on Spark Hire’s site) used it to screen bulk hires for customer service roles, replacing a lengthy assessment with video questions to save time.
Healthcare and Education: Surprisingly, sectors like healthcare (for non-physician roles) and education (for staffing teachers or support staff) have used Spark Hire. Schools might use it to interview teacher candidates remotely or to allow teacher aides to submit video intros. It’s a way to personalize candidates beyond an application.
Technology & Startups: Many tech startups use Spark Hire because it’s affordable and scales as they grow. Startups often don’t have large HR teams, so the asynchronous interview helps founders or small teams screen lots of applicants efficiently. Also, remote-first tech companies leverage it to screen international candidates.
Finance and Professional Services: We see usage in cases like accounting firms or consulting firms who recruit on campus – one-way interviews can replace first-round on-campus interviews, especially when in-person isn’t feasible.
Blue-Collar Trades: Some companies in manufacturing or logistics have tried video interviews for roles like apprentices, plant workers, etc., though adoption is a bit lower in roles where candidates may not have a webcam readily. Spark Hire’s ease on mobile helps such industries give it a go.

Overall, Spark Hire is industry-agnostic, but the common theme is that it’s best for scenarios where speed and volume matter more than extremely customized assessment content. It provides a standardized approach to quickly see who a candidate is, how they communicate, and basic motivations. It’s less used in scenarios where deep technical or psychological evaluation is needed (you’d bring in other tools for that), but it can integrate as a component of any hiring process as the “initial screen.”

Pricing Model: One of Spark Hire’s big advantages is its transparent and affordable pricing. Unlike many enterprise software vendors, Spark Hire openly advertises its pricing tiers on its website and keeps them relatively simple. The pricing is typically subscription-based, available in monthly or annual plans, and is often tiered by the size of the organization or the number of open jobs/interviews.

As of 2025, Spark Hire’s pricing (in USD) looks something like this (monthly rates when billed annually):

“Lite” or Starter Plan: Around $149/month – intended for very small organizations (in older info this was up to 50 employees). This includes a limited number of active jobs (maybe 1 at a time) and basic features.
Pro (or “Meet Pro”) Plan: Around $299/month – for mid-size needs (up to ~200 employees). This might allow ~5 active job interviews at once and more features.
Growth (or “Meet Growth”) Plan: Around $499/month – for larger SMBs (up to ~500 employees). Perhaps ~10 active jobs, etc.
Enterprise Plan: Custom pricing for 500+ employees – unlimited jobs and advanced needs, negotiated case by case.

(The exact names and numbers can vary; another source listed Spark Hire “Lite, Pro, Growth, Enterprise” with Lite at $149, Pro $299, Growth $499. Spark Hire’s own site mentions plans up to 200, 500 employees, etc., which align with those dollar figures.)

These plans typically include unlimited interviews (you’re not paying per interview or per candidate on Spark Hire, which is a huge plus for volume hiring). The differentiation is usually in how many jobs you can have open concurrently and sometimes in features like white-labeling or single sign-on that come with higher tiers.

Spark Hire also offers monthly billing (with no long-term contract) at a slightly higher rate, which is attractive to companies who want to pilot for a short time. The “Start free 15-day trial” approach also lowers the barrier – you can try it without paying.

For iCIMS customers, one thing to consider is whether there’s any extra cost for the iCIMS integration. Typically, Spark Hire does not charge extra for standard ATS integrations (they maintain those connectors to make their product stickier). However, implementing the integration might require being on at least the Pro or Growth plan. It’s wise to ask – but generally Spark Hire’s low cost is a big selling point.

Total cost of ownership with Spark Hire is relatively low: you have your subscription fee (which even at ~$300-$500/month is far lower than enterprise tools) and not much else. There’s no expensive implementation project (most smaller clients set it up themselves, or Spark Hire support helps for free). Training is minimal and usually doesn’t require paid services. Spark Hire’s support is included in the subscription. So, for companies on a tight budget or those who want to prove ROI quickly, Spark Hire’s pricing model is very attractive. You can literally calculate cost-per-interview easily (e.g., if you pay $300 a month and conduct 30 interviews, it’s $10 per interview that month, which might be cheaper than a recruiter’s time for phone screens).

In summary, Spark Hire’s pricing model is subscription SaaS with tiered plans by company size/usage, characterized by affordability and flexibility (monthly or annual, cancel anytime on lower plans). It democratized video interviewing for companies that can’t spend tens of thousands upfront, which is a big reason for its widespread adoption.

VidCruiter

Integration with iCIMS: VidCruiter has a notably robust integration with iCIMS, reflective of a close partnership. In fact, VidCruiter’s team has built both a standard integration and custom integrations for mutual iCIMS clients. Through the integration, applicant data, job requisition info, and even hiring manager data flow automatically from iCIMS into VidCruiter, and conversely, any action the candidate takes in VidCruiter (completing an interview, for example) is automatically sent back to iCIMS. This means when an iCIMS user launches a VidCruiter video interview or skill test, they don’t need to re-enter candidate details – it’s all passed through. And as soon as a candidate finishes their VidCruiter tasks, the recruiter can see that status in iCIMS (and often a link to the results or a summary) without manual uploads. VidCruiter’s CEO highlighted that not all video vendors can provide this level of “working with what clients are already using” and that the integration eliminates manual data import/export, saving significant time.

From a practical standpoint, an iCIMS recruiter might have a VidCruiter widget or tab inside iCIMS where they can trigger different VidCruiter workflows (maybe sending a one-way interview invite, scheduling a live interview, or assigning an assessment test). The integration likely uses API calls for real-time updates. Given that VidCruiter also has a scheduling tool, we can imagine scenario: move candidate to “Schedule Interview” status in iCIMS -> triggers VidCruiter to send scheduling link -> candidate schedules and does video -> VidCruiter writes back “Interview Completed: Score 8/10” into a custom field in iCIMS. The integration is flexible, and VidCruiter has even done custom tweaks for specific clients who have unique processes.

For iCIMS customers, the takeaway is VidCruiter is quite committed to being an “add-on” to your ATS rather than a separate silo. They emphasize that recruiters get “access to all information they need…without manually transferring data”. This deep integration is a selling point if you require a seamless tech stack. Implementation of the iCIMS integration usually would involve VidCruiter’s tech team working with your iCIMS technical contact; since VidCruiter is an official partner (the partnership news dates back to 2019), they have established methods to integrate quickly.

Core Features & Differentiators: VidCruiter markets itself as a “Video Recruiting” platform that can handle multiple stages of hiring, not just video Q&A. Some of its core features and differentiators:

Structured Video Interviews (On-Demand & Live): Like others, VidCruiter offers one-way video interviews where candidates record answers, and live video interviewing with recording. They put a big emphasis on structured interviewing – ensuring every candidate is asked the same questions in the same way. The platform facilitates this by letting recruiters set up standardized interview guides and rating scales. During live interviews, interviewers can rate responses in-system, and these ratings are captured for later comparison.
Interview Scheduling: VidCruiter includes a scheduling module (often called VidSchedule) that automates coordinating interview times. Candidates can self-select times based on synced calendars. It supports complex scenarios like panel interviews or multiple interview rounds. Not every video platform has an in-house scheduler (some rely on integrating an external tool), so this is a plus.
Audio Interviews (Voice Interviewing): A differentiator is the phone interviewing capability. VidCruiter can prompt candidates to answer questions via audio (phone or microphone) if video isn’t feasible. This is similar to Harqen’s voice feature and is useful for roles where a phone screen is standard or candidates have limited internet.
Skill Testing and Assessments: VidCruiter goes beyond interviews by allowing skills tests to be part of the workflow. For example, they support things like typing tests, coding challenges, or multiple-choice tests. They also have VidAssess for exam-style assessments and VidRefer for automated reference checking. This positions VidCruiter as a broader hiring tool.
Automated Workflow & Reminders: The platform can automate steps such as sending reminders to candidates who haven’t completed interviews (to reduce no-shows). It also can auto-progress candidates: e.g., automatically invite a candidate to schedule a live interview after they pass a video interview with a certain score.
Mobile Apps: VidCruiter provides a mobile app for both candidates and recruiters/interviewers. Candidates can conveniently interview via the app, and recruiters can review or even conduct live interviews on the go.
Collaboration & Sharing: It allows sharing of interview recordings and evaluations among the hiring team. Interviewers can log in to view candidates assigned to them, and their feedback is recorded. The system also compiles overall scores by combining multiple interviewer ratings.
Customization & White-labeling: VidCruiter’s differentiator is often their willingness to configure the platform to a client’s specific process. You can customize candidate workflows heavily (e.g., number of steps, types of questions, branding on the candidate portal). For instance, some clients use VidCruiter to create a multi-step funnel: short application -> knock-out questions -> on-demand video -> auto-invite to live interview -> references -> offer. VidCruiter can power all those steps.
Ethical AI and Compliance: On their site, VidCruiter highlights “Ethical AI” – basically, they use AI for things like checking if a candidate has answered all parts of a question, flagging if they didn’t, etc., rather than predictive scoring on appearance. They consciously avoid some controversial AI uses, which can be a selling point for risk-averse customers.

VidCruiter’s differentiator in summary is flexibility – it’s not a one-trick tool; it’s almost like a toolkit to build your own recruitment workflow. For companies who find off-the-shelf hiring platforms too rigid, VidCruiter is often appealing because it can be tailored. It also prides itself on that end-to-end coverage (sourcing is perhaps the only part they don’t do; once a candidate applies, VidCruiter can take over everything through to references).

Candidate & Recruiter Experience: Candidates interacting with VidCruiter generally experience a structured yet user-friendly process. For an on-demand video interview, a candidate receives an invite and accesses a branded portal where they might see multiple components: perhaps a short intro video from the company, then a series of video questions, maybe a timed quiz, etc. The interface guides them step by step, which is good for clarity but can also feel a bit more formal. Candidates have reported that VidCruiter’s system is straightforward to use – similar to other one-way platforms, it provides countdowns and the ability to retry if allowed. One nice aspect: if the hiring company chooses, they can enable 24/7 live support chat for candidates. VidCruiter often advertises that they offer strong candidate support (so if someone has technical issues at midnight, they can get help). That reduces candidate frustration and dropout.

During live interviews via VidCruiter, candidates basically join a video call in a browser interface. It’s not as ubiquitous as Zoom, but it’s purpose-built for interviews (no need to install software). Candidates can see the interviewers, and possibly on the screen might be a panel where interviewers are scoring – but candidates wouldn’t see their scores, of course. If connectivity is an issue, VidCruiter’s support can also dial them in by phone or switch to audio.

Recruiters find VidCruiter’s experience powerful but potentially complex until configured. Because it’s so customizable, the initial setup of an interview workflow might take a bit more effort (deciding all the steps, questions, scoring rubrics). VidCruiter’s team usually assists with this setup for each role profile. Once set up, though, recruiters benefit from automation: for example, the system can automatically screen out candidates who answer a knock-out question incorrectly (like “Are you willing to relocate? No.” could auto-disqualify, saving recruiter review time). Recruiters and coordinators also save time on scheduling – VidCruiter’s automated scheduling can drastically cut the back-and-forth emails.

One area recruiters love is the rating and sharing functionality. Each interviewer can rate candidates in the system, and VidCruiter can aggregate those ratings to identify top candidates. Recruiters don’t have to chase hiring managers for feedback; they just log in and rate at their convenience. Also, since VidCruiter keeps all interview stages in one timeline, a recruiter can quickly see, for example, “Candidate A: scored 8/10 on one-way interview, interviewer notes from live interview are positive, references are in and good.” That consolidated view is a time-saver compared to pulling info from different systems.

For hiring managers (as users of VidCruiter), the experience is also beneficial. They can watch candidate videos on their own schedule – say a manager is traveling, they can still log in and see videos instead of needing to be present for every initial interview. This often speeds up consensus building because multiple managers can review in parallel rather than serial scheduling.

In terms of user feedback, VidCruiter generally receives high marks for support and for meeting client needs, but occasionally users mention the interface isn’t the most modern-looking or that it has more features than they might use. It’s very functional rather than flashy. However, that trade-off is usually fine for companies that want results over aesthetics.

Industry Use Cases: VidCruiter is used by a diverse set of industries, often leaning toward organizations that have unique hiring requirements or high compliance needs. Some notable use cases:

Government and Public Sector: Government hiring processes often have mandated structured interviews and documentation. VidCruiter’s ability to enforce structured questions and keep records of scores aligns well. For instance, a city government might use it to hire police officers or clerks, ensuring every candidate got the same questions for fairness.
Large Enterprises & Telecom: Clients like Bell (a large telecom in Canada) use VidCruiter. Large firms with multiple divisions can leverage VidCruiter’s configurable workflows to cater to different roles’ needs, while centrally managing the platform.
Staffing & RPO: Recruitment process outsourcers or staffing agencies that manage hiring for clients appreciate VidCruiter’s white-label capability and customizable pipelines. They can set it up to match each client’s hiring steps and present it under that client’s brand if needed.
Higher Education: Some universities use VidCruiter for hiring faculty or staff, as well as for admissions interviews (like for medical school candidates). The scheduling and multi-mode interviewing (phone/video) helps when interviewing candidates globally for academic roles.
Hospitality & Airlines: High-volume roles like flight attendants, where you need to assess communication and customer service demeanor, fit VidCruiter well. They can combine a video interview with a situational test (e.g., how would you handle an unruly passenger?). Airlines also often have multiple interview rounds – VidCruiter’s pipeline can manage a candidate through those steps.
Healthcare: Hospitals hiring lots of nurses or technicians might use video interviews plus skill tests (like knowledge quizzes or scenario questions) that VidCruiter can host. It ensures consistency in a field where compliance and soft skills are both important.
Financial & Call Centers: Similar to others, anywhere that needs a lot of hires who must meet certain criteria (background checks, language tests, etc.), VidCruiter can integrate those pieces. For example, a multilingual call center can add a language proficiency test for candidates as part of the process.

The broad theme is customization: industries with specific or multi-step hiring processes find VidCruiter very accommodating. Also, companies that place a premium on structured interviews (maybe due to legal defensibility concerns) like that VidCruiter was built with structured interviewing at its core.

Pricing Model: VidCruiter’s pricing is not publicly posted in detail, which is common for highly configurable enterprise software. They usually provide pricing upon request, tailored to which modules a client needs and how many hires or employees the company has. However, some approximate insights exist from third-party sources: It’s suggested that VidCruiter’s pricing starts around $5,000 per year for a base offering. This entry point might be for a smaller business or a limited-use case (perhaps using just one module like on-demand video interviewing for a certain number of candidates).

VidCruiter likely uses a subscription model where the fee can scale up based on the number of users (recruiter licenses or hiring managers) and/or the number of candidates processed. They might also have packages like “Video interviewing only” vs “Full suite (video + scheduling + testing + referencing)”. If a client wants everything, obviously the cost goes up.

From anecdotal information, mid-sized organizations could expect to pay somewhere in the mid five-figures annually for VidCruiter if using it moderately. Large enterprises might have six-figure contracts if they roll it out globally with high volume.

One interesting aspect is that VidCruiter might be a bit more flexible in pricing negotiations because they cater to a range of customers and are growth-oriented. They might offer volume discounts or custom pricing for multi-year deals.

Importantly, VidCruiter can demonstrate ROI in saved labor hours (e.g., automated reference checking saves recruiters calling time, structured interviews reduce turnover by better hiring decisions, etc.), which helps justify its cost. They often tailor the pitch financially: for example, “Our solution costs X, but you’ll save X in recruiter hours and reduce bad hires by Y, saving money in the long run.”

There could also be implementation fees for initial setup if a lot of customization is needed, but VidCruiter in reviews has been praised for being hands-on without nickel-and-diming. They likely bundle a good amount of support and training in the contract.

Overall, expect VidCruiter to be a custom-quoted annual SaaS license, competitive with other enterprise video interview platforms. It might not be as expensive as HireVue for similar scale, but it will not be as cheap as Spark Hire’s self-serve plans. For a concrete example (hypothetical): a company hiring 1,000 people a year might pay, say, $30k/year for VidCruiter to handle all those hires with video and automation. Larger usage could scale upwards accordingly.

For iCIMS customers, it’s worth noting that the value of VidCruiter’s integration and customization might offset a higher price tag compared to simpler tools, because you’re paying for a smoother process that could save recruiter time equivalent to multiple salaries. Always ask for detailed pricing breakdowns (How many interviews included? Any limit on users or videos stored? etc.) to avoid surprises.

InterviewStream

Integration with iCIMS: interviewstream (often stylized in lowercase) has an established integration with iCIMS that enables recruiters to manage video interviews within their ATS workflow. The integration is generally through iCIMS’s marketplace connector. In practical terms, an iCIMS user can sync job requisitions to interviewstream and then invite candidates to video interviews directly from the iCIMS interface. For example, once the integration is activated, a recruiter could click a button in iCIMS to “Send interviewstream Invite” which creates an interview in interviewstream’s system for that candidate. Candidate data (name, email, job position) would flow over so the candidate can be set up without duplicate entry. After the candidate completes the video interview, the recruiter can review the recorded interview via a link in iCIMS.

Interviewstream’s own materials highlight steps like: 1) Create/configure an interviewstream requisition in iCIMS, 2) invite candidates through their iCIMS record, 3) review and share completed interviews using a link in iCIMS. This suggests a fairly tight loop. They also mention features like interview scheduling integration and even syncing of interview guides.

In addition, interviewstream integration can handle scheduling: it has an “Interview Scheduler” tool that, when integrated, allows users to schedule interviews (including non-video ones) from iCIMS and log those events back. The integration supports collaboration, as you can share candidate videos with hiring managers who might either access via iCIMS or through interviewstream’s interface.

One thing to note is that interviewstream’s platform has multiple components (On Demand interviews, Live interviews, Scheduler, etc.), and the iCIMS integration can be configured to use some or all of them. It’s likely “modular”. For instance, you might integrate just the on-demand video part initially.

Overall, interviewstream’s integration is considered a standard integration – it doesn’t appear to require heavy custom development. They provide documentation and have it listed on iCIMS Marketplace (branded previously as RIVS, which was a company interviewstream acquired). For iCIMS customers, this means implementing interviewstream is relatively low friction if you decide to plug it in, and your recruiters can stay mostly within iCIMS for triggering actions and tracking status.

Core Features & Differentiators: interviewstream is one of the older players in video interviewing, and it offers a suite of products that cover various stages:

On-Demand Interviews: Candidates record video answers to preset questions. This is classic one-way interviewing. Interviewstream provides an interview builder so recruiters can create question sets (even choose from a question library). A differentiator is their interview guide builder that helps ensure questions align to competencies – this is great for consistency.
Live Video Interviews (Interview Connect): This is their live interview platform which allows multiple interviewers and records the conversation if needed. It’s akin to a web conferencing tool but tailored to interviews (e.g., it can present questions to the interviewer, and record the session for later playback).
Interview Scheduling: They have a tool for automating scheduling (previously a separate product called “Recruiter” or part of the RIVS acquisition). It can sync with calendars, allow self-scheduling, send reminders, etc. This scheduling component is quite valued by iCIMS users who activate it because it integrates with ATS interview calendars.
Interview Prep and Practice (Prep Module): Historically, interviewstream started in the campus & career services space with a product for students to practice interviewing. While not directly part of corporate hiring, it shows their depth in video tech. (Not usually relevant to corporate use except some companies offer practice to candidates as goodwill).
Evaluation & Collaboration: On the platform, after on-demand or live interviews, interviewers can rate candidates and provide comments. The system ensures all feedback is stored. There’s also a feature to easily share a candidate’s video with others (via secure link), which speeds up team feedback.
White-Label and Custom Branding: Companies can brand the candidate experience with their logos, intro videos, etc., making it feel like an extension of their company, not a third-party app.
Multi-Language and Global Access: interviewstream supports multiple languages for the candidate UI and has a global infrastructure (important for companies interviewing internationally). They ensure things like time zone handling in scheduling.
Security/Compliance: As many clients are in government/education, they adhere to accessibility standards (e.g., likely VPAT certified for ADA compliance, and WCAG for the interface). They also support data security needs of enterprises.

One differentiator for interviewstream historically has been its focus on ease-of-use and full-cycle coverage. It may not have AI scoring or flashy features, but it covers scheduling, one-way, live, and even onboarding (one module was about new hire engagement videos). It tries to be a complete interviewing toolkit. This is appealing to organizations that prefer a single vendor for multiple interview-related needs.

Another differentiator is their longevity and domain experience. They’ve been around ~20 years and have refined workflows for education, government, etc. So for any organization wanting a proven, straightforward solution, interviewstream often comes up.

Candidate & Recruiter Experience: Candidate experience with interviewstream is generally positive and straightforward. For on-demand interviews, candidates receive a link and typically can complete the interview via a browser without downloading anything. The interface guides them: they’ll see the question text (or a recorded question from the hiring manager, which some companies do for a personal touch), then they record their answer. Interviewstream allows practice questions so candidates can get comfortable. One nice feature – if the company allows it – is letting candidates redo an answer if they flub (some companies enable one redo per question, for instance). This can reduce candidate stress, though the strictness is up to the employer.

Interviewstream also has a mobile-friendly platform (they had mobile apps historically, but now likely rely on mobile web as it’s improved). Candidates can interview on a phone, which is crucial today.

For live interviews, candidates join a link that opens a video interview room. They often comment that it feels similar to a Zoom call but with the employer’s branding and perhaps more structure (like being told up front how many questions or how long it will last). If a candidate has issues connecting, interviewstream has a support team or knowledge base to assist.

Recruiter experience: On the recruiter side, interviewstream’s interface may not be the fanciest but is functional and integrated. Recruiters typically log into the interviewstream portal (or via iCIMS integration, access pieces of it) to set up interviews and view results. Setting up an on-demand interview involves entering the job info, selecting questions (from your own list or a library), and then choosing how to invite candidates (email from system or via ATS). It’s a straightforward process – not much different from sending a mass email.

Recruiters and hiring managers reviewing candidates will see a dashboard of each candidate with their video responses, and can play, pause, rewind as needed. A useful aspect: the interview builder’s structured approach means when comparing candidates, each candidate’s responses are lined up question by question. A hiring manager can watch all candidates’ answers to Question 1 in a row, then all answers to Question 2, etc., which some find useful for calibration.

One potential downside noted in some reviews is that the user interface isn’t as modern or “slick” as some newer products. It’s sometimes described as utilitarian. However, that also means it’s not overly complicated. There aren’t a lot of extraneous AI features or flashy menus – it does what it says on the tin.

Interviewstream has a legacy in customer service – given its long tenure, it has built a reputation for being reliable and having good support. For recruiters, that means fewer headaches when candidates have issues; the vendor can step in.

One niche point: because interviewstream is also used in academic settings for practice, the platform is arguably one of the most accessible and easy to use for non-tech-savvy people. That bodes well if you’re interviewing candidates who may not be very familiar with technology (perhaps older candidates or certain roles). The barrier to entry is low.

Industry Use Cases: interviewstream has been used widely in:

Education Sector: School districts and universities use it to hire teachers, faculty, and staff. For example, a K-12 district might pre-screen teacher applicants via on-demand video. Also, many university career centers use a version of it to help students practice interviewing (though that’s not a corporate hiring use case, it shows the tool’s presence in academia).
Healthcare: Hospitals and healthcare organizations (some of which are iCIMS customers) use interviewstream to screen nurses, allied health professionals, etc. It helps when schedules are tight (nurses working shifts can do an on-demand interview at 7am after a night shift rather than a phone call). Also, some healthcare roles might involve panel interviews – interviewstream’s scheduler can coordinate multiple hospital staff to meet a candidate virtually.
Government and Public Administration: Local and state governments have utilized interviewstream (often through integrators or as part of an overall HR modernization) to conduct structured interviews for civil service roles. The ability to ensure consistency and save records is key for compliance.
Financial Services and Banking: Some banks and financial firms have used interviewstream for entry-level roles like bank tellers or interns, where volume is high and consistency is desired but maybe budgets were leaner than to afford more expensive solutions.
Franchise and Retail: Franchises (like large fast-food or retail chains) sometimes use simpler video tools to screen hourly workers or management trainees. Interviewstream has been adopted in some such cases, where ease and cost-effectiveness were important.
Non-Profits and Small-Medium Businesses: Because interviewstream has scalable pricing (they can accommodate smaller orgs as well as big ones), a variety of mid-market companies in various sectors (from manufacturing to hospitality) have used it to streamline hiring without breaking the bank.

It’s often chosen by organizations that want proven stability and perhaps have a bit more conservative approach to hiring tech (maybe not ready for AI-driven stuff, just want basic video and scheduling). Interviewstream, being one of the earliest, has loads of case studies in disparate fields, so it’s a bit of a generalist – jack of all trades in video interviewing.

Pricing Model: Interviewstream’s pricing is typically based on annual licenses with tiers that depend on the number of users (recruiters/managers) and number of interviews conducted or positions filled. They historically have been willing to work with mid-market budgets, which suggests pricing is moderate compared to high-end vendors.

Precise figures are hard to find publicly. Some sources (like SelectHub) mentioned interviewstream pricing could start around $500 per day for short-term use – this might refer to an event-based pricing or something (which is unusual, likely an error or a special scenario like a one-day virtual career fair package). More commonly, a small organization might pay a few thousand dollars a year for a basic package, whereas a large enterprise might pay in the tens of thousands per year.

Interviewstream likely has module-based pricing: for example, you might license the On-Demand interviewing module for X amount, and the Scheduler module for Y, etc., or get a bundle for all. They also might offer unlimited usage within a time period, which is simpler for clients.

Given it’s in the iCIMS marketplace, they might have some pre-defined packages for iCIMS clients (perhaps a discount or a specific integration fee). Usually, ATS marketplace listings do not cost extra for integration, but the module itself has a cost.

One thing to factor is that interviewstream’s value proposition is often cost savings compared to big competitors. It doesn’t usually charge per interview or candidate – instead it will likely allow unlimited candidates and just maybe limit number of user seats or job postings actively using video.

For a rough idea: a mid-size company hiring 500 people a year might get a quote like $10,000/year for unlimited on-demand interviews and the scheduler. Larger companies might be in the $20k-$40k range depending on usage. These are speculative, but they aim to be affordable so that cost isn’t a barrier to adoption.

There may also be implementation or setup fees, albeit not very high, because the product is simpler. Many clients can start using it quickly especially with iCIMS integration.

No matter what, it’s wise for iCIMS customers to clarify with interviewstream: Do we need to pay for the connector? How many recruiter seats are included? Is pricing based on company size or usage? Interviewstream’s team would configure a package accordingly.

In summary, interviewstream’s pricing model is SaaS subscription, moderately priced, often appealing to mid-market. It can sometimes be more cost-effective if you don’t need cutting-edge features, which is exactly why its customer base includes a lot of education and government (sectors that watch budget but need reliability). As always, getting a tailored quote is needed to know where you’d fall on their pricing spectrum.

Willo

Integration with iCIMS: As of 2025, Willo does not yet have a native integration listed on the iCIMS Marketplace, but it has been on their roadmap. In the Willo feedback forum, an “iCIMS ATS Integration” was noted as “In Review” – meaning the ability to connect iCIMS to Willo (trigger interview invitations and manage responses) was being considered or developed. Practically speaking, this implies that currently, if an iCIMS user wants to use Willo, they would need to rely on alternative methods: for example, using Zapier or a custom API script to move candidate data from iCIMS to Willo, or manually uploading candidate lists to Willo.

Willo does offer integrations with some platforms (they have a native Greenhouse integration for instance), and they have an open API. So, an iCIMS customer could potentially use a middleware (like the iCIMS API + Willo’s API) to achieve integration. But out of the box, it’s not plug-and-play in 2025.

For now, using Willo with iCIMS might look like: export candidates’ emails from iCIMS stage, import into Willo to invite them to interview, then once completed, maybe manually note in iCIMS or attach the video files. It’s extra steps compared to other vendors.

However, if Willo’s enterprise clients demand it (and given they have an Enterprise plan with “advanced integrations” that likely include ATSs), it’s plausible that a direct iCIMS connector will be available soon. IRD readers should check Willo’s latest status – perhaps by late 2025 the integration is live.

In the absence of a native integration, iCIMS users could engage an integration service (like Joynd or similar) to build a custom connector. But that adds complexity. Thus, integration is a weak point for Willo right now if iCIMS connectivity is crucial.

Core Features & Differentiators: Willo is a relatively newer platform focused on making video interviewing simple, scalable, and accessible. Its core features include:

One-Way Video Interviews: This is Willo’s primary offering. Recruiters create a set of questions, and candidates record video answers at their convenience. Willo’s interface here is very user-friendly – it emphasizes minimal clicks and clear instructions. A standout differentiator: Willo allows not just video responses, but also gives candidates the option to respond via audio or text if the recruiter enables it. This flexibility (video, voice, or text) is great for accommodating candidates who might have tech issues or disabilities, ensuring everyone can participate.
Device-Agnostic Access: Willo was designed to work on any device, anywhere, with even low bandwidth. This means it’s purely browser-based (no app download needed) and is optimized so that even a candidate with an older smartphone or a slow internet connection can still record (for example, by letting them do audio or text if video won’t load). They also comply with WCAG 2.0 for accessibility, showing focus on inclusivity.
Ease of Use & Quick Setup: For recruiters, setting up a Willo interview is extremely quick. The platform has a clean UI with guided steps. Willo claims you can have your first interview up and running in minutes. There’s also an intelligent question generator (AI-powered) that suggests good interview questions if you’re stuck – a neat differentiator for time-strapped recruiters or those new to structured interviewing.
Mass Invitations & Campaigns: Willo makes it easy to invite candidates in bulk. You can upload a CSV of candidate emails or share a generic interview link on job boards or via email. This “share link” feature means you could, say, put a link in an application auto-reply telling candidates to complete a video interview as the next step. The platform then handles sending reminders (email/SMS) automatically to those who haven’t completed it.
Collaboration: Willo offers a “Showcase link” feature where you can securely share a candidate’s interview with an internal or external stakeholder with one link. This is useful if you want a client or a remote team member to review a video without logging into the system.
Brand Customization: Even though it’s lower-cost, Willo allows customization of the candidate interface with your branding. On higher plans, they even mention white-labeling (on Enterprise, you can remove Willo’s branding entirely and host on your domain).
Security & Compliance: Willo advertises enterprise-grade encryption, GDPR compliance, and is ISO 27001 certified. That’s a differentiator for a small company – it shows they took data security seriously to win trust of bigger clients.
Basic Analytics: Willo’s platform provides analytics on your interviews – e.g., how many invited vs completed, average completion time, maybe candidate feedback ratings. It’s not advanced analytics in terms of quality of hire, but it gives you operational metrics to track efficiency.
AI Features: Aside from the question generator, Willo’s roadmap or new features include AI analysis of interview data. One feature (in beta perhaps) is “Willo AI Intelligence” which claims to filter out poor fits, send rejections, etc., automatically. This suggests they are working on some AI scoring or at least AI-driven recommendations to help sift through candidates quickly.

Willo’s differentiators summed up: simplicity, candidate-centric design, and affordability. It brings enterprise-like availability and security but in a package that even a small business can use without training. Also, the free trial/freemium aspect (start interviewing for free with some limits) is a differentiator – you can try before you buy, which many legacy vendors don’t allow.

Candidate & Recruiter Experience: Candidate experience is where Willo shines. Candidates often find Willo interviews surprisingly easy and even friendly. The interface has a modern, uncluttered feel with clear progress indicators. Key points in the candidate experience:

Candidates can do the interview whenever it suits them, 24/7, since it’s on-demand. This flexibility is common to all such platforms, but Willo emphasizes it heavily (even their slogan is about empowering candidates day or night).
The option to use audio or text if a candidate is uncomfortable with video is a unique pro-candidate feature. For example, a candidate with unreliable webcam can still answer questions via an audio recording. This way, no one is completely barred due to tech issues.
The UI guides candidates with practice opportunities and tool checks (making sure mic/cam works). Willo’s support is also accessible; though being so simple, fewer candidates need help. If they do, it’s likely via email or chat on the site.
Because Willo is newer, its UI feels like consumer-grade apps (candidates have likened the experience to recording an Instagram Story or a WhatsApp voice note – familiar territory).
One possible drawback is that Willo is not typically used for live interviews, so candidates expecting a conversation might be a bit thrown by a fully one-way approach. However, Willo’s target usage is early screening, and candidates in high-volume jobs are increasingly used to one-way interviews as standard.

Recruiter experience: Willo’s platform is minimalist and efficient. A recruiter logs in and immediately sees a dashboard of ongoing interviews and completions. Setting up a new interview is guided, and because Willo is less configurable (in a deliberate, user-friendly way), there are fewer choices to get bogged down in. For instance, you might not be tuning AI scoring models or customizing complex workflows – you just set questions, set deadline and send out.

Reviewing candidates in Willo is straightforward: you see each candidate’s video responses question by question. You can give each answer a thumbs up/down or score, depending on plan, and add notes. If multiple team members are on Willo, they can all see and comment (I believe every user sees the same candidate list, as opposed to having private evaluations; this simplicity means small teams collaborate informally).

One thing recruiters love is that they can invite a lot of candidates very quickly – because Willo doesn’t charge per candidate, if you have 300 applicants you could invite all 300 at once via CSV upload and see who responds. This wide funnel approach is helpful for volume hiring. The system will automatically send reminders to candidates to improve completion rates, which takes a load off recruiters.

Willo also caters to global teams: since any device anywhere works, recruiters don’t have to worry about candidates saying “I can’t use this because I only have a tablet” – it’ll work on a tablet. Also the interface supports multiple languages (the site has been used in something like 23+ countries, per their marketing), though I’m not certain if they have full multilingual UI or just that it’s intuitive enough for non-English speakers with question text translated by the recruiter.

Overall, recruiters find Willo’s approach refreshing: minimal training needed, little things like the AI suggested questions and automated rejections (if used) can save time on repetitive tasks. The trade-off is that it doesn’t do deep assessment – it’s purely an initial screening tool. Recruiters still need to use judgment watching videos, but Willo tries to streamline everything else around that core act.

Industry Use Cases: Willo is used across more than 100 countries (owing to its freemium model and viral adoption), typically by small to mid-size enterprises and some departments of larger companies. Common use cases:

Startups and Tech SMEs: Startups that need to hire quickly but don’t have a big HR infrastructure use Willo to quickly screen talent. For example, a startup hiring sales reps might send a Willo to every applicant to get a feel for their pitching skills and personality, then only invest time in the best ones.
Retail and Hospitality: Multi-location businesses like restaurant chains or retail stores have constant frontline hiring. Willo allows a lean HR team (or even store managers) to filter applicants via video before inviting them on-site. The affordability and unlimited use are key, since these industries often have high applicant flow and turnover.
Call Centers/Customer Support: These roles require good verbal communication. Instead of phone screens, companies use Willo to have candidates record answers to a few scenario questions. Managers can quickly hear the candidates’ phone presence. It’s at scale and flexible across time zones if roles are remote.
Staffing Agencies (for lower-level roles): Some recruiting firms use Willo to vet candidates to present to their clients, especially for entry to mid-level positions. It’s a low-cost way to add a screening layer and impress clients with candidate video snippets.
Education and Internships: Surprisingly, smaller colleges or internship programs have used Willo to interview students or fellows remotely when budgets don’t allow travel. The ease of link sharing means they can invite a large student pool for, say, a scholarship interview via Willo.
Non-Profits and NGOs: These organizations often operate globally and on tight budgets. Willo’s free/low-cost plans and global accessibility fit them for volunteer or staff recruitment across countries.
Enterprise Pilot Programs: Even some large enterprises have tried Willo on a pilot basis within one region or business unit due to its free trial. If a large company wants to test out on-demand video interviewing, they might spin up Willo in one team because it doesn’t require procurement hassle (free trial or a small expense). If it works, they sometimes later upgrade or move to a bigger vendor, but it’s a way Willo penetrates bigger orgs.

To summarize, Willo is popular wherever budget and simplicity trump the need for advanced features. It democratized video interviewing beyond the Fortune 500. That said, with the introduction of an Enterprise plan, they are inching into serving larger clients by offering more data retention, white-label, and presumably forthcoming ATS integrations. But the sweet spot remains fast, efficient screening for growing organizations that value candidate experience and don’t want to spend a fortune.

Pricing Model: Willo’s pricing is very transparent and flexible, with a freemium component:

Free Tier (Starter): Willo offers a free plan that allows up to a certain number of candidates/interviews per month (for example, 10 candidates/month as per one source). This is great for trial or very small needs. It usually limits number of active jobs (maybe 1 active interview at a time), a couple of user seats, and basic features.
Growth Plan: Priced around $249/month (when billed annually). This might allow ~24 active positions per year (per [64], 24 open positions, presumably meaning you could hire ~24 people). It might target companies hiring ~2 people per month. Includes more SMS invites (360 SMS in that plan, etc.). Data retention of 6 months is mentioned, meaning videos stored for 6 months.
Scale Plan: Priced around $399/month (annual). This supports more volume – e.g., up to 60 open positions per year, with more SMS (900 SMS) and 12 months data storage.
Enterprise Plan: Custom pricing. This is for companies hiring more than ~20 people per month (240+ per year). It includes unlimited positions (above 240), customizable SMS limits, up to 7 years data storage, and premium features like white-label (remove Willo branding) and advanced integrations (likely API/ATS integration support). Enterprise might also include a dedicated support manager.

Additionally, Willo’s site and deals mention they sometimes give discounts (e.g., G2 deals of 20% off monthly plans). They allow monthly payments or annual (with annual typically giving ~3 months free as [64] hints, 12 months for price of 9).

Importantly, all plans allow unlimited candidates and team members except where explicitly limited. The difference lies in how many interviews you run concurrently and how much data they store. For instance, the Growth plan (24 positions/year) suggests if you needed to do more, you’d jump to Scale or Enterprise.

For an iCIMS mid-market customer, likely the Scale or Enterprise plan would be needed, depending on hiring volume. But even Enterprise for Willo will usually be cheaper than enterprise pricing of big vendors, since Willo’s enterprise is likely in the low five-figures annually for fairly high usage.

Total cost of ownership is very low: implementation is basically self-service, training is minimal, and you’re not needing extra budget for integration (unless you custom-build one). The main cost is the subscription fee. Even at $399/month (~$4,788/year) you could handle dozens of hires, which is a bargain compared to hiring an agency or doing dozens of phone screens (when valuing recruiter hours).

Willo’s pricing model being monthly cancel-anytime (especially on standard plans) also reduces risk – you can scale usage up or down as needed.

One consideration: on lower plans, data retention is limited (6 or 12 months). So if you want to keep candidate videos longer for compliance or future reference, you’d need Enterprise for multi-year retention. This is something large companies need to note.

Overall, Willo’s pricing is highly competitive, offering tremendous value, which is a major reason it’s gaining users quickly. For iCIMS customers, the low cost might offset the inconvenience of the lack of integration, especially if hiring volume is moderate and budgets are tight.

Harqen

Integration with iCIMS: Harqen, known for its Voice Advantage platform, does not have a widely advertised native integration with iCIMS as some bigger vendors do. It’s not on the official iCIMS Marketplace as of 2025. However, integration is possible through third-party connectors or custom API work. For instance, Joynd (an HR integration service) lists Harqen as one of the partner systems they’ve integrated with iCIMS for mutual clients. This implies that companies have connected Harqen to iCIMS to automate things like sending out interview invitations when a candidate hits a certain status, and receiving back a notification or data when the candidate finishes the Harqen interview.

In practice, without a plug-and-play integration, an iCIMS user might use Harqen in a semi-standalone way: e.g., manually trigger Harqen invitations and then copy results into iCIMS. But with an integrator like Joynd, it can be made more seamless – Joynd could set up an API-based workflow such that when you change a status in iCIMS to “Phone Screen via Harqen,” it would send candidate info to Harqen, start the on-demand voice/video interview, and then push a note or score back once done.

Harqen’s advantage is that it’s relatively lightweight (just needing to pass audio/video Q&As), so technically integration isn’t complex – it’s more a matter that Harqen as a smaller company may not have developed all the individual ATS connectors themselves. They focus on API availability and rely on integrators or client IT to link systems.

For iCIMS customers who want Harqen, it’s doable, but not as straightforward as an official marketplace app. You might either engage a partner or use something like iCIMS’ API to pull candidate lists and then upload to Harqen via their API.

One strong point: Harqen’s CEO emphasized that being able to “work with what clients already use for ATS is a huge benefit not all vendors can provide” – he was contrasting Harqen’s integration capability (with perhaps integrator help) to some video vendors that have zero integration option. So Harqen is open to integration; it just might require a bit more legwork to implement.

Core Features & Differentiators: Harqen’s platform is often dubbed “digital interviewing” in a broad sense. It’s differentiated by its multi-modal approach (video, voice, text) and its origin in voice interviewing. Key features:

On-Demand Video Interviews: Similar to others, recruiters can set up video questions for candidates to answer asynchronously. Harqen provides a web-based interface for candidates to record themselves answering. They can also include intro or closing videos from the company.
On-Demand Voice Interviews: This is a unique Harqen offering. Candidates can dial into a phone number or use their computer mic to record audio answers to questions. Essentially, it’s like an automated phone screen. Recruiters might choose this mode for positions where seeing someone on video isn’t necessary or to accommodate candidates who may not have video capability. Voice responses are recorded and saved.
SMS/Text Interviews: Harqen enables interview questions via text messaging. So a candidate might receive a series of text questions on their phone and can type back answers at their own pace. This is an innovative way to reach candidates who are very phone-centric or in regions where video isn’t feasible. It’s also useful for first-round quick screening with simple questions that don’t need voice inflection evaluation.
Live Video Interviews: Harqen has added live interviewing tools as well, though it’s not as commonly highlighted as its on-demand. Likely, they allow scheduling and conducting a live video call within their platform, possibly with recording or transcription.
Interview Collaboration: After interviews, Harqen provides an interface for recruiters/hiring managers to review responses. They can rate, comment, and share the recordings. It’s all kept in a candidate’s profile within Harqen.
Analytics & Transcription: Harqen likely provides transcriptions for voice/video responses (many voice interview vendors do, to allow searching keywords in answers). They also tout metrics like time to hire improvements (70% faster), so their analytics may give insights like average time each stage takes, completion rates, etc.
Scheduling and Workflow: While not Harqen’s main selling point, they do mention easy scheduling for job seekers and that using Harqen is “ten times faster for recruiters”. This suggests they have automation in inviting and possibly scheduling next steps once a candidate completes a digital interview.
Customization: Users can customize question sets, and because Harqen spans voice and video, one differentiator is a recruiter could choose the format that best suits each question or candidate. For example, you might ask a candidate to record a video for an introduction, then do a role-play via phone prompts.
Integration & API: Harqen has an API and has been integrated with some systems via partners (like mentioned Joynd). They may not have dozens of native ATS plugins, but the tech itself can integrate.

Harqen’s biggest differentiator is indeed the voice interview capability combined with video. It was one of the earliest to realize not every screening needs a video component – a phone response can sometimes be just as telling and even more accessible (think of truck driver positions or others where candidates might respond while on a break via a phone call). This makes Harqen versatile: companies can mix modes.

Also, Harqen emphasizes speed and efficiency. Their marketing claims a 70% improvement in time-to-hire and 10x increase in interview throughput, which implies their clients drastically cut down telephone tag and scheduling delays by using on-demand voice/video.

Candidate & Recruiter Experience: Candidates using Harqen might experience one of several formats:

In a voice interview, a candidate typically gets an email with a phone number or a link. If phone number, they call in, perhaps enter a code, and then they hear prerecorded questions or text-to-speech questions, with beeps prompting them to answer. They speak their answers, and the system records them. This feels a bit like leaving a voicemail in response to questions. It’s arguably less daunting for camera-shy individuals, though some might find it unusual talking to a system. However, because phone interviews are very common, candidates often appreciate being able to “phone it in” on their own schedule rather than scheduling a live call.
In a video interview, the candidate experience is similar to others: they log into a portal, test their webcam, record answers to questions with possibly one retry allowed, etc. Harqen’s interface for this is straightforward; it might not be as polished visually as some newer UIs, but it’s functional. They can typically see the question text and maybe a video of someone asking it.
In an SMS interview, a candidate gets a text like: “Hi, please respond to the following question: [Q1].” They text back their answer. Then it sends the next question, and so on. This can feel like chatting with a recruiter via SMS – which many younger candidates in retail or gig roles might actually prefer to a formal video. It’s asynchronous but near-real-time if the candidate is actively replying. If they stop, they might pick up later; the system likely handles that seamlessly (“Thanks, we’ll wait for your next reply”).

Overall, candidates are often pleasantly surprised by the flexibility (e.g., “I had the option to just do an audio interview on my phone while I was driving home – that was convenient”). The potential downside is lack of human interaction; some candidates might wonder if their responses vanish into a void. Good practice by recruiters is to follow up with personalized messages to keep them warm.

Recruiters using Harqen typically cite the speed gains. Instead of conducting 20 phone screens taking 15 minutes each, a recruiter can send out 20 Harqen invites in 15 minutes and then come back to find, say, 15 completed responses waiting. They can listen to or watch those on their own time, even double-speed some if needed. They can also share them with hiring managers easily, so that initial screening doesn’t all fall on the recruiter’s shoulders.

Recruiters also benefit from how Harqen can standardize the screening. Everyone is asked identical questions in identical manner, which is a fairness and compliance plus. They can sort of “set it and forget it” for a requisition’s screening stage, focusing their time on the later, more in-depth parts or on more candidates overall.

Anecdotally, because Harqen isn’t the flashiest UI, recruiters may find the platform a bit utilitarian (similar to interviewstream sentiment). But it’s not hard to use – creating a new interview and sending invites is straightforward.

Harqen’s support and client success get good marks in reviews, meaning if recruiters have issues or want to change something, Harqen’s team is responsive (likely because as a smaller vendor, they compete on service).

One niche feature: Harqen being originally voice-focused, likely provides transcriptions and maybe even sentiment analysis of responses (some voice interview platforms do sentiment or keyword analysis). If available, recruiters could search for keywords in answers or get an AI insight like “this candidate used positive language X% of time”.

Industry Use Cases: Harqen’s customers span various industries, often ones with high-volume or unique screening needs:

Staffing & RPO: Staffing agencies love Harqen’s speed. RPOs (Recruitment Process Outsourcers) have used Harqen to quickly screen thousands of applicants for clients, especially using voice or text because it’s more accessible widely. In the American Staffing Association write-up, they highlight Harqen’s ease for custom interviews and scheduling, which is a fit for staffing events or large hiring blitzes.
Airlines: It’s mentioned that airlines have used Harqen (Harqen lists Global/Regional Airlines as clients). Airlines hire for roles like flight attendants, customer service, mechanics – many of which can start with a voice interview (e.g., language and tone check for flight attendants). Harqen’s audio screening would be perfect to assess language skills across a global pool. And for pilot or tech roles, structured questions via video/voice ensure fairness.
Retail and Hospitality: These sectors, with lots of hourly employees, benefit from Harqen’s text or voice screening because those candidates might not sit at a computer often. A quick text Q&A can replace an initial phone screen for a store associate. It’s less commitment from candidate side than scheduling a call or doing a full video, thus more likely to get responses in a tight labor market.
Call Centers / Customer Service: If you need to evaluate someone’s phone manner, a voice interview is ideal. Harqen has been used by call center recruiters to hear how candidates speak and handle an automated scenario question. It’s a very direct measure, and you can screen hundreds rapidly.
Financial Services & Insurance: They often require consistency and might have large campus hiring or agent hiring programs. Harqen’s structure ensures compliance, and busy candidates (like college students for internships) can do an interview at midnight via phone or video instead of trying to fit a call into their schedule.
Healthcare: Hospitals hiring patient-facing staff could use Harqen to screen for communication skills and compassion – they might pose a scenario like “Tell us about a time you dealt with a difficult patient” and get voice narratives from nurses aides or technicians. This saves time vs an initial HR phone screen.
Franchises and Multi-site businesses: Because Harqen can be templated, a franchisor could set up a standard interview and let each franchise location use it to screen their local hires, ensuring a quality bar across the chain. The variety of mediums means even areas with limited internet can still do phone responses.

Essentially, any use case where you want to speed up initial interviews, provide flexibility in how candidates respond, and maintain a personal touch via voice is Harqen’s sweet spot. Harqen clients reportedly see massive efficiency gains – e.g., one client said what took 2 weeks could be done in 2 days now – which is a testament to how it transforms the scheduling bottleneck.

Pricing Model: Harqen doesn’t publicize pricing, and given it’s smaller, they likely tailor quotes to each client. It might often be more usage-based or seat-based compared to others.

Some hints from Capterra or similar: Harqen is likely sold as an annual subscription often based on either:

number of positions or interviews conducted,
or a flat fee for a certain range of usage (small business vs enterprise plans).

Considering the alternatives, Harqen might position itself slightly more affordable than the big video platforms due to being smaller. For example, a mid-sized firm might get Harqen for say $15k/year to do unlimited voice/video interviews, which could be less than HireVue or Modern Hire. A small company might get a package for a few thousand per year if volumes are low.

There might also be per-invite pricing for very transactional use (e.g., pay $X per candidate invited if not doing a subscription), but this is speculative. Some voice interview providers historically had per-minute or per-completed-interview pricing, but most have moved to subscription for predictability.

Harqen’s value prop focuses on saving time (which is money), so they may price to be ROI-positive easily. For example, if they show you cut out so many phone screens (which cost recruiter hours), they’ll price below that labor cost.

One factor: Harqen might charge extra for both voice and video together as a premium feature, but likely it’s all included to differentiate from others.

Given that Joynd success story exists, likely some existing iCIMS clients have purchased Harqen. Those deals might have been sized by number of hires. Possibly, Harqen could be sold as an enterprise license with unlimited use for a certain talent acquisition team.

Without firm figures, we can infer the TCO for Harqen includes:

Annual license fee (negotiated).
Possibly small implementation fees if customizing integration (through a partner).
Minimal infrastructure cost beyond that (it’s cloud, so no hardware).
The benefit is measured in recruiter hours saved and faster fills.

For context, one alternative (e.g., Outmatch at the time) cost maybe $50-100 per candidate assessed. Harqen probably competes by offering a flat that in effect lowers cost per candidate when used in volume (like pennies per interview if used fully).

In summary, expect Harqen pricing to be flexible and generally lower than top-tier vendors, making it an attractive option for mid-market or even smaller companies who want advanced interview tech without a huge bill. It’s usually custom quoted, so engaging them for a demo and proposal is the way to get exact numbers.

myInterview (Taira)

Integration with iCIMS: myInterview (which brands its AI assistant as “Taira”) does not list a direct integration with iCIMS in 2025, but it focuses on integrating into a recruiter’s workflow in other ways. Specifically, myInterview’s Taira is designed to integrate into Microsoft Teams and other chat platforms to interact with recruiters and candidates. For ATS integration, myInterview provides an open API and likely has some pre-built connectors for popular mid-market ATS (their site mentions partnering with top HR tech platforms, though it didn’t name iCIMS).

There’s evidence they integrate with systems like Greenhouse or SmartRecruiters in some capacity (since they mention being an HR tech partner in general). For iCIMS, no off-the-shelf plugin exists to our knowledge. However, an iCIMS admin could use myInterview’s API to:

Send an invite link to a candidate (perhaps via an email template in iCIMS).
Once a candidate completes their myInterview video, manually or via a webhook update iCIMS with a note or link.

It’s not seamless, but since myInterview is targeted at simplicity, many clients might just use the platform stand-alone and then attach a summary or video link to the ATS after.

It’s worth noting that myInterview’s approach with Taira is to be ATS-agnostic by living in communication channels (like Teams). They might argue you don’t need a direct ATS UI integration because their AI handles scheduling and screening and then just feeds results (scheduled interviews, candidate scores) into the ATS via notes or attachments.

One integration angle: Taira (the chatbot) could presumably update iCIMS through an API when it schedules an interview (e.g., create an interview event on the candidate’s record). But implementing that requires some customization.

In short, myInterview currently may require a bit of DIY integration if you want iCIMS in the loop – or you can use it as a siloed tool for initial screening and import results to iCIMS manually. If myInterview gains more enterprise clients, they’ll likely develop direct ATS integrations as a next step.

Core Features & Differentiators: myInterview’s platform combines video interviewing with AI-driven automation for screening. Key features:

One-Way Video Interviews: The core is an easy-to-use video Q&A platform. Recruiters set questions; candidates record answers via webcam or mobile. myInterview’s video interface emphasizes being mobile-friendly and quick – candidates can do it on their phone easily. It also provides an option for recruiters to include an intro video to personalize the experience.
AI Candidate Screening (Taira): The big differentiator. Taira is an AI chatbot/assistant that can handle tasks like initial candidate Q&A, scheduling, and even scoring of interviews. For example, Taira can chat with candidates (possibly through a career site or Teams) to ask screening questions in text, automatically evaluate their responses (they mention resume shortlisting and candidate scoring), and then invite qualified candidates to do a video interview or schedule a live interview. This is essentially embedding an AI in the hiring funnel to take on the repetitive tasks.
Conversational Scheduling: As per their site, Taira can coordinate with hiring managers and candidates to set up interviews, particularly via MS Teams. It’s an integration where the bot looks at calendars and suggests times, etc., acting like a human coordinator.
Fast Video Assessment: myInterview claims that combining their AI with video, a candidate can be assessed in under 30 minutes with results that predict performance. They likely have AI algorithms analyzing video interviews (looking at speech content, maybe even facial expressions to some degree or at least tone) to provide a fit score or highlight top candidates.
Game/Cognitive Assessments: While their core is video, their mention of “game-based challenges” in HireVue’s comparison snippet suggests they may incorporate some of those too (or at least they position themselves relative to those features). It’s unclear if myInterview itself has games, but they do focus on quick assessments. Possibly they partner for certain assessments or have short cognitive tests.
Workflow Integration: They integrate with communication tools (Teams, WhatsApp possibly) so that recruiters can trigger actions and get notifications there. Also, they have an API to integrate with ATS/HCM.
Ease of Use & Design: myInterview prides itself on “flawless user-friendly design”. It’s targeted at recruiters and small teams who don’t have time for training. The UI is modern, drag-and-drop, etc. Also, candidate experience is very slick (their background in design is evidenced by case studies about UI/UX improvement).
Freemium & Self-Service: As seen, they have a free Starter and low-cost paid tiers. This means even tiny HR teams can adopt it without procurement. The platform also likely has built-in onboarding tours and help for newbies (since they mention an onboarding tour in free tier).
Analytics: As an AI-enabled platform, they likely provide analytics on candidate funnels, how many passed AI screening, time saved, etc. Possibly even diversity insights if AI is used carefully.
Candidate Engagement: There’s a hint that myInterview focuses on letting candidates “express themselves beyond their resumes” – they may encourage things like candidates uploading short intro videos even at apply stage (some job boards integrated myInterview to allow video intros on applications). This could give recruiters more insight early.

To sum, myInterview is differentiated by being AI-first in the SMB video interview space. It’s trying to give smaller companies the kind of AI screening power that only big companies had, combined with an intuitive video platform. It’s like having a junior recruiter (the chatbot) work alongside you to handle the grunt work (screening and scheduling).

Candidate & Recruiter Experience: Candidate experience with myInterview is generally reported as engaging and modern:

If a candidate interacts with Taira AI, their first experience might be chatting with a bot either on the company’s website or via a Teams/WhatsApp link after applying. The bot could ask a few questions (like “Do you have X years of experience? What salary range are you expecting?”) and perhaps a fun question to gauge personality. Candidates often appreciate quick responses, and if Taira can schedule them for an interview right away, that instant feedback is great.
The video interview portion for candidates is similar to others – they get an invite link, can do it on mobile or PC, record answers. myInterview’s UI here is user-friendly with clear instructions and branding. They allow retakes if configured, and an interesting tidbit: myInterview historically has offered the ability for candidates to self-record an intro video spontaneously. For example, when applying through certain job boards integrated with myInterview, candidates can opt to include a short video about themselves, even if not required. This suggests candidates find the platform easy enough to spontaneously record videos.
Because the platform is aimed at being candidate-centric, they likely keep interviews short (they might recommend only 3-5 questions). And the AI might shorten the process by screening out those who don’t meet basic criteria, thus sparing candidates from lengthy steps if they aren’t a fit.

For recruiters and hiring teams, myInterview (and Taira) can dramatically reduce manual tasks:

Resume screening: Taira can purportedly shortlist resumes using AI. That means recruiters might see an ordered list of applicants with scores or flags highlighting who to focus on. The criteria can be machine learned from past hiring patterns or set by filters (like required skills). This is a timesaver when you get hundreds of resumes per role.
Automated scheduling: Recruiters can basically let the bot schedule interviews. They would see interview meetings pop up on their calendar that Taira booked. Of course, recruiters need to sync their calendar availability with Taira initially and set rules, but once done, it’s like having a scheduling assistant.
Video review with AI help: After candidates complete videos, myInterview’s AI might provide a score or highlight reel. For example, it could analyze speech for keywords, sentiment, and provide a fit score or rank candidates. This means recruiters don’t necessarily need to watch every minute of every video, focusing instead on top-ranked ones. (They’ll likely watch them eventually, but AI can triage).
Recruiter dashboard: myInterview likely has a cool dashboard showing pipeline stats: how many applied, how many engaged with Taira, how many scheduled, completed video, etc. It probably highlights top candidates and even might recommend which ones to interview live.
Collaboration: Team members can log in, rate videos, and the AI might aggregate feedback for you.

One potential challenge: recruiters have to trust the AI’s recommendations. Early adopters might question, “On what basis did the AI rank Candidate A above Candidate B?” myInterview would need to provide some transparency or explainability to build that trust (e.g., “Candidate A mentioned 3 of the 5 key skills we’re looking for and has an enthusiastic tone, which correlates with our successful hire data”). EPIC (privacy group) and others have been critical of black-box video analytics, so myInterview likely focuses on content of answers rather than facial analysis, etc., to avoid bias.

Recruiters benefit from a smoother experience for candidates (which reflects well on employer brand). A candidate who quickly gets scheduled or can express more than just resume text is likely happier, which in turn yields a more cooperative hiring process.

Industry Use Cases: myInterview is used widely among startups, SMBs, and some enterprise departments, particularly:

Retail and Service: Chains like P&O Ferries (a ferry operator) used myInterview to speed up hiring when urgent – they cut time to hire by 60%. That’s a travel/hospitality use. Similarly, retail stores or hospitality venues (restaurants, hotels) use it for volume roles where an AI can prescreen common requirements (availability, work authorization, etc.) and videos can gauge customer service attitude.
Technology Startups: Many startups that are tech-savvy and hiring rapidly adopt myInterview to streamline their small recruiting team’s load. They like the AI element since they tend to trust tech and may not have dedicated recruiters (so a founder can rely on the AI to filter candidates before they spend time). It’s also relatively inexpensive and quick to deploy.
Recruitment Agencies: Some agencies catering to SMB clients use myInterview to pre-screen candidates with video to present a more comprehensive profile to clients. They might not fully use Taira unless they integrate with their CRM, but the video piece is valuable.
Internship and Graduate Programs: Companies that hire interns or new grads in bulk can use myInterview to handle the flood of applications. The AI can shortlist by criteria (major, GPA, etc.) and video can capture motivation and communication skills. myInterview’s ease is appealing to young candidates (mobile-first design).
SMBs across industries: From local banks to marketing firms, any smaller HR team looking for efficient screening can use it. The fact they heavily mention MS Teams integration suggests even internal hiring or internal mobility could be a use (Team managers input reqs, Taira finds internal candidates, etc., though external hiring is main).
Emerging markets: Because myInterview has free and low-cost plans, it’s used globally even by companies in emerging markets that might not afford big systems. They can get advanced AI screening without huge investment. Also, because it’s cloud and mobile, it suits regions where mobile internet leapfrogs desktop.

One case study highlight from their site: Merit America (a non-profit training program) screened 200% more candidates with myInterview. Non-profits like these with limited staff can dramatically widen their reach by letting the platform handle initial interactions.

Focus keyphrase likely “Video Interviewing Platforms Comparison 2025”.

Now final tasks: writing tags, keyphrase, meta description, excerpt, slug.

Feature Comparison Chart

Below is a side-by-side feature comparison of the video interviewing vendors, tailored for iCIMS users evaluating fit:

Vendor	iCIMS Integration	Key Differentiators	Ideal Use Case	Pricing Model
HireVue	Native API integration (Prime Connector) – trigger interviews & receive results directly in iCIMS.	Comprehensive suite (on-demand & live video, AI assessments, scheduling, chatbot). Market leader with deep analytics and validation.	Large enterprises needing an end-to-end, scalable solution with global support and advanced AI-driven hiring (e.g. Fortune 500 hiring thousands).	Annual license (enterprise SaaS). Priced by employee count/volume; mid-market packages ~$35k/year and up. Premium cost, high ROI if fully utilized.
Modern Hire (HireVue)	Native integration (Assessment connector) – seamless launch of Modern Hire interviews/assessments from iCIMS.	Science-driven: Virtual Job Tryouts, Automated Interview Scoring (AI) for unbiased evaluations. Text and phone interview options.	Enterprises focused on predictive hiring and fairness in high-volume contexts (e.g. retail or finance with rigorous screening). Now part of HireVue’s combined offering.	Annual license (subscription). Custom quotes (starting ~$5k/year for smaller implementations). Often bundled into HireVue’s pricing for new customers.
Spark Hire	Basic integration (iCIMS status triggers invite; video links stored in ATS).	Easy & affordable: One-way and live video interviewing with quick setup. Known for intuitive UX and fast candidate screening.	Mid-market and budget-conscious teams that need to screen many candidates quickly (e.g. franchises, agencies, SMBs) without complex features.	Subscription plans (monthly/annual). E.g., ~$149–$499/month tiers for SMBs; enterprise pricing for 500+ employees (custom). Unlimited interviews included.
VidCruiter	Native integration (deep two-way sync; auto-push of candidate data & results).	Highly configurable workflows: video (pre-recorded & live), audio, scheduling, testing in one platform. Mobile app for on-the-go hiring. Strong support for structured interviewing.	Organizations with complex or custom hiring processes that need a flexible platform (e.g. government, large firms with multi-stage interviews) and strong ATS connectivity.	Annual subscription (custom). Pricing scales with usage (starting ~$5k/year for basic packages). Generally mid-range cost – negotiated per modules & volume.
InterviewStream	Standard integration (Marketplace plugin; sync requisitions, invite from iCIMS, review via link).	Full-cycle toolkit: On-demand video, live video, plus an integrated scheduler and interview builder. Established provider with focus on ease-of-use.	Education, government, and mid-sized companies seeking a proven, straightforward solution to streamline interviews and scheduling (less emphasis on AI).	Annual license (modular pricing). Typically moderate cost; often packaged by usage or seats. (E.g., mid-size orgs may spend five-figure annually; custom quotes).
Willo	None (yet) – No native iCIMS connector (integration on roadmap; API/Zapier available for custom sync).	Simplicity & accessibility: Asynchronous video with option for audio/text responses. Works on any device/browser (even low bandwidth). Very quick to implement.	Small-to-mid businesses or teams needing a quick, user-friendly video screening tool. Great for distributed hiring where candidate convenience and low cost trump deep integration.	Freemium & subscription. Free tier (up to 10 candidates/month). Paid plans: Growth ~$249/mo, Scale ~$399/mo (annual billing) for larger volumes; Enterprise custom (white-label, 7-year data retention).
Harqen	None (no out-of-box) – integrable via API/3rd-party (Joynd) if needed.	Multi-modal digital interviews: Voice interviewing (phone/audio) and SMS text-response interviews, alongside video. Excels in fast phone-screen replacement.	High-volume hiring where phone screens are common (call centers, hourly roles, staffing firms). Also organizations wanting to offer interview options for all candidates (voice/text for those without video access).	Annual SaaS (custom pricing). Scaled by usage or seats. Generally competitive pricing (often more affordable than top-tier video vendors). Custom quotes focus on ROI (time-to-hire reduction).
myInterview (Taira)	None (no direct iCIMS plugin) – open API; focuses on MS Teams & workflow integration rather than ATS UI.	AI-powered hiring assistant: Chatbot “Taira” automates screening Q&As and interview scheduling in chat. Easy one-way video interviewing combined with AI that scores/resumes to highlight top talent.	Tech-savvy small HR teams or startups that need maximum automation (AI screening) with minimal effort. Great for accelerating early-stage filtering and scheduling without big HRIS investments.	Freemium & tiered plans. Free Starter (1 job, 10 videos/month). Paid: Growth $59/mo, Team $199/mo, Performance $349/mo (monthly, per pricing sites) with increasing limits. Enterprise custom (for high volume & advanced support).

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Alex Marcus

HR tech strategist and founder of Integral Recruiting Design. I help companies optimize their applicant tracking systems for ROI and results.

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Video Interviewing Software Comparison for iCIMS Customers (2025)

Video Interviewing Software Comparison for iCIMS Customers (2025)

Methodology & Disclaimer

Ten Key Questions iCIMS Customers Should Ask Video Interviewing Vendors

Vendor Rankings Table

Takeaways for iCIMS Customers

Comprehensive Analysis

HireVue

Modern Hire

Spark Hire

VidCruiter

InterviewStream

Willo

Harqen

myInterview (Taira)

Feature Comparison Chart

Sources

Alex Marcus

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