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Video interview software for recruiting teams.

Stop scheduling every first round interview. Candidates record on their own time. Your team reviews before a live call.

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Create a job

Set up the interview candidates will record

Intro Banner / Video

Add a welcome video or banner — help candidates understand the role before they apply

Job Information

Core role details candidates will see

Employment Type

Instructions for Candidates

Guidance candidates should read before they start

1000 words max

First round interviews shouldn't require another calendar invite.

Let candidates record when they're available. Your team reviews when they're ready. See one-way video interviews, the asynchronous video interview guide, recruitment agencies, and staffing agencies.

  • Scheduling back and forth
  • Repetitive screening calls
  • Inconsistent candidate evaluation
  • Coordination overhead
  • Spending live interview time on candidates who could have been screened earlier

From interview invite to candidate response.

  1. Create Interview

  2. Add Questions

  3. Invite Candidates

  4. Candidate Records

  5. Review Responses

  6. Shortlist

Everything you need for structured video screening.

One-way Video Interviews

Candidates record responses on their own time without scheduling a live interview.

Structured Interview Questions

Ask every candidate the same questions and create a consistent first round experience.

Candidate Video Responses

Review actual candidate responses instead of relying only on resumes.

Speech scoring

Communication, speech clarity, and fluency scores sit next to every recorded response.

Team Collaboration

Recruiters and hiring teams can review candidate responses and share feedback.

Shareable Interview Links

Send candidates a simple interview link without requiring software installation.

Branding

Set the colors and font candidates see when they open an apply page.

Integrations

Webhooks, n8n, and CSV export are available. Zapier and Make.com are planned.

Speech scoring from every response.

Communication, speech clarity, and fluency appear next to the video and the transcript. See speech scores.

Candidate on camera during a video interview, with the recording in progress at 02:34 of 05:00.
TranscriptAnalysisNotes

  1. I'm excited about the opportunity because I really enjoy working in fast-paced environments and solving real problems.

  2. In my previous role, I worked with a cross-functional team to build customer-facing features, and it helped me grow a lot.

  3. I'm comfortable with modern technologies like React, Node.js, and TypeScript, and I'm always learning something new.

  • Communication score

    82/100

  • Speech clarity

    78/100

  • Fluency

    85/100

Built for candidates, not just recruiters.

Candidates shouldn't need an account, software installation, or technical knowledge to complete an interview.

  1. Open Interview Link

  2. Check Camera / Microphone

  3. Record

  4. Review

  5. Submit

Spend less time scheduling. More time hiring.

Review candidates in one console before you schedule the next conversation.

  • Candidate management
  • Interview status
  • Video responses
  • Question by question review
  • Notes
  • Team evaluation

Turn candidate submissions into stronger candidate presentations.

Provide clients with a candidate profile, resume, and video interview instead of relying only on a CV.

  1. Candidate

  2. Hirekal Interview

  3. Video Response

  4. Recruiter Review

  5. Client Submission

Hirekal fits into your recruiting workflow.

Webhooks, n8n, and CSV export are available today. Zapier and Make.com are planned. See integrations.

n8n

Start a workflow when an application arrives or changes stage.

Learn more

Zapier

Planned

Make.com

Planned

Questions teams ask first.

How asynchronous and one-way interviews work, and how teams review candidates before a live call.

What is an asynchronous video interview?

An asynchronous video interview separates asking from watching. Candidates record answers when they are available. The team reviews later. There is no shared calendar hold for that first conversation.

How can recruiters screen candidates faster?

Send one structured interview instead of booking a live screen for every applicant. Candidates record when they can. You review the same questions across the pool, then schedule live time only for people who should get it.

How do one-way video interviews work?

You write the questions and send a link. Candidates open it in a browser, check camera and microphone, record, review, and submit. They do not need an account or software to install. Your team watches the responses before booking a live interview.

How can recruitment agencies collect candidate video introductions?

Send a structured interview link. The candidate records an introduction on their own time. You review it, then include the video with the profile and resume in the client submission.

How do recruiters evaluate candidate communication skills?

Watch the recorded answer. If transcripts are turned on, you can also read it. Speech scores add communication, speech clarity, and fluency from the audio. Those scores are not a hiring decision. Your team still decides who moves forward.

Make your first round interviews simpler.

Give candidates a better way to introduce themselves and give your recruiting team a faster way to review them.

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