HireHint Video Interviews
Give their thinking
a little more room.
The way someone explains an experience can add context a profile cannot. Prepare thoughtful questions, let candidates record their answers, and give your team a shared structure for listening.
Recorded answers. Reviewed on your team's schedule. Not a live meeting.
Before anyone presses record
A good conversation starts with preparation.
Write a welcome, explain what to expect, and build a set of questions around the role. Group questions into topics so the interview has a clear structure.
A thoughtful introduction.
Add the interview title, a note to the candidate, and a due date. Prepare a closing message for the end of the experience.
Questions with a purpose.
Organize questions into topics. Add, edit, and reorder the topics to shape the conversation around the work.
A preview before the invitation.
Use Save and preview to review the interview setup. Check the wording and recording rules before asking candidates to take part.
Intentional recording rules
Set the pace. Make the expectations clear.
Three separate controls help you shape each question. Use defaults for new questions or adjust individual questions for their purpose.
Think time
Choose how much preparation time the candidate has before answering.
Space to gather their thoughts.Answer time
Set the recording time available for a response, according to the question.
Room for a relevant example.Allowed takes
Choose the permitted number of attempts rather than leaving retakes ambiguous.
Clear expectations from the start.Changing the defaults does not overwrite existing questions. Review those questions separately if their timing needs to change.
From the candidate's side
Their experience matters, too.
Explain the purpose, give clear instructions, and tell candidates who to contact if they need help or a different arrangement.
- 01
Know what is coming.
The welcome message introduces the interview and provides context before the questions.
- 02
Answer in their own words.
Candidates record responses within the configured preparation time, answer time, and permitted takes.
- 03
Submit for the team to review.
Submitted answers become part of the candidate's hiring record for authorized reviewers.
Turn listening into a useful discussion
Watch the answer. Keep the context.
Bring recorded answers, question-level feedback, and the overall evaluation into the same review workflow.
Return to the question.
Move between the recorded answers and their prompts. Review the response in its question context rather than as an isolated clip.
Capture the relevant evidence.
Add notes and ratings for the questions you review. Record what supports the assessment, not impressions about appearance or background.
Bring the whole picture together.
Prepare an overall evaluation, then consider it alongside the candidate's experience, assessments, and the rest of the hiring conversation.
A little more clarity
Your questions. Considered.
Is this a live video call?
No. This page describes recorded, asynchronous video interviews. Candidates record answers for the hiring team to review later. Live meeting scheduling and conferencing are separate workflows.
Can we control preparation time, answer length, and retakes?
Yes. The video setup includes think time, answer time, and allowed takes. You can set defaults for new questions and adjust timing on individual questions. Candidates follow the settings in their interview.
Do new timing defaults change the questions we already created?
No. Changing the defaults affects new questions. Existing questions keep their configured timing and allowed takes until you edit them.
Can we organize the questions into topics?
Yes. The builder groups questions into topics. You can add questions, reorder topics, and prepare the welcome and closing messages around the interview.
How does the hiring team review the responses?
The candidate review connects answers to their questions. Authorized reviewers can open the video review drawer, watch answers, add question-level notes and ratings, and prepare an overall evaluation. Access depends on permissions.
Are interview kits the same as recorded video interviews?
No. Recorded interviews capture candidate answers; interview kits structure interviewer questions and feedback. They can complement each other, but they are distinct workflows.
What if a candidate cannot complete the recording?
Direct the candidate to candidate help and ask them to contact the hiring company about the deadline or an alternative arrangement. A recording issue should not be treated as evidence of their suitability.
Part of your hiring journey
One candidate.
The whole picture.
Keep assessment evidence and recorded responses close to the candidate profile, hiring stage, and team discussion.
See it in your workflow
Make room for their side of the story.
Talk through the role, the candidate experience, and the evidence your team needs.
Feature access depends on your workspace, permissions, and configuration. Screenshots are saved app captures with demo data, not live customer results. A demo request is subject to confirmation.