Choosing Video Interview Software Is a Strategic Decision
The video interview market is heading from USD 511 million today to USD 1.33 billion by 2035 (OMR Global, 2025). There are dozens of platforms. The wrong pick wastes budget, frustrates candidates, and can put you on the wrong side of the AI Act.
Step 1: Define Your Requirements
Before evaluating any platform, answer these questions:
- Volume: How many candidates will you interview per month?
- Format: Do you need async only, live only, or both?
- Question types: Video only, or also text, audio, MCQ, code challenges, file uploads?
- Geography: Where are your candidates and data stored?
- Languages: How many languages do you need for the candidate experience and transcription?
- Integration: Which ATS or HR systems must it integrate with?
- Budget: What is your monthly or annual budget?
- Compliance: What regulations apply (GDPR, AI Act, local labour law)?
Step 2: Evaluate Core Features
Question Type Flexibility
More question types means more versatility. A platform with 6 question types (video, audio, text, MCQ, code challenges, file uploads) can serve all role types. A platform with only video responses forces you to use separate tools for technical assessment.
AI Capabilities
Look for: AI transcription (how many languages?), AI-assisted evaluation, automated screening, and sentiment or engagement analysis. Critically, check whether AI features are included in your plan or locked behind higher tiers.
Candidate Experience
The interview platform is often a candidate’s first interaction with your brand. Evaluate: mobile compatibility, custom branding, language localisation, clear instructions, and recording retake options.
Collaboration Features
Can multiple team members review and rate candidates? Are there structured scorecards? Can you share candidate profiles with hiring managers without giving them full admin access?
Step 3: Assess Compliance and Security
With €355 million in employment GDPR fines (CMS Enforcement Tracker, 2025) and the EU AI Act requiring compliance by August 2026, this is non-negotiable:
- Where is data stored? (EU, US, other?)
- Does the vendor sign a GDPR-compliant DPA?
- Are automated retention and deletion policies available?
- Can you fulfil SARs through the platform?
- What encryption standards are used (at rest and in transit)?
- Is there an audit log for data access?
Step 4: Compare Pricing Honestly
Beware of hidden costs:
- Setup or onboarding fees
- Per-candidate or per-interview charges
- AI features as paid add-ons
- Branding or white-label features on premium tiers only
- Annual contract lock-in with no monthly option
Current market pricing: Hireflix from $75/mo, StormInterview at €79/mo, myInterview from $149/mo, Spark Hire at $249/mo, Willo at €307/mo, HireVue at $500+/mo.
Step 5: Run a Pilot
Never commit to an annual contract without a pilot. Run a 2 to 4 week trial with a real hiring process. Evaluate: setup time, candidate completion rates, team adoption, review efficiency, and data quality.
Our Recommendation
StormInterview scores highest on our evaluation framework for SMBs and mid-market companies: 6 question types, AI in all plans, EU hosting, GDPR compliance, 40+ languages, and €79/month with no hidden fees.