Best Video Interviewing Software - Page 17

Paletter

Paletter provides AI soft skills screening tool aligned with your intuition. We utilizes one-way video interviews to analyze candidates' non-verbal cues and provides intuitive soft skills reports. Recruiters can quickly identify high-potential candidates and improve the interview-to-hire conversion rate.

Paññã

Mroads is an intelligent online video interview platform that empower the HR fraternity and recruiters with their first line of defense to not get bluffed with skill set mismatch and plagiarism.

Phenom Applied AI

With Applied AI, you automate talent workflows and eliminate manual busywork to dominate the talent market. But here's what makes Phenom different - we've built an AI infrastructure specifically for HR that adapts to your industry and company's unique needs. Our Engines harmonize your data. Our Ontologies understand that hiring nurses, developing engineers, and retaining retail associates require fundamentally different approaches. Our X AI creates moments that feel like magic for every candidate and employee. And our Agents work alongside your team with unprecedented speed and precision. This isn't generic enterprise AI - it's AI that knows your DNA, whether you're scaling high-volume hiring, upskilling specialized roles, or driving internal mobility. With Phenom, you hire faster, develop better, and retain employees longer, helping the right people find the right work. Today's leaders are using Phenom to achieve results that speak volumes, even in the quietest talent markets.

Average Rating: 4.3/5.0

Total Reviews: 432

PitchHired

Pixel Interview

Pixel Interview helps you uncover the hidden qualities resumes can't show by utilizing virtual interviews to evaluate candidates in real-world scenarios. Our platform enables you to assess critical soft skills like communication style, professionalism, and problem-solving abilities as candidates articulate their thoughts on camera, present themselves in a virtual setting, and respond to situational questions. By focusing on essential traits that paper applications miss, our virtual interview solution helps you identify top performers who will truly thrive in your organization, delivering faster, more accurate hiring decisions than traditional resume screening alone.

PMaps

PMaps — AI-Powered Talent Assessments for Hiring & Workforce Development PMaps is an AI-powered, bias-reducing, multi-lingual talent assessment platform that helps enterprises hire the right people and develop the ones they already have — across pre-hire screening, post-hire development, and campus recruitment, on one platform. Built on 20+ years of hiring expertise and a competency-based framework, PMaps gives your talent acquisition and L&D teams the evidence to make smarter, data-driven decisions. Trusted by 4,800+ organizations. The problem you're probably living with At enterprise scale, hiring runs across eight or more disconnected systems — ATS, recruiter coordination, screening vendors, assessment tools, scheduling, interview panels, feedback, and reporting. Each works alone. None talk to each other. Your recruiter becomes the integration layer, and every requisition pays the same coordination tax: lost time, higher cost, dropped candidates. The result is hiring that's slow, manual, and only as reliable as what one recruiter can hold together by hand. What PMaps does PMaps brings cognitive, behavioral, and skills assessment, AI screening, video interviews, and hiring analytics together so your team works from one source of truth instead of stitching point tools together. The scores you act on reflect what actually predicts on-the-job performance — not pedigree. Core capabilities Recruit AI — AI-driven cognitive, behavioral, and skills assessments mapped to role competencies. AI Video Interview — automated, fully proctored, ATS-integrated video interviews that candidates complete on their own schedule, raising completion rates and cutting recruiter follow-ups. EVA, the AI Voice Interviewer — human-like conversational interviews that deliver real-time insights and faster, bias-free screening at volume. Psychometric suite — hiring-grade Big Five (OCEAN), DISC, and 16PF personality assessments. The Big Five includes a built-in lie scale and role benchmarks, and is trusted by 60+ enterprise HR teams across India. Test Creator — build role- and industry-specific assessments tailored to your competencies and sectors, rather than forcing your roles into someone else's fixed library. Career Elevation Assessments — identify high-potential talent, support internal mobility, and plan succession with the same competency-based rigor you use to hire. AI-native hiring orchestration Beyond assessments, PMaps can run as an AI-native orchestration layer that connects your candidates, recruiters, and hiring managers to your existing enterprise stack (ATS, CRM, APIs, and dashboards). Every candidate moves through five orchestrated stages — but instead of a recruiter advancing them by hand, the platform advances each candidate automatically based on their responses, role fit, and availability: 1. Candidate intake — ATS sync, bulk upload, and automated resume parsing. 2. WhatsApp engagement — conversational, mobile-native candidate outreach that meets people where they already are. 3. AI screening — automated eligibility and hygiene checks before anyone spends time on a manual review. 4. Dynamic assessment — role-specific test journeys drawn from a validated, competency-based framework. 5. Video interview — scheduled, recorded, and tracked, with AI analysis of communication and response depth. This is what moves your recruiters from coordinators to decision-makers — and compresses time-to-hire from weeks to days. The outcomes you can measure: * These shifts were captured before and after the platform went live across client hiring operations: * Time-to-hire: 18–25 days → 7–10 days — the end-to-end candidate cycle cut by more than half (~60%). * Screening turnaround: 3–5 days → same-day — from application to screening complete inside one business day. * Interview scheduling: 2–4 days → within hours — panel coordination compressed into a single business afternoon. Up to 45% reduction in hiring costs and 72.5% candidate acceptance across reported deployments. Beyond speed, the way you hire changes: from fragmented to centralized, from limited traceability to end-to-end, from inconsistent to structured, from high drop-offs to reduced, and from manual coordination to a system-driven process. Every hiring decision, defensibly traceable PMaps doesn't just generate scores. From the first WhatsApp message to the final hiring recommendation, every artifact is captured, time-stamped, and linked to the candidate, role, and evaluator — candidate reports, assessment scorecards, communication analysis, audio recordings, video interviews, screening responses, evaluation history, recruiter feedback, and role-fit benchmarks. When a hire is questioned, audited, or reviewed, the evidence is already there. Nothing lives only in someone's inbox. Bias reduction built into the design Fair hiring isn't a feature you toggle on — it's how the platform is built. Competency-based scoring, proctored delivery for candidate authenticity, and multi-lingual assessments in 8+ Indian languages help reduce bias relative to traditional interviewing and legacy testing, without disadvantaging candidates who aren't English-first. AI-driven, human-led AI sharpens the assessment; your team makes the hire. PMaps is designed to give recruiters and hiring managers better evidence faster — never to take the human out of the decision. Proven across enterprise hiring contexts The same platform adapts across volume, regulation, language, and seniority — spanning BFSI, healthcare BPM, retail and e-commerce, GCC hiring, BPO and contact centers, technology, sales hiring, manufacturing, logistics, and shared services. Enterprises that hire with PMaps include Glenmark, IKS Healthcare, Tech Mahindra, Moder, Lumofy, TeamLease / Digivarsity, Medusind and many more. "The biggest shift was that hiring stopped feeling operationally chaotic. Screening, assessments, interviews, candidate engagement, and reporting started functioning as one connected system instead of multiple disconnected activities." — Enterprise Talent Acquisition Leader A modern alternative to legacy assessment vendors If you're comparing PMaps to legacy assessment and interviewing tools, the difference is scope: most give you one piece — a test library, a video tool, a screening bot. PMaps gives you the assessment depth plus the orchestration that connects it all, enterprise-grade but nimble enough to customize quickly without sacrificing scale. Getting started Engagement typically sequences in three steps: a 30-minute hiring stack audit to find where your coordination cost concentrates, a role-specific proof-of-concept with measurable before/after outcomes in 30 days, then a phased enterprise rollout with the evidence architecture switched on from day one. Reveal true potential. Reduce bias. Smarter hiring.

Average Rating: 4.6/5.0

Total Reviews: 26

PramitiHR

PramitiHR is an AI-powered interview and recruitment automation platform designed to help organizations streamline hiring. The platform enables automated video interviews, AI-based resume screening, and structured candidate evaluation to make recruitment faster, scalable, and bias-free. PramitiHR is built for enterprises, recruitment agencies, and educational institutions conducting campus placements and high-volume hiring. With intelligent automation and AI-driven insights, recruiters can identify the best candidates efficiently while reducing manual effort and interview turnaround time.

Profesh

Promap

Psychometric Assessments

PsyHire

Apta-HR, an AI-powered ATS empowering recruiters and hiring managers to reinvent their hiring with AI-powered CV screening & Psychometrics.

Average Rating: 5.0/5.0

Total Reviews: 1

Psyhire

'PsyHire' is an AI-driven 'applicant tracking system' that utilizes video Psychometric assessments, enabling talent acquisition teams to move beyond evaluating solely the skills and experience of a job applicant. The video psychometric assessments provided by PsyHire offer insights into an individual's likely behavior and interpersonal interactions, assessing their suitability for the behavioral demands of a specific job and their compatibility with an existing team. This comprehensive hiring approach empowers the talent acquisition team to concentrate on identifying the most suitable candidate, ultimately reducing the time to hire, enhancing the quality of the hire, and improving organizational productivity.

Questy

Questy is a unique one-stop solution for all your recruitment needs. Our online assessment software helps you make insightful, precise decisions with our curated assessments to identify the right candidate for your organization.

Quickin

Recruit41

Recruit41 is an AI workforce for hiring. It carries a role from the brief all the way to the shortlist. Your team sets the rules at the start and makes the call at the end. Everything in between is work Recruit41 does. Five agents do that work. Screening Agent reads every application against your criteria, so nobody is sorted out on a resume alone. Clarification Agent asks about real gaps. Only the candidates who have one get a question. Interview Agent runs interviews written for the specific job, covering technical skill, problem solving, behaviour and fit. Candidates demonstrate the work rather than describe it, with real tasks like building a feature, refactoring code or working a scenario end to end. Proctoring adapts to what the role actually needs. Evaluation Agent writes a rubric-based evaluation with the evidence attached. Coordination Agent handles follow-ups, booking and pipeline moves, so candidates hear back while they still care. Every claim ties back to what a candidate actually said or did. Each section of a write-up links to the moment in the interview that produced it, so your panel can check a call and overturn it. Recruit41 is decision support, and the people accountable for the hire stay accountable for it. What changes between teams is the configuration, not the product. You set your stages, your criteria, your bar, and the thresholds where a human steps in. The stages you want handed over get handed over. The ones your panel should keep, your panel keeps. It suits any team hiring for real roles, from startups to enterprises, across industries rather than tech alone. Campus and fresher hiring is one of the clearest fits, because that is where volume hurts most and where a resume says least. It works well outside engineering too, including financial analysts, marketing professionals, account managers and HR professionals. Recruit41 connects to 34 applicant tracking systems, including Greenhouse, Lever, Workday, SAP SuccessFactors, iCIMS, SmartRecruiters, Ashby, Darwinbox, Keka and Zoho Recruit. Roles, candidates and stages stay where your team already reads them. Candidate data is handled under continuous monitoring against ISO 27001, SOC 2 and GDPR, and under DPDP certification. Book a demo and bring a live role. A single role is usually live the same day, and a rollout across a hiring team takes one to two weeks.

Average Rating: 4.8/5.0

Total Reviews: 6