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Asynchronous video interviews
Screen 10. Meet the one.
Replace tedious first-round calls with AI interviews. Reserve human interviews for candidates worth your team's time.
14-day free trial • Free interview credits • Card required
1,000+Hours saved per recruiter, per year
80%Reduction in time-to-shortlist
10×More candidates screened
24/7On-demand candidate interviews
The short definition
What is an asynchronous video interview?
An asynchronous video interview — an AVI, also called a one-way or pre-recorded interview — is an interview where the candidate records answers to pre-set questions on their own time, with no recruiter present. There is nothing to schedule. The candidate opens a link, records on a phone or laptop, and the recruiter reviews the responses later alongside an AI-generated scorecard covering communication clarity, response relevancy and role fit.
The problem
Phone screening doesn't scale. Your applicant volume does.
Every open role generates more applicants than any recruiter can call. So the screen becomes a lottery: whoever applied first, answered the phone, or looked best on paper.
Live phone screening
- ×30 minutes per candidate, most of them unqualified
- ×Days lost to scheduling and rescheduling
- ×Strong candidates accept another offer while they wait
- ×Every recruiter scores differently — nothing is comparable
- ×No record of why anyone was rejected
Asynchronous video interviews
- ✓3 minutes per candidate, reviewing only the strongest
- ✓Zero scheduling — candidates record within hours of applying
- ✓Every applicant screened, not just the first twenty
- ✓One rubric applied identically to everyone
- ✓Recording, transcript and written rationale on every decision
How it works
Three steps replace the entire first round.
Set it up in one sitting. Candidates interview overnight. You shortlist the same day — without a single calendar invite.
Step 01
Create & customize
Paste the job post or generate a description with AI. Pick your questions, competencies and scoring criteria, or build a parameter-based question bank you reuse across every role.
≈ 4 minutes to set upStep 02
Invite candidates
Share one link in your job post, or let your ATS trigger invites automatically on application. Candidates record on desktop or mobile — no app, no account, no scheduling.
Candidates finish in ≈ 8 minutesStep 03
Review & shortlist
Open explainable scorecards for communication clarity, response relevancy and skill alignment — each with the clip that earned it. Shortlist, share with the hiring manager, and move.
Same dayWant the full walkthrough — question design, scoring rubrics, integrations and candidate experience?
See how Interviewer.AI works
What you get
Everything the first round actually needs.
24/7 Candidate Recording
- No scheduling, no phone tag
- Any phone, tablet or desktop
- Practice question before the real one
- Finishes in about 8 minutes
Explainable Scorecards
- Communication clarity scoring
- Response relevancy to the role
- Written rationale per competency
- The clip that earned the score
Integrity & Proctoring
- ID verification
- Tab-switch and lip-sync detection
- AI-generated answer detection
- Full audit trail per candidate
Structured by Design
- Same questions for every applicant
- Parameter-based question banks
- Custom competencies per role
- Consistent rubric across sites
Multilingual at Scale
- Interviews in 10+ languages
- Global time zones covered
- Regional data hosting options
- Consistent scoring across markets
Fits Your Stack
- Native ATS and HRIS integrations
- Auto-invite on application
- Scores sync back to the record
- API and webhooks available
Who it's for
Built for teams evaluating at scale.
Whether you place candidates across clients, fill hundreds of frontline roles, or select the next intake of students — the evaluation is standardized.
01 · Staffing Agencies
“Present clients a pre-vetted shortlist with video profiles and objective scores — before a competitor agency calls back.”
Multi-client portalsWhite-labeled scorecardsFaster submittalsHigher fill rate
02 · Customer Facing Roles
“Hire the people your customers actually meet. Screen every applicant for communication, warmth and service instinct — not just availability.”
03 · Universities & Admissions
“Run global admissions screening and give students AI mock interviews that build placement readiness.”
10+ languagesAnti-cheat checksInstant feedbackCareer-center ready
Explainable AI
No black box. Every score shows its work.
US employers are increasingly required to explain automated hiring decisions. Interviewer.AI scores each candidate against the same predefined rubric and returns a written rationale plus the recording behind it — so a hiring manager, a client or an auditor can see exactly why a candidate ranked where they did.
EVIDENCE-FIRST
“Candidate answered the escalation scenario with a clear three-step resolution, referenced a comparable situation from prior experience, and maintained steady pacing throughout — strong communication clarity and high response relevancy.”
AI match score94%
Communication clarity★★★★★
Response relevancy★★★★★
Role-specific skills★★★★★
Professionalism★★★★★
Interview integrity★★★★★
Verdict: Recommended
Fairness & compliance
Structured screening is defensible screening.
Standardized questions, one rubric, and a full record for every candidate — the same properties that make hiring fairer also make it auditable.
Bias mitigation by design
Every applicant answers identical questions and is scored on content relevancy and communication rather than subjective impressions.
Proctoring & fraud checks
ID verification, tab-switch and lip-sync detection, voice checks and AI-generated answer detection confirm the person you hire is the person who interviewed.
Resume scoring & assessments
Correlate video performance with resume data and skills assessments for a holistic view of each candidate.
Enterprise security
Encrypted candidate data, regional hosting options and ISO 27001-certified information security management.
Proven in the field
What changes for talent teams.
Interviewer.AI is easy to navigate and has supported us in automating our screening process, enhancing candidate experience, and significantly reducing our time to hire.
It saved me countless hours by streamlining the initial interview stage. I can quickly review video responses, identify top talent and move forward much faster — no more back-and-forth scheduling emails.
Questions, answered
Frequently asked questions.
What is an asynchronous video interview (AVI)?
An asynchronous video interview is a one-way interview where candidates record answers to pre-set questions on their own time, instead of meeting a recruiter live. There is no scheduling: the candidate gets a link, records on a phone or laptop, and the recruiter reviews the responses later alongside an AI-generated scorecard. It is sometimes called a one-way interview, pre-recorded interview or on-demand interview.
How do asynchronous AI video interviews improve recruiter productivity?
Instead of spending roughly 30 minutes on a live phone screen with an underqualified applicant, recruiters spend around 3 minutes reviewing a scorecard and the clips behind it. Because screening runs 24/7, applicants are interviewed the moment they apply and recruiters review in batches whenever it suits them - typically cutting first-round screening time by up to 80%.
How does Interviewer.AI reduce hiring bias and stay auditable?
Every candidate answers the same questions and is evaluated against the same predefined rubric. Scores are based on response relevancy, communication clarity and role-specific competencies rather than subjective impressions, and each score comes with a written explanation plus the recording it came from - so decisions are reviewable by your team, your client or an auditor.
Does the AI make the hiring decision?
No. The AI interviews, scores and ranks candidates and explains why. Your recruiters and hiring managers review the shortlist, watch the recordings and make every hiring decision.
Can we integrate asynchronous video interviews with our ATS?
Yes. Interviewer.AI connects with leading ATS and HRIS platforms including Greenhouse, Lever, Workday, SmartRecruiters, iCIMS, Bullhorn and BambooHR. Interview invitations can trigger automatically when a candidate applies or changes stage, and completed scorecards sync back to the candidate record.
Do asynchronous interviews hurt candidate completion rates?
They typically improve them. Candidates interview on their own schedule from a phone, with no time off work and no waiting on a recruiter's calendar. There is no app, login or account to create - completion rates on frontline and high-volume roles commonly run above 80%.
What does it cost to try?
Every plan starts with a 14-day free trial. Add your card, get free interview credits to run real candidates through the product, and cancel in the dashboard before day 15 if it is not the right fit.
Screen every applicant. Interview only the best.
Join staffing agencies, high-volume employers and universities finding better talent faster with asynchronous video interviews.
14-day free trial • Free interview credits • Card required