VidCruiter
Applicant tracking systems (ATS)
Onboarding software
Video interviewing software
Reference check software
Technical skills screening software
Diversity recruiting software
Interview scheduling software
Recruiting software
Talent acquisition suites software
Pre-employment screening software
- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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What is VidCruiter
VidCruiter is a talent acquisition platform centered on structured video interviewing, with modules for interview scheduling, candidate screening, and related recruiting workflows. It is used by HR and recruiting teams to run live and on-demand interviews, standardize evaluation with scorecards, and coordinate interview logistics. The product also supports add-on capabilities such as reference checking and skills screening, positioning it as a broader recruiting suite for organizations that want video-first hiring processes.
Structured video interview workflows
VidCruiter focuses on live and on-demand video interviewing with tools to standardize how interviews are conducted and evaluated. It supports consistent interview guides and scoring to help teams compare candidates using the same criteria. This is particularly useful for distributed hiring teams that need repeatable processes across roles and locations.
Interview scheduling coordination tools
The platform includes scheduling capabilities designed for multi-interviewer and multi-stage hiring processes. It helps recruiters coordinate interview times and manage candidate communications from within the recruiting workflow. This can reduce manual back-and-forth compared with using separate calendar and email processes.
Broader screening suite options
VidCruiter offers adjacent pre-employment screening functions such as reference checking and skills screening as part of its broader recruiting toolkit. This can consolidate steps that are often handled by separate point solutions. For teams prioritizing video interviewing, these modules can reduce the number of systems involved in early-stage screening.
Video-first may not fit all
Organizations that do not rely heavily on video interviewing may find the platform’s core value less relevant. Some hiring processes emphasize in-person interviews, assessments, or high-touch recruiter interactions that do not benefit as much from video standardization. In those cases, a more general ATS-first approach may be a better fit.
ATS depth can vary by need
While VidCruiter supports recruiting workflows, organizations with complex ATS requirements (e.g., advanced requisition controls, internal mobility, or highly customized reporting) may need to validate feature depth against their specific processes. Some teams may still rely on an existing ATS as the system of record and use VidCruiter primarily for interviewing. This can introduce integration and workflow handoffs that require planning.
Implementation and change management
Standardizing interviews and evaluation typically requires stakeholder alignment, interviewer training, and process configuration. Teams may need time to define scorecards, interview templates, and governance for consistent usage. Adoption can be uneven if hiring managers continue to use informal interview methods outside the platform.
Plan & Pricing
Pricing model: Custom / contact vendor. VidCruiter does not publish public list prices; their Pricing page requires prospective customers to request pricing via a form. (No per-plan prices published.)
Product-level notes (from official site):
- Pre-Recorded Video Interviews: site states “you only pay per successful hire,” indicating a pay-per-hire (usage-based) model for this product. No unit prices are published.
- Recruitment Suite / Recruitment Automation: site references a “cost-per-hire model” as a pricing approach.
- Other products (Live Video Interviews, Interview Scheduling, ATS, Automated Reference Checks, Skills Testing, Video Proctoring, Virtual Events, etc.) are listed as purchasable but the site directs users to request pricing; no public per-plan or per-seat prices are provided.
Free tier/trial: Not published on official site (see notes below).
Example costs: Not published on the vendor site; no numeric example prices or per-seat/month rates found.
Discounts / Billing: Terms indicate Service Fees are specified on the Order Form and invoiced (by default) on an annual basis; VidCruiter may update Service Fees with notice prior to renewal. Case studies mention flexibility (e.g., per-hire billing or monthly plans for seasonal customers), but specific discount schedules or amounts are not published.
Key official-source pages used: Pricing page (request-only), Pre-Recorded product page (pay-per-hire language), Recruitment Suite product page, Terms of Use (billing/invoicing language), Contact/Sales pages.
Seller details
VidCruiter Inc.
Moncton, New Brunswick, Canada
2009
Private
https://vidcruiter.com/
https://x.com/VidCruiter
https://www.linkedin.com/company/vidcruiter/
