Frequently Asked Questions

AI tools like ChatGPT have made it easy for every candidate — strong or weak — to write a polished, keyword-matched resume. The result is that when a hiring manager receives 10 profiles, they all look identical on paper.

When nothing stands out, hiring managers can't make a confident decision. They delay, ask for more profiles, or reject good candidates because they genuinely cannot tell the difference. That indecision stalls your placement — and your income.

Yes — and it's hitting hardest in roles where soft skills matter most: healthcare, sales, customer-facing, and leadership positions. A nurse's bedside manner, a sales rep's confidence, a manager's presence — none of that shows up in an ATS-optimised resume.

The problem isn't that your candidates aren't good enough. It's that the format you're using to present them makes them look the same as everyone else.

Most consultants haven't calculated it. Here's a simple way to think about it:

The stagnation isn't just frustrating. It's a direct revenue leak — and it's getting worse as resume sameness increases.

Three steps:

1. Generate — Paste a job description. The AI produces a structured set of interview questions matched to the role in under 5 minutes. No writing required.

2. Capture — Send candidates a link. They record short video answers from their phone or laptop, choose their best take, and submit. No scheduling, no app download, no back and forth.

3. Share — You review the videos, hide any that don't represent your shortlist, and send the hiring manager one link. They watch and decide — often the same day.

Under 15 minutes from a cold start. Paste the JD, review the AI-generated questions, create an interview pack, and send links to candidates — individually or via a group link for high-volume roles. The setup is front-loaded so your time isn't wasted chasing a stalled shortlist for weeks afterward.

No. Candidates click a link, record directly in their browser, and submit. It works on any smartphone or laptop. No account, no app, no friction. The lower the barrier, the higher the completion rate.

Two ways — and both take under 30 seconds.

Option 1 — Individual link: Copy a single candidate's video link and send it directly on WhatsApp or email.

Option 2 — Automated Status Report: Click "Report" on any role. HireShorts generates a full written update in seconds — submission counts, campaign status, candidate names, and a single review link covering all submitted videos. Copy and paste into WhatsApp or email. Done.

Some will. Treat it as signal, not failure.

For front-facing roles — healthcare, sales, customer service, hospitality — the ability to show up on camera and communicate clearly is part of the job description. A candidate who won't record a 3-minute video is likely the same candidate who won't prepare for a client meeting.

Candidates get 2 takes per submission — they can record, review, and choose which version to submit. There's no live pressure, no interviewer watching in real time, and no countdown clock. They record when they're ready, in a place they're comfortable.

This is actually less pressure than a phone screen — which is scheduled, live, and gives them zero chance to redo a bad answer.

Candidates record live, directly from their device camera through the browser. There is no file upload option — responses are captured in real time.

And practically speaking: a candidate who goes to the effort of fabricating a video interview is far more determined than one who ignores the link entirely. For most roles, that level of motivation is itself a positive signal. For high-trust roles, the live format and structured questions make impersonation extremely difficult to sustain.

This is a real risk if you bury the link in a long email. The way you present it matters.

Position it as saving the hiring manager time, not adding a new step. Most will watch out of curiosity on the first send. Once they see a strong candidate on video, they won't want to go back to PDF-only submissions.

This concern comes up often, especially in healthcare and regulated industries. It's worth addressing directly.

Hiring managers already look up every candidate on LinkedIn before they interview them. That's an unstructured, unrecorded judgment with no audit trail. Video interviews with identical structured questions for every candidate are actually more standardised and defensible than what's already happening.

No. You only pay when a candidate actually submits a video.

When you send an invite, one credit is temporarily held. If the candidate ignores the link and it expires, the credit comes straight back to your balance automatically — no manual request, no support ticket. You pay for completed videos only. A candidate who ghosts your link costs you nothing, same as a candidate who ignores your email.

₹500 for 10 interviews — ₹50 per completed video submission. No monthly subscription, no seat fees, no contract.

To put that in perspective: a single placement fee typically covers the cost of 100+ interviews. If one video submission helps you close a placement two weeks faster, the return on that ₹50 is measured in thousands.

No. Credits don't expire. Buy when you need them, use them across any role, any time. There's no pressure to use them by a deadline.

The setup is front-loaded — about 15 minutes per role. But compare that to weeks of follow-up emails, chasing hiring managers for feedback, and resending profiles that look identical to ones they already rejected.

The AI generates the questions. The candidate records on their own time. The status report is written by AI and ready to copy-paste. Most of the work that used to land on you is handled automatically.

Not unless you tell them. Your company name and logo appear on every candidate-facing interview page. There is no HireShorts branding visible to your candidates or your clients. It presents as your product, your process.

It works best wherever soft skills are the actual hiring criteria but can't be captured in a resume:

Healthcare & Nursing — Bedside manner, empathy, composure. No resume conveys this. A 3-minute video does.

Sales & Business Development — Confidence, persuasion, communication style. The video is the audition. If they can't sell themselves in 3 minutes, they can't sell your client's product.

Hospitality & QSR — Energy, warmth, attitude. High-turnover, high-volume roles where video cuts screening time dramatically.

Manufacturing & Operations leadership — Strong floor workers often write poor resumes. Video gives them a fair shot at leadership roles they'd otherwise never reach.

Videos are stored for 90 days from submission, then permanently deleted. You'll receive a notification before any video is purged so you can download anything you need to retain.

Yes. New accounts get 10 free interviews valid for 14 days — no credit card required. Use them on a live role you're working right now. If the hiring manager watches and decides faster, you'll know it works. If not, you've lost nothing.