Everything recruiting consultants ask before they send their first video interview.
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 (up to 2 takes), and submit. No scheduling, no app download, no back and forth. In Personalized mode, candidates also upload their resume before recording — the AI builds their questions on the spot from the match against the JD.
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. HireFace 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.
Subject: Candidate Update — AI Engineer at GE Bangalore
Hi [Client Name],
Here's a quick update for the AI Engineer role at GE Bangalore:
Watch all submitted videos here — no login needed:
https://hireface.in/viewer.html?tokens=...
Let me know who you'd like to move forward — happy to arrange interviews same day.
Warm regards,
[Your Name]
Fixed mode — AI generates a structured question set from the job description. Every candidate in the round answers the same questions in the same order. Easy to compare, fast to shortlist. Best for bulk hiring, campus drives, and high-volume roles.
Personalized mode — The candidate uploads their resume before recording. AI reads the resume, matches their specific experience against the JD, and generates 3 questions at the exact intersection — asking them to elaborate on what they've actually claimed to have done. Best for senior or technical roles where you need to test depth, not just presence.
Only in Personalized mode. Candidates are asked to upload a PDF resume (max 2 MB, up to 3 pages) before they start recording. It's done directly in the browser — no app, no account. Takes under 30 seconds.
In Fixed mode, no upload is required. Candidates click the link, enter their name, accept the privacy terms, and start recording.
In Personalized mode, if the AI finds no meaningful overlap between the candidate's resume and the JD, the candidate is politely notified that their profile doesn't match this specific role closely enough for a video interview — and the session ends there.
No credit is charged for a no-match outcome. The locked credit is automatically returned to your balance, exactly like an expired invite.
In Personalized mode, after their resume is analyzed, candidates see a preview showing which 3 skills will be tested and which part of their own resume each question is based on — before the camera turns on. This lets them collect their thoughts without revealing exact question wording.
In Fixed mode, questions appear one at a time during recording — the same way a real interview works.
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 land on a confirmation page that confirms their recording was received. It also shows them a clear privacy summary:
This gives candidates visibility over their data rights without needing to read a separate privacy policy.
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.
When you send a batch review link (covering multiple candidates in a round), the hiring manager lands on a cover page — not straight into a video. The cover page shows:
They can click any thumbnail to jump straight to that candidate, or click "Start Review" to go through all candidates in order. The experience works on any device — no login required.
If you share a direct single-candidate link, the cover page is skipped and the video plays immediately.
Yes. While watching each candidate, the hiring manager sees two decision buttons in the sidebar: ✓ Shortlist and ✗ Not suitable. They can toggle these at any time while reviewing — clicking again undoes a decision.
When they return to the overview, each thumbnail reflects their decision — shortlisted candidates show a green tick badge, not-suitable candidates are dimmed. After finishing all candidates they reach a Review Complete summary page that groups candidates by decision.
Decisions are saved in their browser — nothing is sent back to the platform, so there's no login required and no data stored on your account. If they close and reopen the link on the same device, their decisions are still there.
The Review Complete page shows your agency name and contact email, and two buttons:
There's also a "Copy names" button that copies all candidate names grouped by decision — useful if they want to paste the list into a Slack message or existing email thread instead.
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.
Three options — all one-time, no subscription:
No seat fees, no contract. Credits never expire — use them across any role, any time. To put it in perspective: a single placement fee typically covers 30–40 interviews. If one video helps you close a role two weeks faster, the return 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.
Yes. A credit is consumed the moment a candidate clicks Submit and their video is received — regardless of the video quality, content, or whether the candidate's response is useful. We do not assess video quality and credits are not refunded based on candidate performance.
This is the same principle as a phone screen — if a candidate shows up and speaks, you've used that time whether the conversation was useful or not. The credit model protects you from ghosted invites (never submitted = credit returned), not from poor submissions.
If a credit was consumed due to a verified platform fault — for example the video failed to upload but was marked submitted — contact us via live chat within 7 days and we will investigate and restore the credit if confirmed.
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 HireFace 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.
You receive an email immediately after the candidate clicks Submit. It includes their name, role, and round number, plus a Watch Interview → button that links directly to the video — no dashboard login required.
The link is valid for 7 days. If it expires before you've shared it with your hiring manager, you can generate a fresh link from the dashboard at any time.
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.
Yes. HireFace is built to comply with UK and EU GDPR:
A full article-by-article compliance breakdown — with evidence links — is at hireface.in/gdpr.html.
Under GDPR, you are the Data Controller for all candidate data you collect — you decide what is collected, why, and for how long. HireFace is your Data Processor, storing and processing data only on your behalf.
When you signed up, you agreed to HireFace's Data Processing Agreement. Your key obligations are:
Video storage depends on your account type: trial accounts (free credits, never purchased) keep videos for 30 days from submission. Paid accounts keep videos for 90 days. After that, videos are permanently deleted automatically.
Videos cannot be downloaded from the platform — they are available to stream via secure share links only. Review all recordings and share them with hiring managers before the window closes. You can also delete a candidate's video manually from your dashboard at any time — for example, if the candidate requests early removal.
Yes. Open the candidate's entry in your dashboard and click the delete video button. A confirmation modal will appear — deletion is permanent and cannot be undone.
After deletion, the candidate's profile, questions, and submission record remain visible in your dashboard, but the video is gone. The hiring manager's share link will show a "Video deleted by recruiter" message if they try to open it.
Use the Candidate Data Requests tool at hireface.in/candidates. Search by the candidate's email address. You can:
Under GDPR you have up to 30 days to respond to a data subject request. Most requests can be completed in under 2 minutes.
Yes. Go to Settings → Export Data. This downloads a JSON file containing all your job descriptions, interview rounds, candidate records, credit transaction history, and group link campaigns.
Useful for your own records, compliance audits, or if you're considering leaving the platform. Data exports immediately — no email, no delay.
HireFace offers three certifications, each tied to a role in the hiring process. You earn one by completing every scenario in that track — working through the real steps in the platform and confirming each one passes.
The three certifications are:
1. Video Interview Placement Specialist — the core recruiter certification. Covers the full placement workflow: creating job descriptions, generating AI questions, running Fixed and Personalized interview rounds, sending invites, sharing with clients, and managing credits. This is the one that proves you can run a modern, AI-assisted recruitment process from start to finish.
2. Hiring Decision Specialist — earned by mastering the hiring manager experience. Covers the batch review viewer, shortlisting decisions, the cover page, and how feedback flows back to the recruiter. Holding this cert means you understand exactly what your clients see — which makes you far more effective at briefing them and reducing their decision time.
3. Candidate Video Experience Specialist — earned by completing the full candidate journey: group link entry, consent, resume upload (Personalized mode), recording, retakes, and submission. This cert signals that you understand what candidates go through — so you can prep them properly, reduce drop-off, and avoid sending candidates who aren't ready.
To start: sign in, go to the user menu and click Certification. Select a role track (Recruiter, Hiring Manager, or Candidate), work through the scenarios, and click Generate Certificate when all steps pass. Your certificate includes your name, email, and a unique verification ID.
Every certificate has a unique verification ID printed on it. Anyone — a client, a hiring manager, a prospective employer — can verify it by going to hireface.in/certificate and entering the certificate ID. The lookup is instant and confirms the holder's name, certification type, and issue date.
Certificates are tied to the email address on your HireFace account. If you share your certificate publicly (e.g. on LinkedIn), anyone who wants to confirm it's genuine can use the verify page — no login required.
Yes. The Event History page shows a timestamped log of key actions on your account — interviews sent, videos submitted, credits used, data requests actioned, and more. Access it from the user menu in the top-right corner of any dashboard page.
This is useful for your own records, for responding to candidate data queries, and for reconciling your credit usage. It is not editable and is a read-only audit trail.
Yes — HireFace includes an interactive Guided Tour that walks you through the entire setup step by step. When you sign in for the first time, the tour launches automatically. You can also restart it any time from the user menu in the top-right corner of the dashboard.
The tour covers three steps:
Step 1 — Create a Job Description: A sample JD is pre-loaded so you can see how it works — replace it with your own role when ready.
Step 2 — Set Up a Round: Choose Fixed mode (same questions for all candidates) or Personalized mode (resume-matched questions). AI generates 15 questions from the JD automatically.
Step 3 — Share with Candidates: Generate a Group Link or individual invite links. One click pre-fills a campaign you can share on LinkedIn, WhatsApp, or anywhere else.
The entire process takes under 15 minutes from a cold start.
Yes. Go to Settings → Delete Account. Type your email address to confirm, then click delete. Your account is removed immediately and you are signed out on the spot.
Everything is permanently deleted: all job descriptions, all candidate video recordings, all group links, QR codes, and campaigns. Any links you shared on Instagram, LinkedIn, WhatsApp, or other platforms will stop working immediately — candidates who try to open them will see an error.
Important: Remaining credits are not refunded or transferred when you delete your account. After deletion, you cannot create a new account from the same network for 24 hours. If you re-register with the same email, free trial credits will not be available again.
No. Free trial credits (10 interviews, 14 days) are only available once per email address. If you delete your account and re-register with the same email, your new account is created with 0 credits — you will need to purchase a credit pack to continue.
Additionally, up to 5 accounts can be created per network per 24 hours. This is to keep the platform fair for all users.
Up to 5 new accounts can be created per network (Wi-Fi or office IP) per 24 hours. This limit exists to prevent abuse while allowing small teams at the same office to all sign up on the same day.
If your office has already hit this limit today, wait until the next day and try again — the limit resets automatically after 24 hours.
If you believe this is a mistake, use the live chat on the site to contact support and we'll sort it out.
Occasionally we pause free trial onboarding to manage growth and ensure every new user gets a good experience. When this happens, new sign-ups are added to a waitlist instead of creating an account immediately.
Your email address is saved automatically — you don't need to do anything else. When we open a spot, you'll receive a personal invite email from us. The invite includes a link to sign up and is valid for 7 days.
If you have a question in the meantime, use the live chat button at the bottom-right of the page.
Trial accounts (free credits, never purchased) can have up to 3 active roles at a time. Paid accounts can have up to 20 active roles.
Once a role is filled, archive it — this frees up an active slot and you can open a new role. Archived roles keep all their history and data, but candidate viewer links are deactivated until the role is restored. There is no limit on archived roles.
Archiving marks the role as closed. Immediately:
Restoring a role makes it active again — group links, invite links, and viewer links all come back live immediately.
Each role supports up to 3 interview rounds. Within each round you have two ways to invite candidates:
Which to use? Use direct invites when you already have shortlisted CVs and want personalised AI questions for each candidate. Use group links when you want to open applications to a broader pool — campus drives, social media posts, or walk-in campaigns.
Yes — the simplest approach is a shared account: one Google login, all recruiters use the same credentials. Credits are pooled, branding is consistent, and everyone can see all roles and candidates. Multiple people can be logged in at the same time without conflict.
The only limitation is there is no individual audit trail — you cannot tell which recruiter sent which invite. Individual logins per recruiter under a shared team account are on the roadmap but not available yet.
Not in the current version. The data export (Settings → Export Data) gives you a ZIP of CSVs for your own records and GDPR compliance — it is not a migration tool and cannot be imported into another account.
Candidate videos cannot be migrated under any circumstances — once recorded, videos are tied to the account they were submitted under. If you genuinely need to consolidate two accounts, contact us via live chat and we will assess whether a manual migration is feasible.
Use the live chat bubble in the bottom-right corner of any hireface.in page — click it and type your question. We respond as soon as possible. Candidate-related complaints are treated as priority.
Start your free trial — 10 interviews, 14 days, no card needed.
Try it on one live role and see what happens.