Software vendor
HireVue
HireVue, a Utah-based maker of AI-scored video interviews, game-based assessments and an AI Interviewer for recruiting; not an SEC reporting company.
Function
- Ownership
- Not stated
Not stated in the sources read. EDGAR lists HireVue, Inc. as a Delaware corporation whose only filings are Form D notices of exempt offering.
- Headquarters
- United StatesSourceEDGAR company search results: HIREVUE, INC. (CIK 0001495858)
- SEC reporting
- NoSourceEDGAR company search results: HIREVUE, INC. (CIK 0001495858)
- Audit firm
- No
- Website
- SourcePricing
- Subprocessor list
- Not stated
- Contract terms
- Not stated
Offering · Software
HireVue AI Interviewer and AI-scored assessments
HireVue's 2025 Explainability Statement says it uses AI to score video interviews and game-based assessments, which it describes as a structured way for recruiters to screen many candidates. Source2025 Explainability Statement
Its interview scoring works from a transcript of what the candidate says and does not analyze video, facial expressions or tone of voice, while its games can measure competencies including personality characteristics. Source2025 Explainability Statement
Its AI Interviewer drafts questions and rubrics from the job description for the customer to approve, holds the conversation with follow-up questions, and scores each answer for recruiters to review in the applicant tracking system. SourceAI Interviewer: built for trust at enterprise scale
HireVue's 2025 Explainability Statement says the employer makes the final decision, and that candidates can opt out of AI evaluation of interviews and be rated by recruiters on the same scales instead. Source2025 Explainability Statement
Where it fits
CoE analysis Fits high-volume and structured hiring where an employer wants scored interviews and assessments with a documented opt-out route.
CoE analysis The external audits HireVue names carry no dates or reports in the sources read, and the game-based assessments can measure personality, so questions 37 and 43 belong at the start of the evaluation. Source2025 Explainability Statement
What it does
- Offering type
- SoftwareSourceAI Interviewer: built for trust at enterprise scale
- Workflow areas
- Sources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
- Interviewing
- Assessment and testing
- Screening and ranking
- Customer size
- SourcePricing
- Mid-market
- Enterprise
AI
- Kind of AI
- Sources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
- Established machine learning and rules
- Agents and automated actions
- Suggests or acts
- Suggests and actsSources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
- Availability
- Generally availableSourceAI Interviewer: built for trust at enterprise scale
HireVue calls AI Interviewer a mature enterprise-ready solution; no preview or beta label on the pages read.
- Models named
- Sources2025 Explainability StatementT2O Explainability Statement (HireVue Legal Hub page)
- Rev.ai
Control
- Who controls it
- Sources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
- Vendor
- Customer HR team
HireVue builds the scoring models from expert human ratings and game data. The deploying company configures the candidate experience and settings, with help from HireVue consultants, and approves AI Interviewer questions and rubrics; the sources do not name the customer role for this. Recruiters decide next steps.
Commercial
- Pricing model
- Quote onlySourcePricing
- Public price
- Not stated
Evidence
- Independent outcomes
- None found in the sources read.
- Sources read
- Vendor-stated 15
- Independent market evidence None read
- Independently verified outcomes None read
- Pricing 1
- Known limitations None read
- Coverage
- Directory record
- Last verified
Decisions about people
- Decision use
- Ranks or scoresSources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
HireVue scores candidates and can show result tiers; it says recruiters make the final call and that its summaries report scores, not actions. Qualification questions are marked Meets or Does Not Meet; whether that removes candidates automatically is not stated.
- Bias audit published
- Not stated
Not located in this pass.
- Traits the tool infers
- Game-based assessments can measure personality characteristics as well as cognitive competencies, from candidates' behavior in games; HireVue says they may be deployed as cognitive ability only. Interview scoring uses only the words a candidate says; HireVue says it does not assess facial expressions, body language, surroundings or tone of voice.Source2025 Explainability Statement
- Configurable thresholds
- Not stated
The deploying company can turn result tiers and numeric scores on or off, set retries and retention, and customize AI Interviewer questions and rubrics. A documented cut-score or pass mark was not found.
- Candidate notice support
- Candidates are told in advance what each part of an assessment involves, can opt out of AI evaluation of interviews and be rated manually on the same scales, can opt out of AI scoring of games and be evaluated on other elements, and receive a Candidate Feedback Report.Source2025 Explainability Statement
- Accommodation route
- Candidates are asked before the assessment whether they need an accommodation; requests go to the employer's relevant department, which decides outside HireVue's control, with relaxed time limits given as an example.Sources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
- Human review
- Opted-out candidates are rated by recruiters; answers that cannot be scored reliably are flagged for human review; AI Interviewer requires human approval of requirements and candidate review, with script locks, version history and audit logs.Sources2025 Explainability StatementAI Interviewer: built for trust at enterprise scale
Security and control
- Single sign-on
- Not covered in this record
- User provisioning
- Not covered in this record
- Role-based access
- Not covered in this record
- Administrator controls for AI
- Not covered in this record
- Audit logs
- Not covered in this record
- Certifications
- Not covered in this record
- Data retention
- Not covered in this record
- Data residency
- Not covered in this record
- Training on customer data
- Not covered in this record
AI features
As the vendor or firm describes them. Notes in small print record what the sources leave open.
AI-scored video interview assessment
Transcribes the candidate's speech, interprets the text and scores answers against competency models built from expert human ratings; uses only what is said, not video or tone of voice. Results appear as tiers or scores for recruiters.
- Kind
- Established machine learning and rules
- Suggests or acts
- Suggests
- Who controls it
- Vendor
- Availability
- Generally available
Control: HireVue builds the scoring models; the deploying company configures retries, result tiers, numeric scores and retention.
Source2025 Explainability StatementGame-based assessments
Short games scored by machine-learning models that measure job-relevant competencies such as critical thinking and personality characteristics, balancing accuracy against score differences across demographic groups.
- Kind
- Established machine learning and rules
- Suggests or acts
- Suggests
- Who controls it
- Vendor
- Availability
- Generally available
Control: HireVue trains the scoring models; candidates can opt out of AI scoring of games.
Source2025 Explainability StatementAI Interviewer
Suggests questions and rubrics from the job description for the customer to approve; AI agents ask and record answers with follow-up questions; each answer is evaluated against role-specific criteria with an explanation, qualification questions as Meets or Does Not Meet and skill questions on a 1-5 rubric; recruiters see scores in the ATS.
- Kind
- Agents and automated actions
- Suggests or acts
- Suggests and acts
- Who controls it
- Customer HR team
- Availability
- Generally available
Control: The customer customizes and approves content, voice and permissions; recruiters decide next steps.
SourceAI Interviewer: built for trust at enterprise scale
Questions to ask
For this offering
- Can we see the full reports, with dates, groups tested and data used, for the external audits named in your Explainability Statement, and any bias-audit summary for the assessments and AI Interviewer we would deploy?
- Which models and providers does AI Interviewer use to ask questions and score answers, given that the 2025 statement names Rev.ai as your only supplier of AI components?
- Do Meets or Does Not Meet qualification answers ever move or hold a candidate without a recruiter acting, and who in our organization can change those questions?
- Which personality characteristics do the game-based assessments score, how do they feed the overall result, and can that element be switched off by job or jurisdiction?
- How many of our candidates opt out of AI scoring or request accommodations, and how are their results compared with AI-scored candidates?
- What decision data and logs can we export to monitor adverse impact by job and stage, and how long do you keep them?
From the diligence question set
- DQ-37 Has an independent auditor tested this tool for adverse impact, on data like ours? Can we see the full results: the groups tested and excluded, the data and its dates, the thresholds used, and the auditor's relationship to you?
- DQ-39 What evidence shows that the tool measures something related to the job, and was it validated for the way we will use it: as a pass-or-fail screen, or to rank people?
- DQ-40 Which settings change who passes: weights, thresholds, knockout questions, cut scores? Who can change them, are changes logged, and does a change trigger a new audit?
- DQ-41 What notices, explanations and alternative processes does the tool support, and can a person with authority review and change an adverse decision?
- DQ-42 How can a candidate with a disability take the assessment in an accessible format or request an alternative, and does speed, voice, video or a timed task affect the score?
- DQ-43 Does any feature infer emotion, personality or other traits from face, voice or video, or use biometric data? Can each such feature be switched off?