Hireflix alternatives

Why teams look at other options

Hireflix is one-way video interview software. It states that it does not offer live interviews and focuses on asynchronous video. If that is the scope you need, it is not a drawback. Teams that want screening interviews and live interviews recorded in the same tool will need something else.

The plan structure is the second reason. Hireflix sets its Small and Medium plans by company size. Small is for fewer than 50 employees, and Medium is for 50 to 250 employees. Both come with unlimited user seats and unlimited interview responses. Positions are unlimited too, and every plan includes all features. Recruitment agencies are listed under a Custom plan, as are corporates and high-volume processes, and you contact Hireflix for the price. An agency that wants to see a price before a sales call may compare other vendors for that reason.

If Hireflix matches how you hire, neither of these matters. Hireflix also lists native ATS integrations and a GraphQL API with webhooks, plus Zapier and Make support, and it states that it is GDPR and SOC 2 compliant. If you rely on any of those today, add them to the checklist for every tool you evaluate.

What to check in an alternative

Write your must-haves down before you book demos. These are the ones most teams start with.

• Whether the tool runs both one-way and live interviews, and whether live interviews are recorded so people who missed the call can review them.
• How candidates record, and whether they can do it in a browser on a phone without installing an app.
• How fast reviewers can get through a stack of interviews, including playback speed and shared ratings and comments.
• How you share candidates with hiring managers or clients, and whether those people need their own login.
• Which ATS integrations exist, and whether you can export to CSV or use an API if your ATS is not listed. If you use an automation tool or a custom API integration today, confirm what replaces it.
• Whether prices are public. Also check the trial length and whether it asks for a credit card.
• Security and privacy documentation. Data rules for candidate recordings vary by place, so check with your legal team.

How our tool compares on the same checks

DeepHire is built for staffing agencies and other teams that hire at volume, and it runs both formats. Candidates record one-way interviews in the browser on any device, with nothing to download. Live video interviews are recorded, so the team can review them later.

Reviewers can play answers at 1x, 1.5x, or 2x, and their ratings and comments are shared with the team. To get a client's or hiring manager's opinion, you send a shortlist share link, and the person who opens it does not need an account. If you run interviews for several clients, our multi-client interview workflow shows one way to set that up.

We integrate with Greenhouse, Lever, and Workday, and we offer CSV export and a REST API. Basic is $49 per month and Pro is $149 per month, or $39 and $119 per month billed yearly. Enterprise is custom. The free trial lasts 14 days and does not need a credit card.

We do not have Hireflix's Zapier and Make support or its GraphQL API. If you depend on those, or on a particular native ATS integration, check whether our CSV export or REST API covers the need.

Moving your hiring process to a new tool

Do not move a role halfway through its interviews. Let candidates who already have open invitations finish in the tool they started in, and start new requisitions in the new tool. That way nobody gets two sets of instructions.

Before you cancel anything, decide which recordings and reviewer notes you need to keep, and store them according to your retention policy. How long you can or must keep candidate recordings depends on where you hire, so check with your legal team.

Next, rebuild your question sets. It is a good time to cut each role down to three to five questions that you actually score. Set up your invitation and reminder emails as well. Our video interview reminder schedule gives you timing you can copy.

Finally, test with one live role during the trial. Send real invitations and have your reviewers and at least one client or hiring manager use the share link. Then confirm that candidate records reach your ATS the way you expect. If you are on an annual plan with your current vendor, check your renewal date so the switch lines up with it.