One-way video interviews plus validated assessments. Screen hundreds of candidates in the time it takes to meet five — and rank every one of them on evidence, not gut feel.
10-day trial · No credit card · Built for GDPR, CCPA, POPIA & the EU AI Act
Most screening decisions still rest on a résumé scan and a 30-minute unstructured conversation — two of the least predictive methods in the selection literature. The result: strong candidates filtered out on formatting, weak candidates advanced on charm, and hiring managers re-running interviews to "get a feel."
Recruideo replaces that with a structured first stage: every candidate answers the same job-relevant questions on video, completes the same validated assessments, and is scored against the same anchored criteria. Evaluators rate independently before they compare notes.
The outcome is a ranked, defensible shortlist — with the evidence attached to every score.
of screening time is spent on candidates who were never viable — time structured pre-screening is designed to eliminate. (Illustrative; replace with your own pipeline data.)
higher predictive validity for structured methods vs. unstructured interviews, per decades of selection-research meta-analyses.
of candidates assessed against identical criteria — the foundation of a fair, legally defensible process.
Recruideo runs your whole first screening stage — structured, asynchronous, and scored.
Pick job-relevant video questions, attach validated assessments, set knockout criteria and anchored rating scales. Templates get you live in 15 minutes.
Applicants record video answers and complete assessments from any device, with full consent capture and their own self-service portal.
Evaluators score independently against the same anchors. Recruideo aggregates ratings and assessment results into a ranked, audit-ready shortlist.
Most platforms let everyone comment on everything from the start. Recruideo sequences collaboration the way selection science says you should.
Evaluators score each video answer against anchored criteria before seeing anyone else's ratings — eliminating anchoring and halo effects at the source.
Once independent ratings are in, share specific moments with hiring managers, discuss flagged answers, and resolve disagreements with the evidence on screen.
Inter-rater agreement is calculated per candidate and per question, so you know when a score is solid and when the panel needs to talk.
Line managers and panel members review on a secure, time-limited link with role-appropriate access — no licences, no candidate data leakage.
Screen thousands of applicants per intake with knockout rules, language checks and ranked shortlists.
Give every store and franchisee the same structured process, with head-office visibility across all of them.
Candidates interview around shifts, qualifications are verified with consent, and panels review asynchronously.
Assess potential over polish with cognitive and values assessments alongside structured video answers.
A century of selection research, summarized in one chart. Predictive validity of common methods (correlation with job performance, meta-analytic estimates):
Estimates from Schmidt & Hunter (1998) and subsequent meta-analytic updates. Recruideo's methodology is designed and reviewed by registered industrial/organisational psychologists, in line with SIOP Principles (5th ed.) and ITC test-use guidelines.
Move the sliders to your numbers. Comparison: live 1-on-1 phone screens vs. reviewing structured video answers and assessment scores.
Illustrative model based on your own inputs — not a benchmark claim. Assumes every applicant is screened in both scenarios; knockout rules typically reduce review volume further.
Video interviewing is now regulated technology on four continents. Recruideo is built for that world — with no facial analysis, no black-box scoring, and a human decision-maker on every hire.
GDPR and UK GDPR alignment: lawful basis tracking, Article 22 safeguards on automated decisions, data access, portability and erasure served through the candidate portal. EU AI Act ready — employment screening is high-risk under Regulation 2024/1689, so humans stay in the loop with full audit trails.
Built for the Illinois AI Video Interview Act (820 ILCS 42): candidate disclosure, consent and deletion-on-request for video interviews. NYC Local Law 144 support with exportable data for AEDT bias audits. Maryland-compliant: no facial-recognition analysis, ever. CCPA/CPRA candidate rights handling.
PIPEDA and Quebec Law 25 consent and transparency requirements; Australian Privacy Act APP alignment with configurable data residency and retention per region.
POPIA (South Africa) including section 71 automated-decision safeguards, plus consent frameworks adaptable to Kenya's DPA, Nigeria's NDPA and other emerging regimes. Strictest-applicable-standard is the platform default.
Structured, identical processes for every candidate align with EEOC Uniform Guidelines and SIOP Principles (5th ed.) — the foundation of adverse-impact defensibility anywhere you hire.
Eight-role permissions model separates content creation, campaign management, evaluation and administration — candidate data is only ever seen by those who need it, with every access logged.
Candidate consent form template, a screening RBAC checklist, and a structured-interview question bank — drafted with GDPR and POPIA in mind. Yours free, even if you never sign up.
We screened 1,400 contact-centre applicants in nine days. The ranked shortlist meant our managers only ever met candidates worth meeting. [Placeholder — replace with a real customer quote.]
The blind-first scoring changed our panel dynamics completely. Disagreements now get resolved with evidence instead of seniority. [Placeholder — replace with a real customer quote.]
Our legal team signed off in one review. The consent flows and audit exports were exactly what they'd been asking other vendors for. [Placeholder — replace with a real customer quote.]
Placeholder tiers — adjust to your final pricing model.
Free / 10 days
Custom
Custom
Fairer than the status quo. Every candidate gets the same questions, the same preparation time, and the same rating criteria — and can record when and where they're comfortable. Structured, standardised processes are the foundation of fairness in selection science.
No. Configurable knockout questions can filter on objective requirements you define (e.g. work permits), and these are disclosed to candidates. All evaluative scoring is done by your trained human evaluators against anchored scales. Recruideo is built to keep you on the right side of GDPR Article 22, the EU AI Act, US state laws and POPIA section 71. We never use facial analysis or emotion-recognition AI.
Candidates give granular consent up front, can track their application status in their own portal, and can exercise access, portability and deletion rights directly. Retention periods are configurable per jurisdiction.
Setup takes about 15 minutes using role templates. The free trial includes a guided first-campaign walkthrough.
Yes by design. The Illinois AI Video Interview Act requires disclosure, consent and deletion rights for video interviews — all built into Recruideo's candidate flow. For NYC Local Law 144, scoring is done by your human evaluators (not an automated employment decision tool), and full data exports support independent bias audits if you choose to run them.
Regional data residency is configurable — EU, US, UK, South Africa and Australia regions — with retention periods set per jurisdiction. Cross-border transfers use standard contractual clauses where required. (Confirm available regions with your final hosting setup.)
Enterprise plans include ATS integrations and SSO. On Starter and Growth, ranked shortlists and full audit trails export to CSV and PDF.
Run one real campaign on the free trial. If the shortlist isn't sharper than your current process, walk away — and keep the toolkit.
No credit card. Your first campaign live today.
Check your inbox for a sign-in link and a one-hour guide to launching your first structured campaign. (Prototype: connect this form to your signup backend.)