One-way video interviews with adaptive follow-ups

The candidate gets a link and opens it whenever suits them: early in the morning, on a lunch break or after the children are in bed. There is no app to install and no call to schedule. The interview runs in the browser, one question at a time.

Questions can be read aloud, which helps candidates who take in spoken questions more easily than written ones, and it makes the interview feel closer to a conversation. The candidate sees how far along they are, for example question 6 of 10, and records each answer before moving on. Before anything is recorded, the candidate is asked for their consent to the recording.

For the recruiter, the interview becomes something you review when you are ready rather than an hour blocked in the calendar. Ten candidates who each answered ten questions can be reviewed in one sitting.

A fixed list of questions misses the moment in a real interview when you say "tell me more about that". Hyre's follow-ups fill that gap. After a candidate answers, the follow-up adapts to what they actually said, for example asking for a concrete example or a result they measured.

Here is how that looks in practice. The question is "Tell us about a system you scaled. What broke first?" The candidate explains that hot partitions on merchant IDs broke first, and that the team moved to a composite key with a time bucket and added a reconciliation job. The follow-up then asks: "Can you give a concrete example of the result, ideally something you measured?"

Every candidate still gets the same core questions, so answers remain comparable. The follow-up only digs deeper into what each person chose to talk about.

Video interviews have a bad reputation because some tools claim to read personality from a face or a voice. Hyre does not do that. Answers are reviewed on what the candidate said, against the same questions everyone else answered, and never on face, accent or tone.

That matters for fairness and it matters for your hiring quality. A strong engineer with a heavy accent, a nervous first-time candidate or someone recording in a small flat should be judged on the substance of their answers, the same way you would want to be judged. Consent is tracked per candidate, retention timers delete old recordings and other data, and candidates can ask for their data to be deleted.

When a candidate does well, the next step is a live conversation. Finalists book their own interview slot, synced with Google Calendar, and the offer goes out from the app.