Async video interviews

Screen 50 candidates
without booking 50 calls.

Give every candidate the same ten-minute interview. Same questions, same thinking time, same answer length. Review responses when you're ready. No scheduling required.

Create your first interview → Book a demo

Set it up in a few minutes. No account needed for candidates.

Video-first interviewing · Taken anytime, anywhere · Every answer in one place

What hiring teams say after watching: she's so warm; actually answered the question; great communicator; didn't pretend to know; really easy to listen to.

REC Question 2 of 5 00:47

What are you most proud of from your last job?

Someone recording
TAKE 2 Up to 2 min Retake
Why first rounds mislead

You're not comparing candidates.
You're comparing conversations.

Six calls, six different conversations. Different questions, different time of day, a different version of you by the sixth one. Then you line the candidates up and choose, as though the thing you'd measured was them.

1

By the sixth call you're asking better questions

Your first interview of the week and your last are not the same interview. You work out what to probe as you go, which means the person you spoke to first was assessed by a worse version of you, and they'll never know it.

2

The 4pm candidate gets a different you

Nobody is as sharp in the last slot of the day as the first. Where someone landed in your diary shouldn't be part of the decision, but in a week of live calls it quietly always is.

3

Interviewing well is its own skill

Some people are simply better at being interviewed. More practised, more confident, more at ease with the format. It's a real advantage, and for most roles it has very little to do with the work.

4

Your panel never sees the same thing

When three people each take their own call, you end up comparing three sets of notes instead of three candidates. Everyone in the room is arguing from a different conversation, and the loudest recollection usually wins.

5

There's nothing to go back to

A live call leaves a memory and a few scribbles. If someone questions the decision a month later, or you want another look at the person who came second, there is nothing to return to.

How it works

Write the questions once.
Everyone gets the same ones.

Nothing to schedule, nothing to install, and no back and forth with people you haven't decided about yet.

1

Build your interview

Write your questions, or start from a template. Set how long candidates get to think and how long they get to answer.

2

Send the link

One link goes to everyone on your list. Candidates record on their device whenever it suits them. No account, no download, nothing to book.

3

Watch and decide

Answers land in one place. Your whole panel watches the same interview instead of comparing notes from three separate calls.

Zipterview
Customer Support Consultant
Question 1 of 4 · "What are you most proud of from your last job?"
TMAPRB 14 responses
1:52
Thabo M.
4 of 4 answered
Shortlisted by you
2:08
Aisha P.
4 of 4 answered
Watched by you and Rudi
1:34
Rachel B.
4 of 4 answered
Not watched yet

The same question, three people, one screen. The comparison makes itself.

Where it fits

You don't have to replace anything.
It's one step.

Zipterview slots between the shortlist and the interview, at the stage where most of your time goes into finding times that work. Everything either side of it stays exactly as it is.

Source Wherever you advertise Job boards, referrals, your careers page
→
Track However you track Your ATS, a shared doc, a spreadsheet
→
Screen Zipterview One link. Every answer in one place.
→
Interview However you meet Video call or in person, with a shortlist you trust
→
Hire Offer and onboard Your process, unchanged

No migration, no integration project, no IT ticket. You send a link and share what comes back.

Who you never hear from

The best person for the job
might be at work right now.

Think about who can actually take a call at 11am on a Tuesday. Not someone on a shift. Not someone sitting in a lecture. Not someone who would have to explain to their current boss why they keep stepping outside.

Missing your call is not the same as not wanting the job.

A recorded video interview can take 10 minutes, on their device, whenever it suits them. Lunch break, after their shift, on the taxi home. The people who would quietly have dropped off your list stay on it, and nobody has to take time off work just to be considered.

Not only hiring

Anywhere you'd rather hear the person.

A

Hiring and recruitment

First-round screening at any volume, from one role to a seasonal intake.

B

Auditions and presentations

Casting calls, talent auditions, pitch rounds and student showcases. Anything you need to watch rather than read about.

C

Research and interviews

Collect structured answers from people in different places and time zones, without booking a single call.

Your next role

Ask everyone the same thing.
Then choose.

Build your first interview and send it to one shortlist. You'll know within a day whether you ever want to run six separate first-round calls again.

Create your first interview →

Candidates need no account and no app.