Interview Intelligence Tools

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Interview Intelligence Tools

Interview processes have been revolutionized with the advent of internet-based technology and now AI, providing companies and human resources teams with interview intelligence tools that can ultimately streamline the candidate review process, provide companies with better tools for recruitment, and fill open roles faster and more efficiently than ever before. Hiring teams are looking for the best interview platforms that can meet all of their most pertinent hiring needs and are interested in discovering the most common virtual interview platforms to ensure that the programs are not only comprehensive but also user-friendly for their teams and effective for their purposes. 

If your team is looking for ways to streamline and improve your recruitment and interview processes, utilizing interview intelligence tools into your arsenal may be the most revolutionary step you can take. If you’re not already utilizing an interview intelligence tool, you may want to try a demo of Pillar

What are the benefits of utilizing interview intelligence software for your company’s recruitment process? Some of the features that you can benefit from using interview intelligence tools include:

  • Simple collaboration tools that can streamline your interview process and include all members of your hiring team seamlessly.
  • Transcribed and recorded interviews that can improve accessibility for all team members, including those who are unable to attend interviews due to scheduling conflicts.
  • Recaps and highlights of past interviews to make reviewing and refreshing a simple process for team members. 
  • Easy replay, rewatch, and sharing features for interviews, allowing teams to recheck portions of interviews rather than relying on notoriously unreliable memories. 
  • Time-saving and elimination of time-wasting activities that can cause the recruitment process to be drawn out unnecessarily. 
  • Minimization of implicit bias in interview processes due to the ability to check and recheck candidate answers instead of relying on initial emotions. 

In short, interview intelligence tools take the guess work out of recruitment, making it easier for hiring teams to find the best person for the job, making the hiring process fairer for candidates, and reducing a lot of the added stress that often comes into play around recruitment, for both candidates and companies. 

As you work through reviewing the most common virtual interview platforms and determine the best interview platforms for your own company’s use, make sure that you are also looking at the many features that are now available to recruitment teams because of interview intelligence programming and AI recruitment software. These added features will most likely be in use by your competition and can help them, and you, step up your game in the recruitment process. Read on to consider some of the top AI hiring tools currently on the market, some of the best features of interview intelligence software, and the ins and outs of the interview process using the advanced tech and tools available to recruiters and hiring teams in 2024 and beyond. 

Interview Intelligence Software

From the perspective of a hiring team, the interview process involves several stages, each critical for evaluating candidates and making informed hiring decisions. The process typically includes steps such as candidate sourcing, resume screening, initial assessments, interviews (phone, video, or in-person), and final selection, followed by onboarding. 

Yet, today, we have a variety of additional tools that can help with this process due to ever-advancing technology. Some of the most important tools for aiding the hiring process include AI hiring tools and interview intelligence software. Here's how AI hiring tools and interview intelligence software can aid at different stages of the interview process:

Candidate Sourcing and Resume Screening:

  • AI tools can efficiently scan through a vast number of resumes to identify candidates whose skills and qualifications align with the job requirements. They use algorithms to match keywords, experience, and qualifications, streamlining the initial screening process.
  • Interview intelligence software can analyze resumes and profiles, providing insights into candidates' backgrounds, experiences, and skills, helping recruiters prepare more targeted interview questions.

Initial Assessments:

  • AI-driven assessments and pre-employment tests can evaluate candidates' technical skills, cognitive abilities, personality traits, and cultural fit. These tools provide objective data that aids in shortlisting candidates for further consideration.
  • Interview intelligence software can help hiring teams structure assessments by providing data on successful candidate attributes and the types of questions that yield valuable insights.


  • AI-powered interview scheduling tools can automate the process of setting up interviews, coordinating availability, and sending reminders to both candidates and interviewers, saving time and reducing scheduling conflicts.
  • During interviews, interview intelligence software can record and analyze candidate responses, extracting key information, sentiments, and indicators of suitability or potential red flags. It can also assist in creating structured evaluations based on interview performance.


  • AI tools can aggregate and analyze data from various stages of the interview process to provide predictive analytics, helping predict candidate success or fit for specific roles. This data-driven approach aids hiring teams in making more informed decisions.
  • Interview intelligence software can generate reports and insights based on interview performance, facilitating collaborative decision-making among team members by providing a comprehensive overview of candidate evaluations.

Overall, AI hiring tools and interview intelligence software can significantly enhance the efficiency, objectivity, and effectiveness of the interview process for hiring teams. By leveraging these technologies, teams can streamline candidate assessments, reduce biases, make data-driven decisions, and ultimately, identify the best-fit candidates for their organizations. 

As you go through the stages of determining the best tools for your company’s hiring processes, we recommend trying various demos, like Pillar’s interview intelligence demo, to give yourself the opportunity to try these tools in realistic scenarios. This is the best way to determine how your technology benefits your workplace situations, making sure that you are utilizing it to solve real problems and giving you the ability to make assessments on how it functions for your specific needs. If you are already using some of these tools, what are some of your favorite new features of AI or interview intelligence programming and how have they benefitted your team’s recruitment processes? 

Best Interview Intelligence Tools

Choosing the best interview intelligence tools for your team’s needs is essential to ensuring that your team’s most important recruitment needs are met. Selecting your online interview platform is a highly individualized and personal process because each hiring team is different, each company will have different recruitment needs, and perhaps more importantly, different hurdles to overcome. 

For example, teams that have struggled with finding the right candidates in the past could potentially benefit from AI interview software that prescreens candidates based on the content of their resumes and cover letters. To compare the team’s efforts to the AI program, your team could manually select their favorite resumes and compare them to what the AI program considers to be best fits, interview all candidates, and determine whether AI or humans did a better job streamlining that process. 

Another example could be a company that has struggled with bias in the past. This is a bigger concern because it could result in negative press, reduced interest in candidates, and more. Some of the best interview intelligence tools have programming that helps to eliminate bias baked into the programming. For companies that struggle with this concern, software that assists them could make all the difference.  

As your team strategizes to choose the best interview intelligence tools and video interview platforms to utilize for the recruitment process, you will want to consider some of the following criteria. Choosing the right video interviewing software or interview intelligence tools for a recruitment process involves considering several crucial factors to ensure they align with the team's needs and goals. Here's a step-by-step approach:

Assess Needs and Objectives:

  • Identify specific pain points or inefficiencies in the current recruitment process. Determine the goals and requirements for implementing video interviewing or interview intelligence tools. For instance, is it to streamline scheduling, improve candidate evaluation, or enhance collaboration among hiring team members?

Evaluate Features and Functionalities:

  • Research and compare different video interviewing software or interview intelligence tools. Look for key features such as video recording capabilities, live interview options, AI-driven analytics, integration with existing HR systems, candidate feedback mechanisms, and compliance with data security standards.

Consider User Experience:

  • Test usability and user-friendliness of the software or tools. Ensure they have an intuitive interface that is easy for both candidates and the hiring team to navigate. A seamless user experience can positively impact adoption and engagement.

Compatibility and Integration:

  • Ensure that the chosen software or tools integrate well with your existing HR systems, Applicant Tracking System (ATS), or other recruitment software. Compatibility is crucial for a smooth workflow and data consistency.

Scalability and Customization:

  • Consider the scalability of the software or tools. Will they accommodate the team's growth and evolving recruitment needs? Look for customizable features that allow tailoring to the team's specific requirements.

Support and Training:

  • Assess the level of support offered by the software provider. Consider whether they provide adequate training, onboarding assistance, and ongoing customer support. Robust support can aid in a smooth implementation and resolve any issues that arise.

Budget and ROI:

  • Evaluate the pricing structure of the software or tools. Consider the return on investment (ROI) they offer in terms of time savings, improved hiring efficiency, and the overall value they bring to the recruitment process.

Seek Recommendations and Reviews:

  • Look for feedback from other users, read reviews, and seek recommendations from industry peers or HR professionals who have experience with the specific software or tools. Real-world experiences can provide valuable insights.

By following these steps, a team can make a well-informed decision and select video interviewing software or interview intelligence tools that best suit their recruitment process, align with their objectives, and contribute to enhancing their hiring capabilities. If you’ve introduced any of these tools into your recruitment processes, how has it gone? Share your experiences! We’d love to hear from you.