One-way VIDEO Screen

Reveal the fit a resume won’t

Allow candidates to self-record answers to interview questions and gain deep insight quickly.

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One-way video interview with black man and woman
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Make your application and screening process more personal.
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Minimize bias with a consistent, structured, and impartial hiring process.
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Record and review videos on your own time and wherever you are.

Give candidates the experience they need to shine

Give candidates the experience they need to succeed with async

Boost comfort and confidence

Allow applicants to control the interview environment—from where they are to what they wear. They’ll feel secure enough to put their best foot forward.

Avoid putting job-seekers on the spot

Screens can be intimidating. Let candidates rehearse, record, and re-record interview answers to reduce pressure and improve prep.

Work with busy schedules

Take the stress out of squeezing meetings into tight schedules or standard working hours. Anyday, anytime one-way video interviews are convenient and save everyone time.

Improve role understanding

Share company values and culture clearly with customizable branded content. Communicate expectations of the job, team, organization, and hiring process right from the start.

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Build more diverse teams

Attract and build diverse teams with one-way video screen

Meet people, not resumes

Resumes are poor indicators of someone’s ability to succeed, and they leave reviewers more vulnerable to bias. Ask skills-based questions to really get to know candidates, then make decisions using data—not gut feeling.

Support neurodiverse talent

Make reasonable adjustments to meet each applicant’s unique needs. Put them at ease with retake opportunities or extra time to prepare, and provide helpful tips along the way.

Evaluate fairly and consistently

Combat bias by asking the same questions in each interview. You’ll give each candidate a more fair interview, and you’ll be able to compare responses with ease.

Reach across borders and barriers

Don’t just look for applicants who share the same education, birthplace, or work experience. Open up your pool of qualified candidates, and you’ll build stronger, more diverse, and more innovative teams.

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Showcase your organization with a rich brand-immersive experience

Showcase your organization with a rich brand-immersive experience

Never miss an opportunity to connect with candidates. Humanize an otherwise automated screening process with branding elements like intro and outro videos, hiring team videos, and more. With personal touches on each asynchronous interview, you’ll generate excitement and provide applicants with a chance to connect more deeply with your brand.

Fill your interview pipeline quickly and meet your candidates faster

Fill your interview pipeline quickly and meet candidates faster

Traditional screening methods require a lot of time and effort. With on-demand interviews, recruiters can review 6-10 recorded responses in the same time it would take to screen one candidate with a phone call. You’ll find more talent, more quickly.

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Better collaboration with your hiring team

Improve collaboration with your hiring team

Traditional screening interviews are often completed by one HR professional at a time. When you use recorded responses instead, videos can be seen by all members of the hiring team. You’ll get more buy-in from colleagues and a more collaborative decision-making process.

See Clovers in action, in just 15 minutes.
See it in action.

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“We were able to put our candidates’ best foot forward and engage clients by sharing video interviews with them for quick feedback.”

Mark Kalmbach, Principal at Medallion Partners a Staffing Firm

Thoughtfully designed for scale


People-first approach


Direct ATS capabilities


Any time, any device


Integrations for seamless workflows


Backed by research


Privacy and security certified


Team analytics and reports


Access a rich partner ecosystem


Committed to compliance


Dedicated customer success team

Frequently asked questions

  • Just like it sounds, one-way video interviews engage just one person at a time: the applicant. Instead of a back-and-forth conversation between the interviewer and job candidate, each applicant is provided a link that includes interview questions. They then record and submit their responses for hiring teams to review.

  • Hiring teams first decide which questions they’d like to ask each candidate. Questions are then saved to the one-way video interview platform.

    Candidates who meet initial screening criteria are sent a link to complete their one-way video interview. They’re able to record their answers to each question for the hiring team to review. They usually have a set period of time to complete their responses.

    Hiring teams review candidate responses to each question, then decide who they’d like to move to the next phase of interviews.

  • One-way video interviews are a valuable screening tool. They’re often used to find qualified candidates early in the hiring process. Applicants who meet screening criteria—like required licensure or relevant experience—can be given the opportunity to complete a one-way video interview.  Recruiters use responses to one-way video interviews to decide which candidates to advance to the next phase of interviews.

    • One-way video interviews give candidates an opportunity to showcase their personalities and skills in ways resumes alone can’t do.
    • Video interviews provide a record of each interview, so employers have up-to-date and accurate information when making hiring decisions.
    • One-way video interviews are convenient. Sharing pre-recorded questions keeps things simple for recruiters. And candidates are able to answer questions at a time and place that works best for them.
    • One-way video interviews are efficient. They help streamline the hiring process, save decision-makers time, and get the right candidates into the right roles quickly.
    • Using one-way videos to supplement the interview process helps reduce hiring bias. Each applicant is given the chance to answer standardized questions and the same opportunity to shine.
    • One-way interviews make screening applicants easier for employers and recruiters. Instead of manually screening each applicant, employers simply share their one-way video link.
    • When applicants complete one-way video interviews, recruiters don’t have to spend as much time manually reviewing each application or completing screening calls. With more free time, they’re free to focus on priority tasks and foster connections with the most promising applicants.
    • One-way interviews help employers move applicants through the hiring process more quickly. Instead of connecting with one applicant at a time, multiple screening interviews can be completed at once. Recruiters are able to review the results as they come in and get the right candidates to the next phase of interviews.
    • Finding top candidates is easier with one-way video interviews. Employers are able to get to know applicants in a way they wouldn’t through traditional screening calls. And hiring teams are able to review video records easily. With more information, teams have the tools they need to make great hiring decisions.
    • Employer branding can be shared with one-way video interviews, so candidates can get to know the company on a deeper level and feel positively about their interview experience.
    • One-way video interviews give candidates the chance to share their personalities in ways that aren’t possible during basic screening calls. Applicants can feel confident they’ve put their best foot forward as they look for jobs.
    • One-way video interviews are convenient for candidates. They’re able to answer questions at a time that works best for them. This is especially helpful for applicants in different time-zones.
    • While live interviews make some applicants nervous, one-way video interviews help many job-seekers feel more comfortable. Candidates are able to answer interview questions in an environment that puts them at ease. And they can re-record answers as needed, and make sure they’re confident in each response.
    • When company branding is integrated into the one-way video interview, candidates get to know their potential employer better. They’ll feel more connected with the brand and excited about the open positions.
    • Some people feel intimidated when bringing new technology to work. And some teams don’t feel comfortable with video recordings. We understand. Here’s what we’d like hiring teams to remember as they get to know our one-way video interviewing platform:
      • We care about security. Every Clovers employee with access to your data is specially trained. Our platform is GDPR and SOC II compliant, which means we’re handling your data ethically. We also use SSL encryption throughout our application to keep your data safe.
      • Video keeps you safe. Accurate records of interviews are evidence that your company is staying compliant, asking appropriate questions, and treating each applicant fairly. Videos can also help identify interview weak spots, so your teams can improve and avoid problematic situations in the future.
      • Video is the way of the future. More employees than ever are working remotely, and many job-seekers expect potential employers to adapt to new technologies. To attract and retain high-quality candidates, it’s important to begin using leading technology whenever possible.
    • We know the transition to video recording can be uncomfortable. We want to help. Get in touch any time you have questions or concerns.

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