Hyring

A one-sentence summary

Hyring is an AI-based recruitment platform that can handle resume screening, initial phone interviews, video interviews, programming assessments, English tests, and manual interview documentation in a sequential manner; it then sends the scores, summaries, and candidate status to the recruitment system.

Tool Introduction

Hyring offers different portals for employers, job seekers, and recruitment partners. Employers can use AI-based recruitment tools on their own, job seekers can take advantage of functions designed for finding jobs and preparing for interviews, while recruitment partners can post job listings and assist in recommending candidates through the platform.

The platform emphasizes that AI is responsible for large-scale screening and structured interviews, while humans make the final decisions. It also includes a job portal, an ATS, an HRIS, a network of recruiters, and recruitment agency services; therefore, it is more than just a video interview robot.

Six categories of AI recruitment products

Main functions

One-way asynchronous video interview

The employer prepares the questions in advance and sends out invitations to the candidates, who record their responses at their own convenience. The system generates transcripts, scores indicating technical suitability or fit for the position, as well as summaries, which the employer can review collectively.

Two-way AI video interview

Conversational AI can pose questions in real time and generate adaptive follow-up questions based on the candidate’s previous responses. This approach is closer to a real face-to-face interview than using pre-recorded videos, but the quality of these follow-up questions still depends on the design of the job role and the understanding of the underlying model.

AI resume screening

The system analyzes resumes based on essential skills, additional skills that provide a bonus, experience, and job requirements, and provides a Fit Score along with a summary. Advanced versions can also take into account industry experience, career gaps, length of employment, and the depth of skills possessed.

AI phone screening

Phone bots can ask about qualifications, experience, salary expectations, and the desired start date, and they can generate recordings, transcripts, as well as screening results. Phone recordings and voice analysis must comply with the regulations regarding notification and consent in the candidate’s region.

AI programming interview

Candidates complete programming tasks in an integrated development environment, and the system evaluates the quality of their code, their ability to solve problems, and their technical skills. AI-based scoring cannot replace manual code review; factors such as familiarity with the topics, language differences, and auxiliary technologies also need to be taken into account.

English proficiency test

English tests are used to assess positions that require verbal skills or communication abilities, and they all share the same scoring system. The language scores should be based on the actual needs of the position; accents or unnecessary language preferences should not be used as grounds for discrimination.

Hyring Meet

During manual interviews, Hyring Meet automatically records, transcribes the conversation, and generates scores for technical skills and communication abilities; at the same time, the interviewer fills out a structured scoring sheet. It presents the AI-generated report alongside the human evaluator’s assessments, which is suitable for final review rather than making completely automated decisions.

Anti-cheat and integrity checks

Advanced solutions can analyze the face, voice, screen behavior, tab switching, copying and pasting, as well as potential AI-generated responses. Any abnormalities can only serve as indicators for further review; candidates should not be dismissed automatically without the opportunity for manual inspection and appeal.

AI Avatar and AI Twin

Pro offers a digital AI-based interview avatar, while Business also includes AI Twins and emotion analysis. The use of interview avatars and emotion detection is highly subjective; buyers need to assess their necessity, understand the methods involved, and take into account any regional legal restrictions.

From positions to the list of candidates

1. Create positions and add job descriptions, required skills, additional skills that are advantageous, as well as qualification requirements.
2. Choose a combination of resume, phone call, video, programming, or English assessment.
3. Configure structured questions, scoring criteria, elimination rules, and points for manual review.
4. Invite candidates in bulk via links or CSV, and provide clear recordings and data updates.
5. After the candidate completes the assessment, the system generates a transcript, a summary, a score, and a completeness indicator.
6. Recruiters review the original responses and evidence to correct any misjudgments by the model.
7. Advance qualified candidates to a Hiring Meet or an in-person interview.
8. The final decision is made by trained humans, with reasons provided and avenues for appeal available.

The process for candidates to attend interviews

1. Verify the employer’s company, position, and contact information to avoid fake job offers.
2. Read the information on the format of the interview, recording, screen monitoring, AI scoring, and retention period.
3. Test the camera, microphone, network, browser, and accessibility settings.
4. Determine whether you need reasonable accommodations or alternative assessment methods.
5. One-way, two-way, telephone, or programming assessments are conducted in a quiet environment.
6. Save the time and error information in case of a connection loss or technical failure.
7. After the interview, check the submission status and find out the ways to access and delete data.

Unified platform and three types of portals

ATS, Job Portal, and HRIS

• The job portal is used to post positions and receive candidates.
• ATS tracks screening, interviews, and candidate status within the same pipeline.
• HRIS is used for managing personnel data after candidates start working.
• Interview invitations, transcripts, scores, and lists can be written back to an external ATS.
• Pro offers core ATS integration, while Business provides all 24 integrations and APIs.
• Reminders in WhatsApp and Slack are available starting from the Pro version.

Packages and prices

As of August 23, 2026, the current employer pricing page features four tiers: Free, Pro, Business, and Enterprise. The page displays the monthly price based on an annual payment, indicating a 20% discount; the actual amount for monthly payment should be confirmed again before settlement.

Why are points required in addition to the package fee?

The plan determines the number of seats, positions, available languages, as well as integration and advanced features; points are allocated based on the actual amount of filtering or interviews carried out. All standard plans include 50 points per month, and additional points must be purchased if the volume of work exceeds that amount.

Rules for consuming points

In practice, teams use a variety of assessment methods, so 50 points cannot be simply interpreted as representing 50 fully qualified candidates. It may take 2.75 points to evaluate one candidate through the four steps of reviewing the resume, conducting a phone call, having a video interview, and testing programming skills.

Price for additional points

Carry forward of points

The pricing page states that unused credits from the annual payment plan can be carried over; the specific validity period for regular monthly usage and additional credits must be confirmed at the time of purchase. When making corporate purchases, it is also necessary to specify the limits on credit carryover, the procedures to be followed upon the end of the contract, and the rules regarding refunds.

The old price should no longer be used.

The older help center still displayed the old plan options such as Lite, Starter, Growth, and Pro, along with higher monthly fees, but the current pricing page now features categories of Free, Pro, and Business. The current page should be used as the primary reference, with a note indicating that prices may still change.

Differences in the capabilities of various packages

AI scoring report

• The Fit Score is used to indicate the degree of match between a candidate and the requirements of the position.
• The technical score reflects the job-related skills demonstrated in response or programming tasks.
• Communication and skill ratings offer more detailed levels in advanced plans.
• AI summaries help recruiters quickly understand the responses, but it is necessary to review the original evidence.
• Transcription facilitates retrieval and collaboration, while errors in speech recognition can affect the subsequent scoring.
• The integrity signal is only used to indicate the need for review and cannot be considered as proof of cheating.

Fair recruitment and human oversight

• Only skills and qualifications that are directly related to the actual responsibilities of the position are evaluated.
• Test it before going live using different accents, skin colors, genders, ages, and device conditions.
• Do not rely on emotions, eye contact, or behavior to infer verifiable work capabilities.
• Provide reasonable accommodations and equivalent alternative arrangements for candidates with disabilities.
• Allow recruiters to view the original responses, rather than just the total score or ranking.
• Establish processes for candidates to correct errors, file complaints, and request manual reevaluation.
• Save the criteria used for decision-making and regularly analyze the pass rates and error rates of various groups.

The boundaries of the anti-cheat features

Privacy, recording, and data ownership

Hyring collects personal data, interview responses, videos, audios, and screenshots where applicable. Telephone screening also saves call recordings, transcripts, tone analysis, call metadata, and evaluation results.

The current provisions state that Hyring owns the data collected during the interview process and shares it with employers for review and decision-making. This wording is important for both candidates and companies; before proceeding with any procurement, an agreement regarding data processing should clarify who is the controller, who is the processor, as well as the rights and responsibilities related to data deletion.

The candidate agrees.

The terms stipulate that it is necessary to obtain the candidate’s consent for data collection prior to an AI-driven interview; consent is also obtained through the disclaimer given after the telephone screening and by continuing with the process. The employer remains responsible for ensuring compliance with local regulations regarding recording, employment, and data handling.

Save and Delete

The maximum retention period for Business accounts in public view is 90 days; the retention periods for other types of accounts are shorter or depend on the specific arrangements in place. After an account is closed, the terms allow for the retention or deletion of such data in accordance with legal requirements and company policies, and it is necessary for the company to specify a fixed retention period as well as the procedures for verifying deletion in the contract.

Safety and compliance

• The official website states that it holds ISO 27001 certification and is in compliance with SOC 2 standards.
• The platform states that candidate data is processed in accordance with GDPR.
• The content of interviews is encrypted and access control is implemented.
• Score Privacy is used to determine who can view candidate scores.
• Enterprise offers SSO, data residency, and custom SLAs.
• Certification does not automatically prove that each client’s recruitment process is legal or free from bias.

Which users are it suitable for

• Companies that need to conduct bulk preliminary screening of candidates for sales, customer service, BPO, and retail roles.
• Recruitment teams that aim to integrate resumes, phone numbers, videos, and skill assessments into a unified process.
• Organizations that are hiring for technical positions and require remote programming interviews.
• Teams across different regions that require multiple languages, bulk invitations, and ATS synchronization.
• Recruiters who hope to obtain transcripts, AI summaries, and scoring sheets as part of the in-person interview.
• Large enterprises with requirements for SSO, data residency, white labeling, and SLAs.

Situations that are not very suitable

• Small teams with very low recruitment needs and that place more emphasis on in-depth human interaction.
• In this region, organizations that use automated decision-making for employment purposes, emotion analysis, or audio recording are strictly restricted.
• Recruiters who are unable to provide alternative assessments and reasonable accommodations for candidates with disabilities.
• Users who only want to use a regular meeting transcription tool.
• Companies that do not wish to manually check the original answers and integrity signals.
• Organizations that cannot accept the provisions in the platform’s terms regarding ownership of interview data.

Product advantages

• The six types of recruitment products share login credentials, a point system, and candidate records.
• It supports both one-way asynchronous and two-way interactive video interviews.
• Covers resumes, phone calls, videos, programming, English, and in-person interviews.
• It provides ATS write-back, message alerts, and candidate process management.
• The Free plan includes 50 points, which is useful for small-scale testing.
• Make the consumption of public points and the tiered prices for additional points available.
• The enterprise version offers SSO, data residency, white labeling, and SLAs.

Usage restrictions and risks

• AI scores may be affected by accent, device, environment, and training data.
• Emotion analysis and behavioral signals cannot reliably represent personality, honesty, or job competence.
• Integrity checks may inadvertently affect candidates who use assistive technologies or are in complex family environments.
• Transcription errors can affect summaries, ratings, and keyword matching.
• Automated recruitment is subject to evolving regulations regarding employment, privacy, and AI.
• The integration cost increases rapidly with the number of candidates and the length of the evaluation chain.
• The provisions regarding data ownership, non-refundability, and storage arrangements require contract review.
• The platform does not guarantee that the AI-generated results are entirely accurate; the employer remains responsible for the final hiring decision.

API, GitHub, and open-source status

Business offers APIs and can be connected to all 24 ATS systems; Enterprise allows for customized integrations through further discussions. No official open-source core platform repository has been identified on the public website, so Hyring should be classified as a closed-source SaaS solution.

When integrating with the API, it is necessary to restrict the fields containing candidate data, use service accounts, rotate keys regularly, keep track of access attempts, and avoid storing highly sensitive interview information in regular logs. Specific interface documentation and usage limits can be obtained by logging in or by contacting sales.

Basic information

Frequently Asked Questions

What is Hyring?

It is an AI-based recruitment platform that covers resume screening, phone calls, video interviews, programming tests, English language assessments, and records of in-person interviews; it also provides ATS, HRIS, and a network of recruiters.

Is Hyring free?

The Free plan costs $0; it includes 50 points per month, 1 seat, and 1 active position. If more points are needed or if additional languages, positions, integrations, and enterprise features are required, an upgrade or the purchase of extra points is necessary.

How much are Pro and Business?

The current annual subscription prices are $79 per month for Pro and $239 per month for Business; both plans include 50 points per month. The monthly pricing will be available once you switch to the pricing page.

How much does a video interview cost?

A one-way or two-way AI video interview costs 1 point per session, while phone screening costs 0.5 points per session and resume screening costs 0.25 points per session.

Will the points be carried over?

The pricing page specifies that points unused under the annual payment plan can be carried over. The validity period, limits, and handling of contracts at the end of the period for monthly payments and additional point purchases must be confirmed at the time of purchase.

Is multi-language support available?

Free version includes only English and one AI voice; Pro and Business versions offer 11 languages as well as a wider range of interview avatars. Enterprise version allows for customized options to be discussed.

Will AI automatically eliminate candidates?

The platform generates scores, lists, and integrity indicators, but both the official website and the terms of service emphasize that the AI-generated results may not be entirely accurate. Employers should review the original evidence and make a final decision based on human judgment.

Does Hyring record interviews?

Appropriate videos, audios, screenshots, phone recordings, transcriptions, and evaluation results will be collected. Candidates should be informed in advance of the interview, and employers must also comply with local regulations regarding recording consent.

How long are the data stored?

Business information is made public for a maximum of 90 days; other options are subject to their respective restrictions and the terms of the contract. Enterprises should specify in the data processing agreement the procedures for storing, deleting, backing up information, as well as handling requests from candidates.

Is Hyring open source?

It is not open source. Business offers commercial APIs, but the availability of such interfaces does not mean that the platform’s code or AI models are open source.

Summary

Hyring is suitable for teams that wish to consolidate various recruitment screening processes and interviews into a single AI-driven workflow. The six available plans share common metrics, candidate records, and ATS connections; the Free plan also makes it easy to assess the effectiveness of the recruitment process under real-world conditions.

When using it, human oversight, relevance to the position, reasonable convenience, audit of discrepancies, and candidates’ rights to appeal must be taken into account before scoring. Special attention should also be paid to consent for recording, ownership of interview data, model training, retention periods, non-refundable terms, and the total scoring cost for each candidate.