One Way Video Interview Software

Tool Introduction

1Way Interview is an asynchronous video interview and candidate screening software provided by Emunova Pte. Ltd. in Singapore; it is referred to in the database as One Way Video Interview Software. After the employer creates job positions and questions, candidates can record their answers at their own convenience using the provided link, after which the team reviews those answers collectively.

Main functions

Asynchronous video interviews and question generation

After the employer enters the job title, the system can draft interview questions, which the user can accept, modify, or delete. Candidates do not need to be online at the same time as the employer, making this approach suitable for carrying out the first round of communication and assessing communication skills.

• Create different types of content such as text, videos, lists, or links based on the position.
• Invite candidates through links, and track their status as viewed, started, and completed.
• It offers anti-cheat options such as single recording, sequential question revelation, and automatic start of recording.
• Asynchronous interviews are suitable for the initial screening stage, but they cannot completely replace in-person or real-time interviews.

Skill testing, AI preliminary screening and sorting

The platform offers hundreds of pre-built candidate screening tests, and it enables AI to verify responses, assign scores, and rank candidates based on the criteria defined by the employer. The official price details indicate that AI-based testing is available starting with the SME package; this functionality should not be included as a standard feature in the Starter package.

• Video questions and skill tests for different job combinations.
• It is the employer who determines which responses meet the requirements of the position and the scoring rules.
• AI can assist with organizing and preliminary scoring, but the final decision on hiring should be made by human staff.
• The anti-cheating switch can only increase the level of constraints; it cannot prove that candidates did not use any external tools at all.

Collaboration, sharing, and candidate management

The team can share access at three levels: account, position, or individual candidate, and it can make use of the built-in candidate process management features. Videos, written responses, resumes, transcripts, and evaluations can be exported as a package for each candidate.

• Allow recruiters and hiring managers to leave comments and scores on the same candidate profile.
• Limit the scope of sharing based on job roles, to prevent unauthorized members from accessing sensitive recordings.
• It supports deleting individual recordings as well as exporting the complete records of candidates.
• The Unlimited plan includes a confirmed integration with ATS; Breezy HR is already available, while access to other systems can be requested.

Usage tutorial

1. Create a 14-day trial account by filling in company details, brand information, and guidelines regarding candidate privacy.
2. Create new positions, have the system generate questions, and then the recruitment manager modifies each question and sets scoring criteria.
3. Choose whether to enable single-record mode, sequential question unveiling, automatic recording, and AI testing.
4. Send the invitation link to the candidates, clearly explaining the recording process, AI scoring, retention period, and alternative options.
5. At least one person shall review the videos, tests, and AI results, and document the reasons for the judgments that are directly related to the position.
6. After the recruitment is complete, export or delete the data in accordance with internal policies, and check the renewal, suspension, and account status.

Which users are it suitable for

• Small businesses that lack large recruitment systems and need to reduce the time spent on initial screening.
• The team frequently recruits candidates for sales, customer service, marketing, and management positions.
• Seasonal businesses or those experiencing rapid expansion that need to screen a large number of candidates at once.
• It is hoped that multiple hiring managers can view the same pool of candidates asynchronously.
• Organizations dealing with accessibility, trade unions, high-risk positions, or strict regulations on automated decision-making must first conduct legal and fairness assessments.

Prices and packages

The page showing the annual pricing indicates a 30% discount, and a 14-day full-featured trial is available without the need for a credit card. The official website states that the service can be suspended or canceled, and additional interviews can be purchased starting at $0.57 with no expiration date; the actual price per unit depends on the quantity purchased and the pricing details on the settlement page.

On the homepage of the official website, the package options used to list AI verification, ATS integration, corporate domain names, and advanced support under various plans; however, the help center and detailed instructions placed AI verification in the category above SME plans, while features such as ATS were listed under the Unlimited plan. There is a discrepancy in these descriptions, so it is necessary to rely on the account benefits and the written confirmation before subscribing.

Product advantages

• Integrate issue generation, recording, testing, scoring, ranking, and candidate management into a single process.
• Candidates can complete the preliminary screening at their own pace, thereby reducing costs related to time zones and scheduling.
• Categorize by the number of interviews per month, and disclose the monthly and annual pricing.
• It offers multi-level sharing and the export of complete candidate records, facilitating team collaboration and data migration.
• A full-featured trial without the need for a credit card makes it possible to test the experience in a real work environment first.

Usage restrictions and precautions

• Video performance is influenced by the device, network, environment, accent, disabilities, and camera anxiety; it cannot be simply equated with professional competence.
• AI sorting may amplify biases in question design, historical data, and evaluation criteria.
• The employer should provide reasonable accommodations or alternative methods of assessment, and cannot reject candidates simply because video recording is not possible.
• It is advisable to avoid requesting identification cards, banking or payment details, or any other sensitive information that is not related to the position, during the initial screening process.
• The retention period and functional details may vary across different official pages; it is necessary to check the account rules before using it officially.

Privacy, compliance, and fair hiring

The platform processes the candidates’ videos, audio recordings, resumes, answers, ratings, and technical data. The hiring company is usually the data controller, while Emunova acts as the processor. Before recording begins, the hiring party must explain the purpose, legal basis, storage duration, scope of sharing, AI-based ratings, and the rights of the candidates.

The acceptable use policy requires that consent for the processing of video, audio, or biometric data be obtained in accordance with applicable laws; it also mandates that prior disclosure be made when automatic scoring or sorting is used, that meaningful human review be provided, and that audits be conducted to assess the impact of such practices. Candidate data must not be used for unrelated marketing purposes, nor shall it be used to train machine learning models without separate and explicit consent.

Platforms, APIs, and open-source status

1Way Interview is a browser-based recruitment platform; candidates can record their videos using a smartphone or computer, without the need to install any dedicated applications. The developers have not yet announced the availability of native desktop or mobile clients.

The Unlimited plan includes ATS integration, but the official website does not yet provide documentation on generic developer APIs, official SDKs, call limits, or pricing for separate APIs. The product is offered under a proprietary license; the source code of the product itself, as well as any open-source licenses, are not made available by the officials.

Frequently Asked Questions

Is 1Way Interview free?

It offers a 14-day full-featured trial without the need for a credit card, but there is no publicly available permanent free plan. After the trial period ends, users must choose between a monthly or annual subscription.

Will AI automatically decide who to hire?

The platform can verify, score, and rank responses, but the employer must retain the ability to make substantive decisions manually. When automatic decision-making is involved, candidates must be informed and given the opportunity for a manual review.

Can candidates record again?

The employer can use anti-cheat mechanisms to restrict recordings to a single instance, to display questions in sequence, and to start the recording automatically. Before enabling such features, it is necessary to explain the rules to the candidates, and to prepare solutions for technical issues and accessibility needs.