Hire Hoc

A one-sentence summary

Hire Hoc is an AI-based recruitment tool that operates on a points-based pricing system; it combines job description creation, candidate import, resume matching, one-way video interviews, and Calendly scheduling into a streamlined screening process.

Tool Introduction

Hire Hoc was developed by the Indian company White Lambda Private Limited; it is designed to serve recruiters, startup founders, and business teams involved in the recruitment process. It does not require companies to replace their existing recruitment systems all at once – they can use just one specific function of it, or they can utilize it to handle everything from creating job listings to scheduling subsequent interviews.

The current recruitment page is still accessible and shows options for registration, 40 free credits, and pay-as-you-go pricing; however, at the bottom of the page it is clearly stated that Hire Hoc has been replaced by FormCue. FormCue’s current purpose is to handle customer feedback surveys rather than recruitment. Therefore, new users should first verify that the Hire Hoc recruitment service will continue to be operational, that support will be available, and that data migration will be handled, before uploading information about real candidates or purchasing credits.

Current product status

Why can’t FormCue be used as a new version of the recruitment tool?

FormCue is currently used to create surveys regarding customer satisfaction, net promoter score, and customer effort, and it provides functions for feedback analysis, churn prediction, and response routing. It does not promise to incorporate the resume screening, one-way video interviews, or recruitment scoring features of Hire Hoc; as a result, these two tools need to be described separately.

How it is suitable to be used

If a company is considering using Hire Hoc, the safest approach is to first test the account with job listings that do not contain sensitive information and with mock resumes, before contacting support to check the status of the service. Existing users should export the records related to job listings, candidates, video assessments, and their point balances as soon as possible.

Main functions

Generation of AI job descriptions

After the recruiter enters the job title, required skills, and duties, the system generates a more comprehensive job description. One point is spent each time such a description is created, and the final version still needs to be manually reviewed to ensure compliance with legal requirements regarding working conditions, salary structures, location, qualification criteria, and risks of discrimination.

Match between position and skills

Hire Hoc compares the candidates’ profiles with the job descriptions to determine who is more suitable for the next round. The results of this comparison are meant to assist in sorting candidates, and they should not be the only basis for automatically rejecting someone.

CSV batch import

Users can import candidate data, which has been gathered from recruitment websites or internal forms, in bulk as CSV files; this method is free of charge. Before importing, it is necessary to standardize column names, encoding, required fields, and the status of candidates’ consent, and avoid uploading any unnecessary or sensitive information.

Import PDF resume

PDF resumes can be imported at 1 point per resume, and the system uses this information for filtering. Resumes in scanned format, with multiple columns, text that is in image form, non-standard fonts, or multiple languages may cause parsing errors; recruiters should compare them with the original documents.

AI candidate screening

The system provides recommendations regarding whether to reject a candidate or to include them in the shortlist, based on the requirements of the position, thereby helping to reduce the scope of manual review. Recommending rejection costs 1 point, while recommending inclusion costs 2 points; this means that the overall cost for a given number of candidates depends on the model’s judgment.

One-way video interview

Recruiters can ask candidates to record and submit their answers at their own convenience, after which the team can view them asynchronously. It is stated that the questions can be helped in preparing by AI, and candidates only lose 1 point when they actually complete the video assessment.

Asynchronous evaluation

One-way video allows different candidates to answer questions within the same framework, eliminating the need for the recruitment team to schedule separate calls for the first round. This saves time in scheduling, but it places various demands on the equipment, the internet connection, language skills, and candidates with disabilities; therefore, appropriate alternative solutions should be provided.

Calendly scheduling

Through the Calendly integration, candidates who advance to the next round can choose an interview time and receive automatic reminders as well as subsequent notifications. Before using it, it is necessary to check the time zone, the interviewer’s calendar, the rules for rescheduling meetings, the access link to the meeting, and candidate privacy settings.

Automatic reminders and follow-ups

The reminders set after scheduling are intended to prevent candidates from forgetting the time or failing to show up. The product page shows marketing data indicating a reduction in no-shows, but it does not disclose information on the research design or sample size; companies should verify these figures based on their own attendance rates.

Recruitment for brand customization

The built-in customization options include adding the company’s brand to the video interview page, as well as setting up custom email reminders for different positions. If it is necessary to completely remove the Hire Hoc logo or to carry out more extensive changes to the process, separate customization services can be purchased, and a quote will be provided.

Job email reminders

Different positions can have distinct email notification settings, which facilitates the sending of messages based on the person in charge of recruitment or specific stages in the process. Before putting these settings into use, it is necessary to test the sender identity, the option to unsubscribe, template variables, email delivery, and the risk of personal information being exposed.

Combine processes as needed

Users are not required to use all modules; they can generate job descriptions alone, filter resumes only, or conduct video assessments solely. These modules can be combined as needed to suit existing recruitment websites or ATS systems, especially for teams where a particular filtering process is inefficient.

Free demo and support

The product states that free demonstrations can be scheduled, and 24/7 email support is available in all regions; video calls can also be used if necessary. Since warnings regarding brand migration have appeared, the speed of response to support requests as well as the scope of maintenance for the recruitment module need to be verified in practice.

Complete recruitment workflow

Basic usage tutorial

1. First, confirm with support that the Hire Hoc recruitment backend is still being properly maintained, and ask about the impact of brand migration on accounts and data.
2. Register for free using an enterprise email address; do not upload real candidates yet, and first confirm that you can access the recruitment workspace.
3. Create a test position by filling in the responsibilities, skills, experience, location, and working conditions, and then generate a job description.
4. Manually remove conditions that may lead to discrimination or unnecessary exclusion, and add salary and compliance information.
5. Create a CSV using anonymous simulated data to test column mapping, duplicate detection, and bulk import.
6. Upload a small number of test PDFs in different formats to check the accuracy of parsing field by field.
7. Run the AI screening to compare the system’s recommendations with the results provided by recruiters independently.
8. Design one-way video questions that are directly related to the position, and provide alternative methods for candidates who are unable to record videos.
9. Connect those who pass the test to Calendly to test time zones, reminders, rescheduling, and the meeting link.
10. After confirming the processes for point deduction, refunds, data export, and deletion, import the official candidates.

Integration and cost calculation

Hire Hoc does not charge any recurring monthly fee; the current rate is 1 dollar for every 4 points, and these points have no expiration date. Based on this ratio, the nominal cost of one point is 0.25 dollar, although taxes, the currency used for payment, card network fees, and customized services are not included in this amount.

Free points

New accounts are offered 40 free credits without the need for a credit card; with these credits it is possible to create 40 job descriptions or process 40 PDF files. In actual workflows, multiple tasks are carried out simultaneously, and the number of people that can be served by these free credits depends on the selection rate and the number of videos completed.

An additional 100 free points

The product’s FAQ states that when the credit limit is insufficient, it is possible to contact the team to request an additional 100 free credits. This is a promotional benefit provided manually and should not be considered something that all accounts will automatically receive permanently; the application requirements and validity must be confirmed at the time of request.

There is no expiration date for the points.

The purchased points are indicated as being valid indefinitely, with no monthly commitment required. A brand migration may affect their long-term usability; therefore, it is important to find out what will happen to the unused points in the event that the service is discontinued, migrated, or the account is closed, before making large purchases.

Cost example

The figures above are based solely on the publicly available calculation formulas; they do not take into account recruitment websites, Calendly’s paid plans, video storage services, taxes, manual review processes, or customized services. The actual costs will also vary depending on the percentage of candidates recommended by AI and the number of candidates who complete the video submission.

Refund policy

Points to note when applying for a refund

Refund requests must be submitted in writing, and refunds are issued only via the original payment method. The policy states that processing takes a few days once approval is given, but it does not specify a fixed timeframe for the refund to arrive, nor does it address what happens to unused points in the event of a brand change.

Which users are it suitable for

• Start-up teams that do not have complex ATS systems and wish to establish a standard recruitment funnel quickly.
• Small recruitment agencies that need to filter resumes on demand and do not wish to pay a fixed monthly fee.
• There are already recruitment websites that collect applications, but there are companies that lack AI-based preliminary screening and video assessments.
• Recruiters who wish to reduce the costs associated with parsing resumes by importing them in bulk using CSV.
• Recruitment teams across different regions that need to complete the first round of video-based questions and answers asynchronously.
• I hope to use Calendly to reduce the need for repeated communications with hiring managers regarding scheduling.
• Companies that need to customize the brand appearance of their video pages as well as set up email reminders for specific job-related tasks.
• Recruitment teams willing to conduct manual reviews and fairness assessments of AI-based screening.

Typical use cases

• Quickly generate a draft job description based on the job title and skill requirements.
• Import applicants from external recruitment websites in one go after organizing them into CSV format.
• Analyze a small number of PDF resumes and conduct a preliminary comparison with the job requirements.
• Prioritize manual review for a large number of applicants, rather than automatically rejecting them.
• Candidates who pass the initial screening are invited to record their responses within the specified time frame.
• Multiple interviewers view the candidates’ performance on the same questions asynchronously.
• Let those who advance to the next round choose their available time on Calendly on their own.
• Create branded pages and email reminders for different positions.

Fairness in AI-driven recruitment

AI matching may inherit biases from job descriptions, historical rules, and resume wording, leading to candidates with non-traditional experiences, career gaps, disabilities, multilingual skills, or those who have changed careers being underestimated. Recruiters must maintain processes for manual review, reasonable justification, and correction of errors.

Points to note for video interviews with candidates

1. Only ask questions that are directly related to the actual skills required for the position; avoid asking about marriage, family planning, health, religion, and other sensitive information.
2. The invitation should specify the purpose of recording, who will view it, the duration for which it will be stored, and whether AI analysis will be used.
3. Provide candidates with a reasonable amount of time for preparation and submission, and specify the requirements regarding camera, microphone, and browser.
4. Equivalent alternative assessments are provided for candidates with disabilities, limited bandwidth, or those who find it difficult to appear on camera.
5. Apply the same questions, time limits, and scoring criteria to all candidates for the same position.
6. Do not judge a person’s suitability for a role based solely on their background, image quality, accent, appearance, or non-verbal cues.
7. Before downloading or sharing recorded content, verify the access permissions and obtain the candidate’s consent.
8. After the recruitment process is complete, unnecessary videos and resumes are deleted in accordance with the company’s policies and applicable laws.

Privacy and data processing

Hire Hoc handles information such as account names, usernames, phone numbers, email addresses, mailing and billing addresses, job titles, age, passwords, and payment-related details. In the context of recruitment, it also deals with candidates’ resumes, video responses, screening results, communication records, as well as information obtained from third parties or public social media platforms.

Data retention period

The privacy policy states that data is retained only for as long as it is necessary to provide services and fulfill the intended purposes, while another provision specifies that conversations and personal data can be kept for up to 6 years. In principle, accounts are deleted within 60 days of deletion; companies should incorporate these different specifications into their assessments regarding data retention and deletion.

Candidates’ data rights

If candidates want to update, delete, or retrieve their personal information, they usually need to first contact the recruitment organization that uses Hire Hoc. As a result, the recruiting companies are not only users of the tool but also responsible for handling processes related to providing information, granting access, making corrections, deleting data, and handling complaints.

Third-party sharing

The platform may share personal or non-personal data with hosting services, databases, email systems, marketing tools, payment processing services, customer service departments, as well as affiliated companies and business partners; such data may also be transferred in the event of mergers, asset sales, or restructurings. It is necessary to obtain a data processing agreement that matches the actual recruitment process before making any purchases.

Safety instructions

The privacy policy mentions secure servers, transmission protection, and encryption by payment processors, but it also states that absolute security cannot be guaranteed. The public pages do not provide details regarding independent auditing, certification, encryption key management, regional hosting, or the isolation of recruitment data.

Security measures before brand migration

• Request a written confirmation as to whether the Hire Hoc recruitment service is willing to accept new clients and continue providing its services.
• Confirm the usage and refund methods for existing points after migration, service suspension, or brand change.
• Export positions, candidates, filter results, video recordings, and interview schedules.
• Verify whether FormCue actually manages the recruitment account, and do not assume anything based solely on the banner on the page.
• Revoke recruitment websites, calendars, and third-party authorizations that are no longer needed.
• Set a deletion date for candidate data and retain proof of processing.
• Until the backend is confirmed to be stable, only simulated data should be used; real identification documents or sensitive information must not be uploaded.
• Prepare an alternative recruitment process to prevent disruptions to ongoing positions due to changes in services.

Platform support and integration

API, GitHub, and open-source status

Hire Hoc’s privacy policy states that support can be sought via the API in the section related to data rights; however, no public API endpoints, authentication details, SDKs, rate limits, or developer documentation are available. Therefore, it cannot be concluded that the platform offers a public API that can be accessed directly.

No verifiable official Hire Hoc GitHub repository, open-source models, open-source filtering algorithms, or self-hosted deployment packages were found. The product is a closed-source commercial service; the items listed in the third-party tools list do not indicate that it is open-source.

Product advantages

• Charging is based on the number of points used; there is no fixed monthly fee nor an expiration date for the points.
• 40 registered bonus points allow small teams to test the entire process first.
• Bulk import of CSV candidates is free of charge, and it is suitable for teams that already have structured application data.
• There is a continuous process that goes from the job description to screening, video assessment, and scheduling.
• AI screening can assist recruiters in determining the priority for manual review.
• One-way video interviews reduce the need for candidates and recruiters to coordinate their schedules.
• Only when a candidate completes the video assessment are corresponding points deducted.
• The Calendly integration allows candidates to choose their own dates for subsequent interviews.
• It supports branded video pages and email alerts set by position.
• There is a refund request window available within 7 days after purchase for unused points.

Usage restrictions and precautions

• The page indicates that Hire Hoc should be switched to FormCue, and there remains uncertainty regarding the continuity of the recruitment services.
• The current survey products offered by FormCue and the hiring features and pricing of Hire Hoc are not part of the same package.
• AI matching can only assist in filtering; it cannot serve as the sole basis for automatic rejection.
• The PDF layout and scanning quality may cause errors in the fields extracted from the resume.
• It is recommended to award 2 points per person who makes it into the shortlist; the overall cost will vary depending on the proportion determined by the model.
• Job descriptions, screening processes, and video questions can pose risks of employment discrimination and lack of fairness.
• One-way video may be disadvantageous for candidates with disabilities, those with limited bandwidth, or those who are reluctant to appear on camera.
• There are no established research methods for determining the efficiency of product presentation or the ROI figures, so these cannot be regarded as guarantees.
• The status of the public API is unclear, and there are no developer documentation or official SDKs available.
• Recruitment data can be stored for many years, and cleanup after an account is deleted still requires explicit confirmation.
• Third-party sharing covers a wide range; companies should conduct separate assessments of privacy and their suppliers.
• The terms of service allow for changes to prices and features, as well as the suspension or discontinuation of the service.
• There is only a 7-day window to request a refund; refunds are not available for points that have already been used or for services that have already been started.
• No native mobile apps, open-source versions, or self-hosted solutions were found.

Basic information

Frequently Asked Questions

Is Hire Hoc still in operation?

The recruitment homepage is still accessible and shows information regarding registration, point prices, and available functions; however, it also indicates that Hire Hoc has switched to FormCue. As there is no official timeline for this migration, new users should first contact support to verify that backend operations, payment processing, and data handling are still functioning properly.

Are Hire Hoc and FormCue the same product?

They are not targeted at the same market segment. Hire Hoc is used for recruitment screening and video interviews, while the current version of FormCue is used for customer feedback surveys and AI analysis; their functions and prices make them incompatible substitutes for one another.

Is Hire Hoc free?

New accounts receive 40 free points and no credit card is required; bulk CSV import is also free. Points are deducted according to established rules for using job descriptions, PDF parsing, AI screening, and video assessments.

Do the points expire?

The current price page states that there is no expiration date for the purchase credits. However, a brand migration might affect their long-term availability; it is therefore necessary to clarify how any remaining balance will be handled in the event that the service is discontinued or migrated before making large purchases.

How many points does a candidate need?

It depends on the workflow: 1 point is awarded for importing in PDF format, 1 point for an AI recommendation to reject the file or to include it in the list, and another 1 point is deducted after a one-way video is created; importing in CSV format is free of charge.

Can I get a refund?

For unused points, a written request for a refund can be submitted within 7 days after the purchase; if you are not satisfied with the services provided, you must also submit such a request within 7 days, and in some cases the points may be refunded. Refunds are not available for points that have already been used or for services that have already been commenced.

Can candidates be automatically rejected?

The system will suggest whether to reject a candidate or to include them in the shortlist, but companies should not rely on the results of this model as the sole basis for their decisions. Recruiters should review these suggestions and provide candidates with opportunities to correct errors and file legitimate appeals.

Which resume formats are supported?

It clearly supports batch import via CSV as well as processing of PDF resumes. DOCX, images, online archives, and other formats have not been officially supported; for complex PDF files, the accuracy of parsing still needs to be verified.

Is the video interview real-time?

The core element is one-way asynchronous video assessment: candidates record the video at a time that suits them, and recruiters view it later. The interviews that pass the screening can be scheduled using Calendly.

Will a fee be charged if the candidate fails to complete the video call?

The published price states that only 1 point will be deducted from candidates who complete the video assessment. There is no separate indication as to whether any additional fees apply in cases where an invitation is sent but the assessment is not completed.

Are APIs provided?

No publicly available development documentation was found. The privacy policy states that questions regarding APIs can be addressed, but this is not sufficient to prove the existence of publicly available APIs that can be used directly; for enterprise integration, confirmation from support is required.

Is Hire Hoc open source?

It is not open source; no official GitHub repository, open-source algorithms, model weights, or self-hosted versions could be found.

How long are candidate data stored?

The privacy policy states that conversations and personal data can be stored for a maximum of 6 years, while, in the event of account deletion, such data is removed within 60 days as a rule. Companies still need to determine the specific retention periods for videos, backups, third-party copies, and records related to legal hiring processes.

Summary

Hire Hoc offered a very clear and straightforward recruitment funnel: first, create job descriptions; then import candidates in CSV or PDF format; use AI to match them and arrange one-way video assessments; and finally use Calendly for subsequent interviews. The payment model based on credits, without any fixed monthly fee, makes it attractive for teams that conduct recruitment infrequently.

The biggest factor affecting procurement at the moment is not the cost per transaction in terms of points; rather, the website clearly indicates that the brand should switch to FormCue, yet no plan for migrating the recruitment services has been disclosed. Before starting use, it is necessary to verify the backend system, support services, the balance of points, as well as the capabilities for data export and deletion. Moreover, AI-based filtering should always be used as a supplementary tool to aid human decision-making.