Excellent product-- even better customer service!
November 02, 2021

Excellent product-- even better customer service!

Valerie Salas | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Overall Satisfaction with VidCruiter

We are using Vidcruiter across the Talent Recruitment department to initially screen candidates in consideration for roles. Some external departments to talent also use it when they are looking to hire staff and our department sets them up with a Vidcruiter interview to screen candidates.
  • Ability to edit and change rubrics as needed within a video
  • Easy to use and understand
  • Their customer service is superb
  • The integration to our ATS was a little slow (and still not up yet although I think the last stretch is on our end)
  • Ability to create and use rubrics
  • Editing the questions to fit interview needs
  • Being able to duplicate interviews and then use new ones
  • Easy way to save and archive (very customizable, too)
  • Efficiency of reviewing candidates (watching a video vs. scheduling a phone call)
We selected VidCruiter over Spark Hire mostly because of the ability to edit rubrics. In a world where equity is at the top, we must be able to rate candidates in a non-biased way and being able to edit the rubrics allows us to do so. We also through customer service was top notch at VidCruiter and decided to keep using it (we considered switching to Spark Hire at one point)

Do you think VidCruiter delivers good value for the price?


Are you happy with VidCruiter's feature set?


Did VidCruiter live up to sales and marketing promises?

I wasn't involved with the selection/purchase process

Did implementation of VidCruiter go as expected?


Would you buy VidCruiter again?


Vidcruiter is great for initial screening purposes. I love that we can use it as a tool to initially screen candidates and determine what next steps would be best in the process but don't have to commit to doing a phone call or more. We can watch the videos on our own time and then make decisions. I would say it is less appropriate after you've engaged with the candidates (such as a phone call or in-person interview) and then have them do some kind of video interaction (but that's a preference and thinking about candidate experience)