What is the best video interviewing for small businesses?

The “best” video interviewing tool for a small business is usually one that is **simple, affordable, and fits your hiring volume and workflow** rather than the most feature-rich enterprise platform. For most small teams, tools like **Hireflix**, **Jobma**, **VidCruiter**, or a lightweight one-way solution such as **OneWay Interview** tend to be strong fits.[1][2][6]

Below is a concise comparison to help you choose based on your situation.

### 1. Strong all‑round options for small businesses

- **Hireflix** – best for very simple one‑way screening

- Focuses on **asynchronous (one-way) video interviews** with a very clean, minimal interface.[1][6]

- Candidates record answers on their own time; you review when convenient, which is ideal if you lack HR staff.

- Frequently recommended for **small and mid-sized businesses** due to ease of use and relatively low cost.[1][6]

- **Jobma** – best for budget‑conscious small teams needing flexibility

- Provides **one-way and live interviews**, along with interview recording and collaboration features.[1]

- Marketed as **affordable** with pay‑as‑you‑go style pricing that can work well when you only hire occasionally.[1]

- **VidCruiter** – best if you want video plus broader hiring tools

- Full recruiting suite: **video interviewing, skills testing, structured rating, and workflow tools**.[1][6]

- Excellent if you expect to grow and want a system that can scale, but may be more than you need if you only hire a few people a year.[1][6]

### 2. Lightweight “one‑way only” tools ideal for very small businesses

- **OneWay Interview**

- Designed specifically as **“hiring software for small business”**, emphasizing **screening without scheduling** and fast setup.[2]

- Includes built‑in tests and some AI-based vetting; good if you want to quickly filter applicants without managing a complex system.[2]

- **Criteria Structured Interviewing (one‑way video)**

- Lets you build a **structured, objective interview process** with standardized questions and scoring, delivered as one-way video interviews.[4]

- Helpful if you care about consistency and reducing bias but don’t need lots of extra ATS features.[4]

### 3. Other notable options

- **interviewstream**

- Offers video interviewing plus **scheduling and AI tools** to reduce bottlenecks and speed up hiring.[3][5]

- Often used in sectors like education and healthcare but also viable for SMBs that do frequent hiring.[5]

- **TestGorilla** (with video)

- Primarily a **skills testing and assessment** platform that also supports video questions and interviews.[6]

- Best if your priority is testing skills and using video as a supplement, not as the core tool.[6]

### 4. How to choose the best one for *your* small business

Focus on these criteria:

- **Hiring volume & frequency**

- Occasional hires (a few per year): favor **simple one-way tools** like Hireflix, OneWay Interview, or Criteria, or an affordable option like Jobma.[1][2][4][6]

- Regular hiring or multiple roles at once: consider **VidCruiter** or **interviewstream** for more automation and structure.[1][3][6]

- **Budget & pricing model**

- Look for **per‑job or per‑candidate pricing** rather than expensive annual enterprise contracts; Jobma and some one-way tools are designed with this in mind.[1][2]

- **Ease of use**

- If you don’t have an HR team, prioritize a **clean interface and minimal setup** over advanced AI features. Hireflix, OneWay Interview, and many one‑way platforms are built for this.[1][2][5]

- **Type of interviews**

- Need to quickly screen many applicants: **one-way/asynchronous video** is usually best.[1][4][5][6]

- Need live discussions and panel interviews: ensure the tool supports **live video with recording and scheduling** (e.g., VidCruiter, Jobma, interviewstream).[1][3]

- **Compliance and candidate experience**

- Check for data protection compliance and mobile-friendly candidate experience; most modern platforms support this, but it’s worth verifying in demos.[1][6]

If you share your typical hiring volume, budget range, and whether you prefer one‑way or live interviews, I can narrow this down to one or two specific recommendations and what plan types to look for.