Best AI Interview Software in 2026: 19 Tools Compared by Format

The best AI interview software is the one your candidates will finish and your recruiters will trust: a format that suits the people you hire, and scores you can trace back to what each candidate said. This page compares 19 AI interview tools, grouped by how the candidate takes part (by voice, by phone, on video, in a chat, or across several channels), with who each is built for and whether you can see a price before a demo.

We don't rank them. The right tool for a hospital hiring nurses is rarely the right one for a startup hiring engineers, and a single ranked list hides that. Instead, each entry gives the facts that separate one tool from another and the thing to check before you buy.

Dio makes DIO, one of the tools on this page. Details checked on October 13, 2026 from each vendor's own website (other sources are named where used); products and prices change, so check the vendor's site before deciding. Where a vendor's own pages disagree, we say so.

AI interview software at a glance

How did we compare the tools?

We looked at four things for every tool, using the vendor's own pages and naming any other source in the text:

• Format: how the candidate takes part. It shapes who finishes the interview, so it comes first. Our comparison of AI screening interview formats explains what each asks of a candidate.
• Who it's built for: the buyers, roles and industries the vendor names.
• Evidence and decisions: how answers are scored, what a recruiter sees, and what the vendor says about who decides.
• Pricing: whether a price is published, and what it counts.

We left out claims we couldn't confirm on a vendor's own pages. Within each format, tools are listed alphabetically.

Voice interviewers

In these tools the candidate holds a spoken conversation with an AI interviewer, in a browser, by phone, or either.

BrightHire Screen

BrightHire Screen is an AI interviewer that runs structured, two-way first-round screens, asynchronously and by voice only or video depending on the role, on any device, with no apps or logins. It is part of BrightHire's interview intelligence suite, which records, transcribes and summarizes live interviews and adds fraud signals. Screen scores each interview against the recruiter's rubric and gives a transcript, audio and a candidate ranking, and recruiters approve the questions. It integrates with Greenhouse, Ashby, Workday and SmartRecruiters, and can invite candidates automatically when they reach an ATS stage. Zoom acquired BrightHire, completing the deal on December 1, 2025, and says BrightHire customers will continue to have access to the platform.

Best for: teams on those four ATSs that also want live-interview recording and notes. Check: pricing isn't published and depends on interview volume, roles and needs, and supported languages aren't stated.

CodeSignal AI Interviewer

CodeSignal, a technical-assessment vendor, sells an AI Interviewer for first-round, skills-based screens of about 15 minutes, which candidates join by phone or from a browser. Prebuilt interviewers cover sales, finance, marketing, accounting, recruiting, BDR and product roles, and CodeSignal suggests it for an engineering behavioral screen before technical rounds; it isn't a coding environment. It asks follow-up questions when answers are thin, scores competencies on a 1–5 scale with an overall score and a transcript with rationale, raises cheating and fraud flags, and supports 20+ languages. CodeSignal says its I/O psychology team tunes each agent against human raters before launch.

Best for: teams already using CodeSignal assessments, and tech hiring that wants a short spoken screen before a coding round. Check: plans start at $79 a month billed annually for 60 credits a year; a credit is used whenever a candidate starts an interview or assessment, and extra credits are $20 each.

DIO

DIO is the AI interviewer made by Dio, which publishes this page. Candidates open a link the recruiter shares and hold a structured voice interview in the browser whenever it suits them, with a microphone and never a camera; most interviews take about 15 minutes. DIO drafts the interview plan from the job description for the recruiter to review and edit, follows up when an answer is thin or vague, and at the end answers the candidate's own questions from a Q&A the recruiter has reviewed.

Each competency is rated 1 to 5 against anchors written for the role. Every score must quote the candidate's exact words, which are checked against the transcript, and two different AI models grade each competency independently; when the evidence isn't there, or the models disagree about whether it is, the score is left blank rather than guessed. Knockout questions flag an answer for a recruiter to review, and a person on the team makes every hiring decision.

Best for: teams hiring in English that want a spoken interview without scheduling, and scores they can trace to the candidate's own words. Check: interviews are in English only. Dio doesn't send invitations itself, and results leave as CSV or Excel exports and a PDF summary of each interview.

Greenhouse Voice AI

Greenhouse, the applicant tracking system vendor, sells Voice AI, built on its acquisition of the AI voice interviewer Ezra AI Labs, completed in May 2026. Greenhouse describes it as a two-way voice interview, not a one-way recording or a chatbot, and says it works with or without Greenhouse's ATS, naming Ashby, iCIMS, Lever, Workday and Teamtailor among 60+ supported ATS providers. It interviews in 11 languages, scores each question against a rubric with written explanations, and lets recruiters override every score; Greenhouse says the AI never advances or rejects a candidate. Its cheat detection flags voice signs of outside help and AI-generated answers, and Warden AI runs monthly bias audits.

Best for: Greenhouse or Ashby customers who want voice screening tied to their ATS. Check: it is an annual subscription priced on headcount, with a fair-use allowance of interviews and contracts typically 12 months or longer, and the pages we read don't say whether candidates join by phone or in a browser.

Ribbon

Ribbon's AI interviewer, Bonnie, holds structured voice and video interviews at any hour on a phone or computer with a modern browser, between the application and the first human-led interview. It follows up when an answer needs more detail, sends invitations by SMS, email or WhatsApp, supports 10+ languages and gives rubric scores and a recommendation. It says it syncs with 60+ ATSs, flags integrity signals such as looking away and background voices for a reviewer, and leaves the final hiring decision entirely with the human recruiter.

Best for: hourly, high-volume roles and staffing agencies that want published prices and a free trial. Check: plans, billed annually, start at $499 a month for 100 interviews, with $4.00 for each extra interview on that plan. Our page on Ribbon alternatives has the full table.

Phone interviewers

These tools interview candidates in a phone call, usually with text and email around it.

Classet

Classet is built for hourly and frontline roles in staffing, skilled trades, healthcare, manufacturing and logistics. Its AI recruiter, Joy, calls candidates for the first interview and follow-ups, and answers a Call to Apply hiring number around the clock; follow-ups go by text and email. Each criterion is marked met or not met with the candidate's words quoted, the overall fit is Strong, Good, Borderline or Weak, and Classet says Joy never rejects anyone. Joy works in 25+ languages, and Classet says a third party audits it for bias monthly.

Best for: hourly hiring where candidates would rather take a call. Check: plans start at $249 a month billed annually for 50 completed interviews, but ATS sync is Enterprise-only, from $1,995 a month.

ConverzAI

ConverzAI's Virtual Recruiter is built for staffing firms. It screens and qualifies applicants, schedules interviews, follows up on paperwork and re-matches candidates in your ATS to open roles, reaching people through calls, texts and emails. It builds interview questions from the job's skills, role type and pay, and says Warden AI has audited it for bias.

Best for: staffing agencies on staffing ATSs that want phone screening and redeployment of their database. Check: it says you pay only for placements and publishes no price list; languages and its scoring method aren't stated on the pages we read.

HeyMilo

HeyMilo is an AI recruiter for teams swamped by applications. Its AI phone interviews call the candidate or send a browser audio link, and its AI-led video interviews ask follow-up questions; it also screens by SMS, runs knockout questions on forms and skill assessments, and books a calendar slot after the screen. It gives configurable fit scores with a plain-language rationale, and says Warden AI runs monthly bias audits.

Best for: staffing agencies, BPOs, franchises and corporate recruiters screening large applicant pools. Check: pricing isn't published, and its pages list 20+ languages in one place and 14+ in another. See HeyMilo alternatives.

Tenzo

Tenzo's AI recruiter, Morgan, screens, interviews and schedules candidates by phone, text, email and WhatsApp, with phone or video interviews around the clock. Recruiters set the criteria, weighting and knockout questions; the score, transcript and recording go to the candidate's record, and Tenzo says a person reads it and makes the decision. It lists 57 or more integrations, says it works in more than 40 languages, and checks 40+ signals for cheating and stolen identities.

Best for: staffing and RPO teams, and hiring in many languages. Check: pricing is by tailored quote. See Tenzo alternatives.

Video interviewers

In these tools the candidate is on camera, answering an AI interviewer or recording answers for AI scoring.

Eightfold AI Interviewer

Eightfold, a talent intelligence platform, launched its AI Interviewer in October 2025 for high-volume and frontline hiring, for SMBs and large enterprises. Candidates hold a conversational interview in Chrome, Safari or Firefox with the microphone and camera on, and the recruiter gets the full video and transcript. It asks adaptive follow-up questions, for example about a required skill missing from the résumé, and works in 22+ languages. Eightfold says it scores content only and doesn't analyze appearance, voice tone or facial expressions; optional proctoring flags tab switches, multiple faces and multiple voices, with timestamps, and Eightfold says it publishes independent bias audits.

Best for: enterprises already on Eightfold's talent platform. Check: pricing isn't published, and candidates need a camera.

HireVue

HireVue, founded in 2004, is an enterprise platform for one-way and live video interviews and assessments, with scheduling and conversational AI over SMS and WhatsApp. In June 2026 it added a voice AI Interviewer that holds two-way interviews at any hour, asks probing follow-up questions, marks qualification answers as meeting a requirement or not, and scores skills on a 1–5 anchored rubric. HireVue's explainability statement says its AI relies only on what the candidate says, not on video analysis.

Best for: large employers that want video, assessments, scheduling and AI screening from one vendor. Check: pricing isn't published. See HireVue alternatives.

InterviewFlowAI

InterviewFlowAI is self-serve AI interview software, founded in 2025, for startups, agencies and talent teams. Candidates take a two-way interview by video or phone call at any hour, and it also offers audio-only and role-play interviews, more than 100 skill assessments and a notetaker. It supports 16 languages, gives scorecards, rankings and transcripts, and uses face and eye tracking, tab-switch detection and a Trust Score against cheating.

Best for: small teams that want to start without a sales call, and role-play screens for sales and call-center roles. Check: plans start at $59 a month for 20 credits, but phone interviews and ATS integrations start on Growth at $299 a month. See InterviewFlowAI alternatives.

Interviewer.AI

Interviewer.AI is an AI video interview platform for hiring teams, staffing agencies and universities. Candidates record one-way AI video interviews, and from the Professional plan an AI avatar can hold a conversational interview. It gives AI summaries and scoring; candidates can answer in 13 languages, though it says scoring works best in English and major global languages. Professional adds fraud checks such as multiple-voice detection and lip-sync anomaly flags.

Best for: teams that want self-serve, published pricing for video screening. Check: plans start at $199 a month for 50 credits, and ATS integrations are on Enterprise only.

Talview Ivy

Talview, which sells AI proctoring and interviewing to exam providers and hiring teams, calls Ivy its AI interviewer for high-volume hiring. Candidates take an asynchronous video interview in the browser and speak their answers, with the camera and microphone on throughout and a visible time limit on each question. Ivy asks follow-up questions in real time and reports transcripts and scoring metrics, and Talview's page says it interprets non-verbal cues.

Best for: organizations that want interviewing and proctoring from one vendor. Check: pricing is unit-based, with a minimum commitment of roughly 150 to 200 candidates, and no language list is published. If you want answers judged on content alone, ask how non-verbal cues are used.

Chat and text interviewers

In these tools the candidate types, or the conversation runs in a messaging thread.

Hubert

Hubert runs structured interviews by web chat or phone for high-volume hiring in social care, home services, industrial, restaurants, retail, staffing, and warehouse and logistics, reaching candidates by text, phone or email. It scores answers against role-specific competencies and says its scoring is deterministic: the same answer always gets the same score. HubertDetect flags answers that may not reflect a candidate's genuine thinking. It works in 30+ languages and integrates with 30+ ATSs, or none.

Best for: employers running 5,000 or more screens a year. Check: pricing is custom per interviewed candidate, and the smallest package includes 5,000 interviews a year.

Paradox

Paradox, part of Workday since October 2025, builds conversational hiring around Olivia, an AI assistant that lets frontline candidates apply, screen for minimum qualifications and book interviews by SMS, WhatsApp, Messenger or web chat, and answers their questions around the clock. It also offers recorded video responses and live in-browser video interviews, and names integrations with Workday, SAP SuccessFactors and Indeed.

Best for: hourly, frontline hiring at volume, especially for Workday or SAP SuccessFactors customers. Check: pricing isn't published, and the pages we read describe no AI voice interview. See Paradox alternatives.

Sapia.ai

Sapia.ai runs a typed chat interview of five to seven open questions, untimed and usually 20 to 30 minutes, with no camera and no video recording. It scores soft skills, behavior traits and overall cognitive ability from the text, ranks applicants, and emails every candidate a personality profile and a coaching tip. It works in nine languages and launched a real-time detector for AI-written answers in 2023.

Best for: large frontline or graduate volumes where a camera-free, typed interview suits candidates. Check: answers are written, not spoken, and pricing isn't published.

Multichannel AI recruiters

These tools reach candidates in several ways and handle more of the process than the interview.

Alex

Alex, from Apriora Inc., interviews, screens and schedules applicants in two-way conversations by video, phone, SMS or WhatsApp, with real-time follow-up questions, rubric-scored video interviews, government ID and live-selfie checks, and 33+ ATS integrations. Its ethical AI page says no candidate is auto-rejected by AI, and its blog says Warden AI audited it in 2025.

Best for: employers, RPO and staffing firms that want phone, video and messaging interviews from one vendor, including where candidates mostly use WhatsApp. Check: pricing isn't published, and its pages give 26+ languages in one place and 30 in another. See Alex alternatives.

Humanly

Humanly combines an AI Recruiter for outreach, screening and scheduling by SMS, chat and email with an AI Interviewer that holds real-time video interviews, plus its own ATS, notetaker and CRM, for hourly, frontline and high-volume teams. Candidates are scored against the same criteria, with knockout rules and 1–5 category scorecards, and can answer in English, Spanish and 35+ other languages.

Best for: high-volume hourly hiring on an enterprise ATS, with outreach, screening and scheduling in one tool. Check: pricing isn't published, and the page we read didn't describe its fraud controls.

What about LinkedIn, Indeed and micro1?

Three more names come up in searches for AI interviewers, but they don't fit the comparison above:

• LinkedIn Hiring Assistant is an AI agent sold as an add-on to LinkedIn Recruiter. It handles role intake, sourcing, evaluating applicants, outreach drafts and pre-screening, which runs through InMail messages. LinkedIn's product page lists voice pre-screening for its next version, and HR Dive reported on October 2, 2026 that LinkedIn had added voice capabilities to pre-screening. It is a sourcing and pre-screening agent rather than a scored interview, and it requires LinkedIn Recruiter.
• Indeed Smart Screening scores applicants to Indeed jobs against your criteria before they reach your ATS. Its AI Recruiter interview, which Indeed describes as in beta, asks open-ended questions with follow-ups. Its page describes the answer formats inconsistently, so ask Indeed which are available to you.
• micro1's Zara is described in micro1's help center as an AI recruiter running structured, asynchronous interviews, but micro1 now sells AI training data, and its product and pricing pages load its homepage. TechCrunch reported in September 2025 that Zara vets the experts micro1 supplies to AI labs. Ask whether new employers can still buy it.

How do you choose AI interview software?

Start with your candidates, not the feature list. Six questions narrow most shortlists.

1. Which format will your candidates finish? A phone call, a browser link, a camera and a chat window each suit different people. Candidates already know the category: in Greenhouse's May 2026 survey of 1,200 US job seekers, a vendor survey, 63% had been interviewed by an AI, and 38% had walked away from a hiring process because it included an AI interview.
2. What evidence sits behind each score? Ask for a real scorecard from a pilot on one of your roles, and check that every rating shows what the candidate said to earn it. Our guide on how AI interview scoring works explains what a traceable score looks like.
3. What does the tool do on its own? Does a knockout answer end the interview, reject the candidate or flag it for review? Does a low score hide anyone from the recruiter? Our guide to knockout questions explains why a flag is safer.
4. Which languages do you need, and are they scored as well as transcribed? Interviewer.AI, for example, says its scoring works best in English and major global languages. Ask every vendor the same question about yours.
5. How does it connect to your ATS, and on which plan? Some vendors keep ATS integrations for their higher tiers. Ask to see a result arrive in your own system.
6. What does the price count? Completed interviews, credits, monthly allowances, headcount or placements all scale differently. Our screening cost calculator shows what your first-round screens cost today, so you have a number to compare against.

Our guide on how to choose AI interview software turns these into fifteen questions for a vendor demo, with a downloadable checklist. If you're weighing recorded video tools, see our comparison of one-way video interview software.