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Interview software helps hiring teams run, record and evaluate interviews consistently, using formats such as one way video, live coding, AI guided and fully autonomous AI interviews. The right choice depends on your roles and volume, how candidates are scored, how fraud is prevented and whether the tool fits your ATS and hiring workflow.
Most teams start looking at interview software when the calendar breaks. Hiring managers spend hours on first round interviews with candidates who were never a fit, scheduling eats days, and every interviewer scores differently. Interview software can fix those problems, but only if it matches how your team actually hires. This guide answers the questions buyers ask most, and explains how Glider AI AI Interview Software approaches each one.
Interview software ranges from simple recording tools to AI that conducts the full conversation. Most teams use more than one format across the hiring funnel.
| Format | How it works | Best for |
|---|---|---|
| One way video interviews | Candidates record answers to set questions on their own time | Early screening, high volume roles, candidates in many time zones |
| Live coding interviews | Interviewer and candidate work in a shared coding environment | Technical rounds for developers and engineers |
| AI guided interviews | A human interviewer leads, with AI suggesting questions and capturing notes | Structured live interviews with consistent coverage |
| Autonomous AI interviews | AI conducts the conversation, asks follow ups and evaluates against a rubric | First round screening at scale |
Glider AI supports all four within one suite: One Way Video Interviews, Live Coding Interviews, AI guided interviews and AI interviews.
Good AI interview software evaluates what candidates say and do against a defined rubric, not against a vague sense of fit. Questions should be set in advance, delivered conversationally and scored on the same criteria for every candidate.
Questions to ask any vendor:
In Glider AI interviews, questions are configured in advance rather than improvised by the model, answers are evaluated against rubrics, and recruiters can review recordings and transcripts before anyone makes a decision.
Structure is the main lever. When every candidate gets the same questions, the same rubric and the same scoring process, decisions depend less on interviewer mood or first impressions. Look for:
Glider AI also supports diversity hiring programs by keeping evaluation focused on demonstrated skills.
Remote interviews create new risks: impersonation, proxy candidates, hidden helpers and AI generated answers read off a second screen. Strong interview software checks identity and monitors integrity during the session.
Glider AI combines interviews with ID Verify, which matches photo ID, live selfie, location and voice across hiring stages, and AI Proctoring, which flags events such as tab switching or an extra face on camera. Flags are evidence for a recruiter to review, not automatic rejections, and every check is logged.
Use this checklist when comparing vendors:
One way video and AI interviews run in parallel, so thousands of candidates can complete a first round without a single scheduled call. Recruiters review ranked, evidence backed results instead of booking screens. Teams with large applicant pools can see how this works for high volume hiring and for staffing firms.
Interview software is a tool that helps hiring teams run, record and evaluate interviews. It includes formats such as one way video, live coding, AI guided and autonomous AI interviews, with structured questions and scoring so every candidate is assessed consistently.
It can be, when questions are standardized, scoring follows a clear rubric and humans review the results. Candidates also benefit from flexible scheduling. Ask vendors how questions are set, how scores are produced and whether recruiters can override them.
Most enterprise interview software, including Glider AI, integrates with common applicant tracking systems and supports single sign on, so recruiters can send interviews and see results without leaving their existing workflow.
With one way video and AI interviews, results are usually available as soon as the candidate finishes, including recordings, transcripts and scores. That lets recruiters move strong candidates forward the same day.
Yes. Video and AI interviews work for customer service, sales, operations and other non technical roles. Technical roles add live coding or coding tasks. Glider AI supports both within the same suite.
Yes. Recruiters can write their own questions or start from a role library, set time limits and adjust scoring rubrics so interviews reflect the actual job and the team’s hiring standards.
It removes scheduling from early rounds, lets many candidates interview at once and gives hiring managers comparable results. Teams spend live interview time only on candidates who have already shown they meet the bar.
The right interview software gives your team consistent evidence on every candidate, protects against fraud and fits the way you already hire. Explore Glider AI AI Interview Software to see how one way video, live coding, AI guided and AI interviews work together in one place.
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