HireVue

Its security paperwork is done, and candidates can opt out

Its bias audit covers an older product, and an Illinois case is open

HireVue was founded in 2004. The Carlyle Group, a private equity firm, completed a majority investment on 15 October 2019. Granite Ventures, Sequoia, TCV and HireVue’s own management stayed on as smaller investors. Jeremy Friedman became chief executive in January 2024. He took over from Anthony Reynolds. HireVue bought Modern Hire in May 2023.

Two cases sit on the public court record. Deyerler v. HireVue Inc. is a proposed group lawsuit filed in Illinois in January 2022. It claims HireVue broke the Illinois Biometric Information Privacy Act. A federal court let most of the claim stand in February 2024. The case is still open. A second case, Rodrigues v. HireVue, Inc., was filed in Missouri in October 2025.

It fits volume hiring on Workday, SuccessFactors or Oracle

HireVue prices privately and raises fees 10% at renewal

Every HireVue pricing page ends in a conversation with its sales team. HireVue calls its own customers “mid-market to enterprise”. It publishes no minimum headcount, seat count or interview volume.

Three US federal contracts give the only public sense of scale. They come from the Department of Defense and the Department of Homeland Security, between 2021 and 2024. All three predate this interviewer, and none of them names it. Treat them as the shape of an enterprise agreement, not your own quote.

HireVue lists professional services, customer success, and workplace psychology services as separate lines. It also confirms it provides training. Get the cost of each written into your order form.

HireVue’s contract renews your order automatically. It renews for the longer of your original term or one year. Its own wording says fees are “subject to a 10% annual increase year over year”. To stop the renewal, send written notice to HireVue’s renewals address. It must arrive at least 60 days before your current term ends. Miss that date and the order renews anyway.

The contract stores your data for two years from the day it is first stored. Your team can set a different retention period. After two years, HireVue may delete the data under its own policies. Its duty to store anything ends when your agreement does. You can pull your data out through HireVue’s standard export. Another method costs a fee set in your order form. On written request, HireVue will delete everything of yours it holds. Set the retention period before you sign.

What to ask before you sign

1. Which auditor has tested AI Interviewer itself for unfair results by group, and on what date? Good answer: A named auditor, a 2026 date, and the results for our own roles.
2. Can the software ever move a candidate forward or turn one away on its score alone? Good answer: No, and written notice before that ever changes.
3. Which of your three outside providers gets our candidates’ voice, and which gets the transcript? Good answer: OpenAI, ElevenLabs and Google Cloud, named by task.
4. Will you promise in writing that none of those three companies trains on our candidates’ data? Good answer: Yes, in writing, for all three.
5. Can we turn off the use of our candidates’ data to improve your own services? Good answer: Yes, in the order form.
6. What does the platform itself cost at our headcount? Good answer: One written figure, with training and services as separate lines.
7. What cap will you put on the 10% renewal rise, and will you confirm our notice date each year? Good answer: A capped percentage, and a written reminder before the 60-day deadline.
8. Will you put facial analysis and the Illinois case in a written clause naming AI Interviewer? Good answer: Yes, as a written clause.

Alternatives to HireVue, including buying nothing

If HireVue looks like more platform than you need, look at five other products. Eightfold and Talview Ivy are bought the same way, as part of a larger platform, on a quote. Apriora and HeyMilo are sold on their own, for high-volume hiring. Greenhouse Voice AI works deepest inside Greenhouse. Buying nothing is a sixth route.

If you run Greenhouse, its own interviewer needs no new supplier. It needs no security review and no procurement cycle either. Give it two weeks and see whether your recruiters use it.

Apriora and HeyMilo sell the interview alone, with no platform underneath. HeyMilo can move a candidate on or reject them automatically, once someone switches that on. Apriora’s Coordinator books the next interview by itself once a candidate clears your bar. Apriora says it does not auto-reject. Eightfold and Talview are the closer match if you want a platform. Neither publishes a price.

Buying nothing yet is a real option. HireVue helps most when recruiters cannot reach every applicant. AdventHealth, HireVue’s only named customer, makes around 25,000 hires a year. If your recruiters already reach every strong candidate, this contract may cost more effort than the screening saves. Our market guide weighs buying nothing against every product in this market.