High-volume hiring software that ranks every applicant and rejects none of them
High-volume hiring software exists for the moment a role draws more applicants than a team can speak to. VoxScreen handles the first round of that: every applicant gets the same short recorded interview from one link, each answer is transcribed and scored against a rubric the team wrote, and the list comes back ranked. Ranking is a sort order and not a filter, so no applicant is removed by a score. Plans are sized by new candidates a month and stop at 2,000, which makes this a tool for a team screening hundreds or low thousands, not for an enterprise program screening tens of thousands.
Where screening breaks down
Volume changes what a first round is for. With twenty applicants you are looking for the best one. With six hundred you are trying not to lose the forty good ones in the pile, and the honest description of most high-volume processes is that the pile gets cut by something arbitrary: the first hundred to apply, a keyword, whoever picked up the phone.
Phone screening doesn't scale down gracefully either. Three hundred applicants at fifteen minutes each is seventy-five hours of calls, most of them spent establishing things that could be heard in ninety seconds. Teams respond by shortening the call until it tells them nothing, or by adding screeners, who then disagree with each other because nobody wrote down what a good answer was.
The software sold for this problem often solves it by rejecting people automatically. That is fast, and it moves the arbitrary cut from a person to a threshold nobody can explain to a candidate who asks. It is also the part of AI in hiring that regulators have started writing rules about.
How a round runs
- Write the rubric before the questions. At volume the criteria do the work, because five reviewers will be reading scores against them. VoxScreen drafts both from the role; keep three or four criteria you can each describe in a sentence.
- Publish one link in the posting itself, so recording an answer is the application's next step and not a separate email three days later. Invitations can also be sent through the API as applications arrive.
- Applicants record when they can. Nothing is scheduled, so a posting that draws two hundred people on a weekend has two hundred answers waiting on Monday instead of two hundred calls to book.
- Review from the top of the ranked list down. Each answer shows its transcript and a score per criterion, so a reviewer can confirm or overturn a score in seconds and spend real attention on the middle of the list, where the calls are close.
- Split the review across the team at no extra cost. Seats are unlimited, every reviewer sees the same rubric, and the candidates below your line are still there if the first cohort doesn't fill the class.
What it replaces
The arbitrary first cut
First-come, keyword and résumé-skim cuts all discard people before anyone has heard them. A two-minute answer from every applicant costs the team nothing to collect, so the cut can be made on evidence.
A bank of phone screeners
Screeners spend most of each call on logistics and pleasantries. Reviewing recorded answers against a shared rubric is several times faster per candidate and far more consistent between reviewers.
Automatic rejection
A sort order gets you the same speed without a decision nobody made. The strongest answers are at the top, every score can be traced to a transcript, and a person still makes each call.
What it costs at your volume
Plans differ in one thing: how many new candidates you add in a month. A candidate counts once, the first time their email address is added, and never again. Everything else is the same on every plan.
| Situation | New candidates a month | Plan | Price |
|---|---|---|---|
| One posting that drew 300 applicants | 300 | Starter | $39/mo |
| A hiring class of 40, about 30 applicants a seat | 1,200 | Premium | $149/mo |
| A regional rollout drawing 5,000 applicants a month | 5,000 | Above every published plan | — |
The tools you're probably comparing
At volume the comparison turns on pricing shape more than on features. These four are the ones high-volume teams most often weigh: a flat-priced interview tool, a credit-metered screening tool, and two enterprise platforms that publish no prices at all.
| Tool | Free plan, not a trial | Entry price | Team members included | AI scoring against a rubric you write |
|---|---|---|---|---|
| VoxScreen Our product | Yes, 50 candidates a month | $39/mo | Unlimited, on every plan | Yes |
| Hireflix | No | $75/mo | Unlimited | Not stated on their site |
| Truffle | No | $49/mo | Unlimited | Yes |
| HireVue | Not stated on their site | Not stated on their site | Not stated on their site | Assessments and interview insights |
| VidCruiter | Not stated on their site | Not stated on their site | Not stated on their site | AI scoring, notes and summaries |
- Hireflix. Sources: hireflix.com/pricing , help.hireflix.com · VoxScreen vs Hireflix
- Truffle. Sources: hiretruffle.com/pricing · VoxScreen vs Truffle
- HireVue. Sources: hirevue.com/pricing , hirevue.com/platform · VoxScreen vs HireVue
- VidCruiter. Sources: vidcruiter.com , vidcruiter.com/pricing · VoxScreen vs VidCruiter
When this is the wrong tool
- You screen more than the Premium allowance every month, or you want one flat price however many people respond. Hireflix sells unlimited responses on every paid plan. Past a certain volume a per-candidate allowance is simply the more expensive shape, and this is where it tips. VoxScreen vs Hireflix
- You hire at enterprise scale across campus, hourly and technical tracks, with Workday, SAP or Oracle as the system of record and security certifications on the vendor questionnaire. That is what HireVue is built for. VoxScreen holds none of those certifications. VoxScreen vs HireVue
- You need requisition approval, scheduling, reference checks and applicant tracking from one vendor. VidCruiter sells all of them. VoxScreen is only the interview step. VoxScreen vs VidCruiter
- The résumé pile is the bottleneck and you want it cut before anyone records anything. Truffle screens résumés as its cheapest action. VoxScreen doesn't read résumés. VoxScreen vs Truffle
Interview questions for these roles
Each guide gives the questions in full, with what a strong answer sounds like and a scorecard to rate against. No sign-up.
Contact centers and support
Stores, floors and routes
Common questions
How many candidates can VoxScreen handle in a month?
The plans are sized by new candidates a month: the free plan, Starter and Premium, with Premium the largest published allowance. The table above works out which plan a given volume lands on. There is no published plan above Premium, so a team that exceeds it every month should look at a flat-priced tool instead.
Does the AI reject applicants below a score?
No, and there is no setting that makes it. Scores sort the list. They never remove anyone from it, and every applicant stays visible to every reviewer. If you want a cut-off, a person applies it, with the transcript and the per-criterion scores in front of them.
What does the AI actually score?
The words of each answer, read from the transcript, against each criterion in the rubric you wrote. It also reads a CEFR spoken-language level from the audio. It doesn't analyze faces, expressions, tone of voice as a proxy for personality, or anything else about how a person looks.
Will completion rates hold up with hourly applicants?
They depend more on the interview than on the tool. Short interviews with visible time limits, sent at the moment of application, complete far better than long ones sent days later. Candidates need no account and no app, they can record on a phone, and any question can be voice only. Expect some drop-off anyway, and treat it as information: an applicant who won't spend six minutes is telling you something about the next six months.
Can several reviewers work the same list without paying per seat?
Yes. Team members are unlimited on every plan. This is not rare among interview tools, and the table shows who else includes it. What is rarer is being able to use those seats on a plan that costs nothing.
Can we send applicants in from our ATS automatically?
Yes, through the REST API, which can invite candidates to an interview as they apply, and webhooks, which report back when each one is invited, finishes, and is scored. Both are on every plan. It is an API integration, not a native ATS plug-in, so it needs a developer or an automation tool on your side.
Is one-way video fair to applicants at this scale?
It is more consistent than what it replaces: every applicant gets the same questions, the same time and the same rubric, which is not true of three hundred phone calls made by four people. It is not the same as fair. It disadvantages people without a quiet place to record and people who are uneasy on camera, so allow voice-only answers and offer a call to anyone who asks.
Try it on a real role
Set up an interview in five minutes, send one link, and read the ranked results. The free plan takes 50 candidates a month and needs no card.
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