Video interview software for staffing agencies, priced by candidate and not by recruiter
Video interview software for a staffing agency lets recruiters put every applicant for a requisition through the same short recorded interview, then send the client a shortlist backed by something more than a résumé. VoxScreen charges by the number of new candidates in a month and nothing else: open jobs and recruiter seats are unlimited on every plan, including a permanent free plan for 50 candidates a month, and the agency's logo goes on the interview and the invitation email at no cost. It has an API and webhooks. It has no native connector to Bullhorn or any other staffing system, which for some agencies settles the question.
Where screening breaks down
An agency's unit of work is the requisition, and requisitions don't arrive evenly. One client sends six in a week and then nothing for a month. Software priced per open role or per recruiter punishes exactly that shape: you pay for the busiest week all year, or you archive live jobs to make room for new ones.
The phone screen is where the margin goes. A recruiter who spends the morning asking thirty people the same four questions has produced notes the client will never read. What the client wanted was a reason to trust the three names on the shortlist, and a line of recruiter's shorthand next to each name is not that.
Candidates in agency pipelines are also the ones least available at ten on a Tuesday. They are on shift somewhere else, which is why they are on an agency's books. Every call that has to be scheduled is a day added to time-to-submit, and the agency that submits second usually doesn't place.
How a round runs
- Build one interview per requisition, or one per job family and reuse it. VoxScreen drafts questions and scoring criteria from the job description the client sent; edit them to what this client actually cares about.
- Send the link from wherever your candidates are sourced. It can go in a job post, a text, or an email from your own system, and the API can invite candidates directly when a record is created.
- Candidates record on their phone outside working hours. Each one counts against your allowance once, the first time their email is added, and never again, however many requisitions you later put them forward for.
- Every recruiter on the desk reviews the same ranked list, with transcripts and per-criterion scores. Seats cost nothing, so a resourcer, a consultant and the account lead can all be in it.
- Pick the shortlist and take the evidence to the client: what each candidate said, in their own words, against criteria the client recognises. A webhook can push the score and summary to your own system the moment a candidate is scored.
What it replaces
The recruiter's first-round call
The call is the same questions thirty times. Recording it once and reviewing answers in a batch is the difference between screening a requisition in a morning and screening it in a week of callbacks.
Shorthand notes as the reason for a submission
A transcript and a score against named criteria can be checked by someone who wasn't on the call. That matters twice: when the client asks why this candidate, and when a candidate asks why not them.
Per-seat and per-job pricing
A candidate allowance follows the work you actually did. Ten requisitions with forty applicants each cost the same as one requisition with four hundred, and adding a recruiter to the desk changes nothing.
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 |
|---|---|---|---|
| A solo recruiter with three open requisitions | 45 | Free | $0/mo |
| A small agency: ten requisitions, 40 applicants each | 400 | Starter | $39/mo |
| A light-industrial desk filling 30 seats a month | 1,500 | Premium | $149/mo |
The tools you're probably comparing
Agencies tend to compare on a different set of rows from in-house teams: whether there is anything to run a real requisition on before paying, what the first paid month costs, what it costs to put the agency's brand in front of candidates, and whether the tool can be wired into the system the desk already works in.
| Tool | Free plan, not a trial | Entry price | Custom branding (logo and colors) | Public API and webhooks |
|---|---|---|---|---|
| VoxScreen Our product | Yes, 50 candidates a month | $39/mo | Yes, on the free plan too | Yes, REST and webhooks |
| Spark Hire | No | $249/mo | From $249/mo. Extra brands cost more | Not stated on their site |
| Hireflix | No | $75/mo | Every plan, from $75/mo | GraphQL + webhooks |
| InterviewStream | Not stated on their site | Not stated on their site | Not stated on their site | Open API |
| Truffle | No | $49/mo | Every plan, from $49/mo | Not stated on their site |
- Spark Hire. Sources: sparkhire.com/pricing · VoxScreen vs Spark Hire
- Hireflix. Sources: hireflix.com/pricing , help.hireflix.com · VoxScreen vs Hireflix
- InterviewStream. Sources: interviewstream.com , interviewstream.com/interview-on-demand , interviewstream.com/company/security · VoxScreen vs InterviewStream
- Truffle. Sources: hiretruffle.com/pricing · VoxScreen vs Truffle
When this is the wrong tool
- Your desk runs on Bullhorn and the interview has to live inside the candidate record without anyone building anything. InterviewStream lists a Bullhorn integration. VoxScreen offers an API and webhooks, which means someone on your side does the wiring. VoxScreen vs InterviewStream
- Each client must see their candidates under their own brand, on their own domain. VoxScreen puts your agency's logo and colors on the interview and keeps its own name on the page. Hireflix sells custom domains. VoxScreen vs Hireflix
- You want the applicant tracking system and the video interview from one vendor on one annual contract. Spark Hire sells both, along with reference checks. VoxScreen vs Spark Hire
- You run executive or retained search. With five candidates who were each approached personally, asking them to record answers to a link is the wrong first impression. Call them.
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.
Roles agencies fill in volume
Hiring for the agency itself
Common questions
Do we pay per recruiter or per open job?
Neither. Team members and active jobs are unlimited on every plan, the free one included. The only thing that varies by plan is how many new candidates you add in a month, so the bill tracks placements work and not headcount.
If we submit the same candidate to several clients, do they count more than once?
No. A candidate counts the first time their email address is added to your account. Inviting the same person to a second or a tenth interview later is free, which suits a bench of candidates you place repeatedly.
Can clients see only their own candidates?
Not as team members. Someone you add to the account sees the same candidates, transcripts and scores your recruiters do, across every job. For client delivery, most agencies are better served by sending the shortlist themselves or by pushing scored results into their own system through the API or a webhook.
Is this white label?
No, and the difference matters for an agency. Your logo and colors go on the pages candidates record in and on the invitation email, on every plan. The interview is still served from voxscreen.com and VoxScreen's name stays on it. If your client contracts require your own domain, that is a reason to choose a tool that sells one.
Does it integrate with our ATS or staffing system?
Through a public REST API and signed webhooks, both included on every plan. You can invite candidates from your own system and receive an event when a candidate is invited, finishes recording, or is scored, carrying the overall score, the spoken language level and the AI summary. There are no native, click-to-install connectors for staffing systems, so plan for a developer or an automation tool to sit in between.
Can we screen for language level on bilingual or customer-facing requisitions?
Yes. Every scored interview carries a CEFR spoken-language level from A1 to C2 in English, Spanish, French, German or Brazilian Portuguese, on every plan. It arrives in the webhook as its own field, so a requisition that needs B2 English can be filtered on it. It is a screening read, not a certificate.
What happens in a month when a client sends far more work than usual?
You move up a plan for that month and back down afterwards. Paid plans are monthly with no annual contract, and the allowance resets each month. Above the Premium allowance there is no larger published plan, which is the point at which a flat-priced tool is the better buy.
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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