AI recruiting software and AI interviewers, compared

AI recruiting software comes in three kinds: AI interviewers that an employer buys to screen its own applicants (HireVue, Interviewer.AI, Alex, HeyMilo, Ribbon, Sapia.ai, Tenzo AI, Talview, Eightfold and Paradox below), AI built into job boards and professional networks (LinkedIn, SEEK and Wellfound), and AI recruiters that bring you candidates their own AI has already interviewed or spoken to (Jack & Jill and ROUND.1). The ten interviewers differ in how the candidate answers (video, voice, phone, chat or text), what the AI hands back, the languages they claim and whether they publish a price. Eight of the ten say on their own pages that a person makes the hiring decision, and two publish prices. Every row quotes the vendor's own page as read on 15 October 2026, and nobody is ranked.

AI interviewers sold to employers

Your team runs these on its own applicants.

Source for each row: the vendor's own pages listed under Sources, read 15 October 2026. Workday's date is from its press release of 1 October 2025.

The same ten products, on who decides, bias audits and price:

Source for each row: the vendor's own pages listed under Sources, read 15 October 2026. Prices are written as the pages show them.

Talview and Eightfold take opposite positions on what the AI watches: Talview says Ivy reads non-verbal cues, while Eightfold says its interviewer does not analyse facial expressions, tone of voice or accent, and Sapia.ai's interview has no video at all. If that matters to you or to the rules where you hire, ask each vendor what its model takes as input.

AI inside job boards and professional networks

Some employers meet AI screening without buying an AI interviewer, because the job board or network they already post on runs it.

On SEEK, the pre-screen gathers answers and leaves the decision to the hirer, and Assist scores and ranks applicants.

AI recruiters that bring you candidates

These services bring you candidates their own AI has already spoken to or interviewed. Their pricing differs, and Jack & Jill's depends on where you are.

How agency and pay-on-hire pricing works more widely is in how much do recruiters charge.

What to check before you buy

Who decides

Eight of the ten interviewers say a person makes the hiring decision. Ask where in your process the product can reject or hold back a candidate without a person looking, and whether you can turn scores off. LinkedIn's help page, for one, says hirers can turn ratings off and "still receive an interview summary without a numerical rating".

What is scored

Ask what the model takes as input: the words only, or also video, voice or "non-verbal cues". Ask for the scoring rubric, and whether each score comes with the evidence behind it.

How candidates answer

A text interview (Sapia.ai) needs no camera, and neither do the phone and messaging channels that Alex, HeyMilo, Tenzo AI and Paradox offer. A video interview (Eightfold, Talview) does.

Languages

Ask for the list of interview languages. A count tells you little, and HeyMilo and Eightfold each give two different numbers on their own pages.

Bias audits and the rules where you hire

In Hong Kong and Singapore, the data protection regulators have published guidance on AI that covers hiring. Both are set out in what is an AI interview, and how to choose an assessment is in skills-based hiring.

This is general information, not legal advice; check the official source for your case.

How we compared

We read every vendor page on 15 October 2026 and quote each product as its own page describes it. No row uses a rival's description, a review site or an analyst estimate, so a cell says "not published" or "none named on the pages read" where the vendor's pages say nothing. Where a vendor's pages disagree with each other, as on HeyMilo's and Eightfold's language counts and Tenzo AI's interview channels, both versions are shown.

We picked AI interviewers sold to employers, the AI inside large job boards and networks, and AI recruiters that bring candidates. The list is not complete. Applicant tracking systems with AI features, sourcing-only tools and talent networks for contract work are left out. We did not test any product, so nothing here measures how well a product works, and the order in each table carries no meaning. LinkedIn's Hiring Pro row says only what LinkedIn's help pages say about who can use it. SEEK's rows quote its Hong Kong and Singapore employer pages, which carry the same text.

The ROUND.1 row is filled from /ai-info, the page ROUND.1 keeps for its own facts.

Where ROUND.1 fits

ROUND.1 is a hiring marketplace for Hong Kong and Singapore, built by h.work. Each candidate takes one AI first-round video interview, in a web browser with a camera and a microphone. It lasts about 20 minutes by default (roles can be shorter), 30 at most, and each role is interviewed in one language, English or Mandarin Chinese.

The interview is scored competency by competency, and each score is backed by quotes from the transcript. Accent, pronunciation, grammar, fluency, personality traits and protected characteristics are not scored. The same interview is reused for the other roles the candidate chooses, so a candidate is not interviewed again for each company.

A company first sees the scored evaluation without the candidate's name or contact details, which open when it shortlists the candidate. A person at the company decides whom to hire. Candidates pay nothing, nothing is charged before a hire, and there is no subscription. The full list of facts and limits is on ROUND.1, explained.