Which companies use video interviews? The master list by platform

A video interview is any hiring step where you answer on camera, either live or as a one-way recording against set questions. This page indexes employers that have used such platforms, organized by tool and traceable to a source. It reflects roughly 2023 to 2024 data, and processes change, so confirm with your recruiter which tool your interview uses.

Named employers that have used these platforms include Amazon, JPMorgan Chase, Unilever, IKEA, Nike, Toyota, Samsung, the PGA Tour, MIT, and Global Affairs Canada, alongside a long tail of universities, banks, health systems, and government agencies. If a recruiter has invited you to record video answers, this page helps you work out which platform you are likely on and what to expect. It is the master index for our per-platform lists. Below, each tool links to its full list of named employers, with the most recognizable companies called out and sourced.

What this data is, and what it is not

Before the list, a plain note on where these names come from, because the honesty matters more than the length of the roster.

The companies below trace to three kinds of public sources, and each carries a different weight:

• Recent job postings (roughly 2023 to 2024) where the employer’s own posting named the tool in its application or interview instructions. This is the strongest signal that a real role used it, though it still reflects one posting at one moment.
• Vendor case studies, where the platform names a company as a customer. Reliable that the company was a customer, but it is marketing, so expect success-story bias.
• Third-party customer databases (such as customer-database aggregators and FeaturedCustomers), which record a company as a customer but give the least detail about how or when, and are sometimes stale.

So this is a snapshot, not a live feed. A company named here may have switched vendors, changed its process, or dropped one-way interviews entirely since the data was gathered. A name appearing under one tool does not mean every role at that company uses it, and a company missing from the list is not evidence it avoids video interviews. Wherever a specific decision rides on it, the only authoritative source is your own invitation email and your recruiter. For the wider picture on how common these formats have become, see the state of asynchronous interviews, in data.

The index, by platform

HireVue

The best-known one-way platform, and the one with the deepest roster of recognizable names. Employers that have used HireVue include Amazon (a maintenance-technician posting said the video invitation would come from interviews@hirevue.com), JPMorgan Chase (summer analyst and insights programs), Sherwin-Williams, Humana, Unilever, IKEA, Nike, BP, Chevron, Carnival, Philips, and the FDA, plus banks, universities, and health systems.

See the full sourced roster on companies that use HireVue. For a single company, we have closer looks at whether Amazon, Unilever, Nike, IKEA, Chevron, BP, Humana, Comcast, Sherwin-Williams, and Carnival use a video interview. If you have one coming up, what a HireVue interview is like and how to do well in one walk through the mechanics, and HireVue alternatives covers the comparison.

Willo

A widely used one-way platform, strong across the UK, Europe, and the Middle East. Named employers that have used Willo include Toyota Great Britain, EDF, Samsung Singapore, Madison Reed, airBaltic, Endava, MyTutor, and Tunstall.

The full list, with sources, is on companies that use Willo. For individual companies, see whether Toyota, Samsung, EDF, and Madison Reed use a video interview. Candidates can also read the Willo candidate guide or compare Willo alternatives.

VidCruiter

Notable for its public-sector and government clients. Named employers that have used VidCruiter include Global Affairs Canada, the Australian Government (Department of the Prime Minister and Cabinet), Oregon Health Authority, Accor, RaceTrac, Medavie Blue Cross, and several school districts and colleges.

The full roster is on companies that use VidCruiter. For specific organizations, see whether Accor, RaceTrac, and Global Affairs Canada use a video interview. Candidates can read the VidCruiter candidate guide, and there are comparisons at VidCruiter alternatives and VidCruiter vs HireVue.

Spark Hire

Common with mid-market employers, schools, and search firms. Named employers that have used Spark Hire include the PGA Tour, the University of Pennsylvania, the University of Michigan (a police-captain posting named Spark Hire as its video vendor), Knox County Schools, and ORAU.

The full list is on companies that use Spark Hire. For individual organizations, see whether the PGA Tour and the University of Pennsylvania use a video interview. Candidates can read the Spark Hire candidate guide, and there are comparisons at Spark Hire alternatives and HireVue vs Spark Hire.

Jobma

Used across education, staffing, and global employers. Named employers that have used Jobma include MIT, the Bank of China, Dynata, Varsity Tutors, AMN Healthcare, and Wargaming.

The full roster is on companies that use Jobma. For individual organizations, see whether MIT and the Bank of China use a video interview. Candidates can also read the Jobma candidate guide.

Modern Hire

Worth a freshness note of its own. Modern Hire was acquired and folded toward HireVue, so it is increasingly a legacy name, but recent postings still reference it, especially in healthcare. Named employers that have used Modern Hire include Humana, Dominion Energy, Thrivent, Mercy, Swedish, and Providence Health & Services.

The full list is on companies that use Modern Hire. For one company, see whether Dominion Energy uses a video interview. Candidates can read the Modern Hire candidate guide. Because the platform is being merged into HireVue, treat a Modern Hire reference as especially likely to have changed, and confirm with your recruiter.

Companies that named a format, not a tool

Plenty of employers describe a “video interview,” “one-way video interview,” or “pre-recorded interview” in their postings without naming the vendor. That language is real and worth taking at face value, but it is less precise: a generic “video interview” can mean a live Zoom call rather than a recorded one-way.

Among companies whose recent postings referenced a video or one-way format without a named platform were BMW Group (a one-way video interview stage), Citizens (a video interview assessment), and Colorado State University Global (a pre-recorded video interview in the process), along with a long list of staffing firms and consultancies that simply run video rounds. If your invitation does not name a tool, do not assume which one it is. The format is what you prepare for, not the brand. See asynchronous versus synchronous interviews to tell a recorded one-way apart from a live call.

How to use this list

Three honest reminders before you act on any of it:

1. Go by your invitation, not the logo. The roster tells you a company used a tool for some role at some point. Your own email tells you what you are actually facing. If they disagree, your email wins.
2. Confirm the platform if it matters. If the invitation does not clearly name a tool, ask your recruiter. It is a normal question, and it changes how you prepare.
3. Prepare for the format, not the brand. One-way interviews across every platform share the same shape: set questions, recorded on your own schedule, time limits and retakes decided by the employer. How to prepare for an asynchronous interview and whether it is an AI interview apply no matter whose logo is on the screen.

For the broader data on how common these formats are, how candidates feel about them, and where the trend is heading, read the state of asynchronous interviews, in data.