myInterview built its name around one-way video interviewing and asynchronous screening. But today, buyers need to evaluate it a little differently. myInterview is now part of Radancy, which means you are no longer looking at a clearly standalone video interview product in the same way you once were.
That does not automatically make it a worse choice. For larger organizations, being part of a broader talent acquisition platform may be a plus. But for lean teams, it introduces a fair question: how clearly does myInterview still stand on its own inside a much larger enterprise ecosystem?
What is myInterview?
myInterview started as a dedicated video interviewing platform designed to help teams screen candidates asynchronously. At its core, it is still a video-first screening tool: employers set questions, candidates record responses on their own time, and hiring teams review interviews without the back-and-forth of phone screens and early scheduling.
That simplicity is part of the appeal. But the context has changed. Because myInterview now sits under Radancy, buyers are no longer just comparing a focused point solution. They are assessing a product that appears to be part of a broader enterprise hiring stack.
For some teams, that is a benefit. For others, it raises questions about pricing clarity, implementation effort, product focus, and whether the original lightweight appeal will remain intact over time.
What is Radancy?
Radancy is a recruiting software company that serves larger employers with a broader hiring platform. Its offering spans employer branding, candidate attraction, screening, scheduling, hiring events, and other recruiting workflows, with a strong emphasis on AI and automation.
That matters here because it changes how buyers should think about myInterview. This is no longer just a decision about a standalone one-way video interview tool. It is also a decision about a product that now appears to sit inside a much larger platform. That can be appealing for enterprise buyers. It can also create uncertainty for smaller teams that want straightforward pricing, a clear product roadmap, and a tool that feels purpose-built rather than absorbed into a suite.
myInterview pricing and plan structure
Historically, myInterview pricing started at $59 per month for 2 jobs, 5 users, and 30 interviews per month. But since the move into Radancy, public pricing appears to be much less visible.
That makes the buying process feel less straightforward than it once did. When a product transitions into a broader platform, packaging can get harder to read from the outside. Buyers may need to work harder to understand what is still part of the original myInterview product, what now sits under Radancy, and what that means for cost, onboarding, and ownership.
What myInterview gets right
Based on user feedback across review sites, there are a few things myInterview seems to do particularly well.
1. The candidate experience is strong
myInterview makes the process easy for candidates. They can record on their own schedule, re-record if they fumble an answer, and complete the interview in a mobile-friendly interface. That matters more than vendors often admit. A clunky candidate experience kills completion rates.
There is also room for branding. Teams can add their logo, intro videos, and custom questions, even on lower tiers. SMS invites help too, especially when email alone is not enough to get candidates to finish the process.
2. It is easy for teams to collaborate
One practical strength is how easy it is to share interviews internally. Hiring managers do not necessarily need a full login just to review candidates. Secure links make it easier for busy operators to watch, comment, and weigh in without extra setup.
That kind of low-friction collaboration is useful when the real bottleneck is getting decision-makers to actually review candidates.
3. It integrates with common ATS tools
myInterview connects with several well-known applicant tracking systems, including Greenhouse, Workable, Pinpoint, and JobAdder. Teams can also use Zapier or the API to automate workflows, such as inviting every new applicant to complete a video screen.
That makes it easier to fit into an existing recruiting stack rather than forcing teams into a separate manual process.
4. Support seems accessible
Another notable strength is support availability. Live chat has been positioned as available around the clock, including on lower-tier plans. That stands out in a category where support is often gated behind higher pricing tiers.
Where it falls short
The bigger limitations show up once you move beyond basic video collection and start asking whether the platform actually helps you shortlist candidates faster and more accurately.
1. The AI appears fairly surface-level
myInterview offers AI recruiting features such as automated shortlisting and phrase analysis through Taira. But from a buyer’s perspective, the bigger question is how much usable context those features actually provide.
If recruiters mainly get scores, flags, or prompts without strong summaries or evidence, they still end up doing the hard part themselves: watching most of the interview to understand what the candidate actually said and whether it matters.
2. There is no real knockout logic
This is a meaningful gap for teams dealing with volume. If a candidate fails a must-have requirement, such as work authorization, certification, or license status, you want that surfaced immediately.
Without structured knockout logic, recruiters still have to hunt through responses to find obvious disqualifiers. That slows down shortlisting and limits automation where it matters most.
3. It is limited as an assessment layer
myInterview is primarily a video Q&A tool. It does not appear to offer a broader built-in assessment framework for things like personality tendencies, situational judgment, or work environment preferences.
That matters because video alone only tells part of the story. If a team wants screening signals that go beyond communication style and self-presentation, they may need to bolt on separate tools.
4. Feature gating starts relatively early
Historically, one of the tradeoffs with myInterview was that useful features started to stack up in higher plans. Bulk invites, live interviews, analytics, and broader scale often pushed buyers upmarket.
That is not unusual in this category. But it does matter for smaller teams that want a simple, all-in-one screening workflow without hitting plan limits quickly.
5. The Radancy transition adds uncertainty
This is the biggest strategic issue surrounding myInterview right now. Not because the product suddenly stopped working, but because its identity feels less clear than it once did.
When a point solution gets folded into a broader enterprise platform, buyers naturally start asking different questions. Will it remain a clearly defined screening product? Will it become more tightly packaged into a larger suite? Will support, roadmap, and pricing remain easy to understand for smaller teams?
Those are fair questions. And when you are choosing software you want to rely on for years, product clarity matters almost as much as product features.
7 ways to get more out of myInterview
If you do choose myInterview, here are a few ways to make it work harder for you:
- Customize the landing page so the experience feels branded and intentional
- Add an intro video to make the process feel warmer and more human
- Use SMS invites to improve completion rates
- Keep answer windows short so reviews stay manageable
- Turn on re-recording so candidates do not drop off after one bad take
- Export transcripts where available for easier documentation and review
- Watch interviews at faster playback speeds to get through more candidates
Truffle is a stronger myInterview alternative for teams that need more than video
Truffle and myInterview both help teams screen candidates asynchronously. The difference is what happens after the candidate responds.
myInterview is fundamentally a video interview tool. Truffle is a broader candidate screening software that combines resumes, one-way interviews, qualification questions, and built-in assessments in one system.
That means Truffle goes further in a few important ways:
- AI summaries with match scores: Every candidate gets a structured summary and match score against your criteria, so hiring teams can prioritize review faster
- Qualification questions built into the workflow: You can surface or filter out candidates who miss essential requirements before wasting time deeper in the funnel
- Built-in assessments: Personality, situational judgment, and work-environment-fit assessments help teams evaluate things that resumes and video alone often miss
- A workflow built for shortlisting: Instead of just collecting candidate responses, Truffle helps teams move from applicant pile to shortlist with clearer evidence and less manual review
So which screening approach makes sense for your team?
If you are hiring for a small number of roles and mainly want a clean way to collect video responses, myInterview may still be enough. It has a straightforward candidate experience, basic collaboration, and the kind of simplicity that many teams want from asynchronous interviewing.
But if your real problem is screening volume, not just collecting videos, the limitations become more obvious. You need more than a video response library. You need a workflow that helps you separate signal from noise quickly and consistently.
That is where Truffle has the stronger case. It combines resume data, video responses, qualification logic, and assessments in one flow, then uses AI to surface the evidence so your team can decide faster.
Final thoughts on myInterview
Asynchronous interviewing is no longer differentiated by the ability to record candidate responses. That part is table stakes.
What matters now is whether the platform helps you capture better screening signals and act on them without forcing your team to watch every minute of every interview.
myInterview still offers a usable video-first screening experience. But its move under Radancy adds a layer of uncertainty around product clarity, pricing visibility, and long-term positioning. For some buyers, that will be fine. For others, it will feel like unnecessary ambiguity.
Truffle is the better fit for teams that want a more focused screening workflow, stronger built-in evaluation tools, and clearer help getting from applicants to shortlist.
