If you're searching for WedgeHR alternatives, you're probably trying to solve one of two problems:
- You like one-way video interviews, but want a faster way to review and shortlist.
- You need a different setup (pricing, integrations, candidate flow, or enterprise controls) than WedgeHR is built for.
This guide compares seven tools that can replace or complement WedgeHR for early-stage screening. It's not a "best tools" list. It's a "pick the right fit for your position and hiring volume" list.
What WedgeHR is (and who it's built for)
WedgeHR is a one-way (asynchronous) video interview platform built to remove scheduling friction in early screening. It's designed for high-volume hiring environments like franchises, restaurants, healthcare, and distributed hiring teams.
From a workflow perspective, WedgeHR is straightforward: you create a structured interview, invite candidates, and review recorded responses in a central dashboard. The platform emphasizes a browser-based candidate experience (including mobile) and collaboration features for teams that need to share candidates with others.
Notable WedgeHR features include:
- AI Summaries: Short summaries of candidate answers intended to reduce review time.
- Showcase Links: Shareable viewing links for distributed decision-making without requiring every viewer to log in.
- QR code interviewing: An on-site, scan-to-start flow geared toward walk-in or hourly hiring.
If that's exactly your world, WedgeHR can be a solid fit. Alternatives usually come into play when you want a different "shape" of screening: more automated prioritization, a simpler price point, deeper enterprise controls, or a broader recruiting suite.
WedgeHR pricing snapshot
WedgeHR's pricing changes over time, but their public pricing has included:
- Core: $150/month (or ~$120/month billed annually)
- Pro: $400/month (or ~$320/month billed annually)
- Enterprise: contact sales
If you're comparing tools, this matters because many "alternatives" are really just different pricing and packaging for the same core workflow: one-way video + review.
Why teams look for WedgeHR alternatives
Most teams don't switch because "WedgeHR is bad." They switch because their bottleneck changes.
Common reasons:
- Pricing and packaging mismatch: WedgeHR publishes multiple tiers (including higher-priced plans), and some teams want a flat, transparent plan that's easier to budget.
- Review workflow: One-way video only helps if review gets faster. If reviewers still have to watch everything end-to-end, the time savings can disappear.
- Different hiring motion: Franchises and restaurants may love QR codes, while corporate teams may care more about structured scoring, auditability, or SSO.
- Integrations: If your ATS/HCM stack is different, "supported" can still mean "clunky" in practice.
- Candidate experience: Some teams want audio-first options, shorter flows, or more flexibility in how candidates respond.
WedgeHR alternatives at a glance
Pricing below is based on published info or "contact sales" where pricing isn't public. Always confirm current pricing and what's included.
Below is a quick breakdown by tool.
1. Truffle: one-way interviews + faster review
Best for: Lean teams hiring for communication-heavy positions (support, sales, ops) where the biggest problem is "too many candidates, not enough time."
How it works: Candidates complete a one-way interview. Truffle transcribes responses and analyzes them against your criteria, then surfaces:
- An AI Match percentage (match percentage, not "quality")
- Short AI summaries of what stood out
- Candidate Shorts (highlight clips so you can jump to the most relevant moments)
The point is simple: you still review the candidate, but you don't have to start from scratch on every recording.
Pricing: Starter is free. Growth is $99/month. Scale is $249/month. No contracts. No cancellation fees.
When it's a better fit than WedgeHR: You like one-way interviews, but your pain is reviewer time. You want more prioritization (match percentage + highlights), not just a place to store videos.
WedgeHR vs. Truffle (quick gut check)
If you want the simplest way to choose between WedgeHR and Truffle, ask:
- Is the bottleneck scheduling? Both help by moving the first round async.
- Is the bottleneck review time? Look for match percentage + highlights to prioritize review.
- Is the bottleneck distributed approvals? Share links can matter a lot in franchise-style hiring.
- Is pricing a constraint? Compare public monthly plans, then confirm what's included in each tier.
2. Spark Hire: video interviewing, no AI prioritization
Best for: Teams that want one-way interviews (and optionally live video) with a familiar "watch, rate, share" workflow.
What it's good at: Simple video interviewing with collaboration. For teams with strong reviewer discipline (structured scorecards, calibration), it can work well.
Tradeoff vs. WedgeHR: If you're switching because review still takes too long, a video-only tool may not solve the bottleneck by itself.
Related: /alternative/spark-hire.
3. Willo: compliance-flavored one-way interviewing
Best for: SMB to mid-market teams that like one-way interviews but care a lot about compliance-related features.
What it's good at: One-way interviews with workflows geared toward compliance needs and checks.
Tradeoff vs. WedgeHR: If your focus is pure speed-to-shortlist (not compliance), you may prefer a tool that prioritizes review efficiency.
4. Hireflix: lightweight one-way interviews
Best for: Small teams that want a clean one-way interview step, and prefer simplicity over a broader suite.
What it's good at: Getting from "invite" to "recorded answers" without a lot of configuration.
Tradeoff vs. WedgeHR: If you're choosing an alternative because you want richer collaboration, deeper integrations, or anything enterprise-y, lightweight tools can feel limiting.
5. Jobma: multiple formats in one platform
Best for: Teams that want to mix interview formats (video, audio, written, coding) depending on the position.
What it's good at: Breadth. If you hire across very different roles, having multiple formats in one place can be appealing.
Tradeoff vs. WedgeHR: More breadth usually means more setup decisions. If your team wants a single, repeatable flow for high-volume screening, "more options" can slow adoption.
Related: /alternative/jobma.
6. VidCruiter: broader suites (and a longer runway)
Best for: Mid-market and enterprise teams that want video interviewing as part of a broader recruitment suite.
What it's good at: A wider set of modules (beyond one-way interviews) and a more enterprise-style implementation.
Tradeoff vs. WedgeHR: If you're a lean team trying to move this week, enterprise-style suites can feel heavy.
7. HireVue: enterprise workflows and assessments
Best for: Large organizations that need enterprise governance, controls, and talent assessment software in addition to video interviews.
What it's good at: Programs with formal procurement, security requirements, and multi-step workflows.
Tradeoff vs. WedgeHR: If you're switching to get away from complexity and long setup cycles, enterprise platforms may move you in the wrong direction.
How to choose among WedgeHR alternatives
If you want to decide quickly, match the tool to the bottleneck:
If the bottleneck is reviewer time: Choose a tool that helps you prioritize review (transcripts, summaries, match percentage, highlights) instead of just collecting videos.
If the bottleneck is "we need distributed approval": Look for strong sharing flows (share links, privacy controls) so hiring teams can review without account sprawl.
If the bottleneck is hourly hiring speed: QR-code or text-first funnels can matter more than fancy dashboards. Keep the candidate flow short.
If the bottleneck is enterprise controls: Prioritize SSO, admin controls, and structured workflows over "fast setup."
Don't skip integrations (even if they're "supported")
Before you commit to any one-way interview tool, get specific about what "integration" means for your stack:
- Does it create a candidate record or just paste a link somewhere?
- Do completions move stages automatically?
- Do transcripts/summaries write back to structured fields (not just notes)?
- Can you run the same flow across multiple locations without manual admin work?
WedgeHR has emphasized integrations and partnerships in high-volume environments (including ATS/HCM ecosystems like Greenhouse and others). If you're switching away from WedgeHR, make "what syncs where" a first-week test, not a later surprise.
Where Truffle fits (and where it doesn't)
Truffle is not a general-purpose assessment library. It's built for the step most teams still do manually: the phone screen.
If your goal is "replace first-round screens with one-way interviews and get to a shortlist faster," that's where Truffle is strongest. If your goal is "give every candidate a validated skills test," you'll want an assessment-first platform.
FAQs on WedgeHR alternatives
How long does it take to switch from WedgeHR to another tool?
For a one-way interview tool, setup is usually measured in minutes to a couple of hours. The real work is agreeing on questions and a rubric so reviews stay consistent.
Do one-way interviews hurt candidate experience?
They can if the interview is too long or unclear. Keep it to 3–5 questions, set expectations up front, and don't make candidates create accounts or download apps.
Should one-way interviews replace live interviews?
Usually no. They're best for early screening so you can spend live time on the finalists.
Can one-way interviews work for technical positions?
They can help with communication and problem framing, but they won't replace work samples or coding tasks if your position requires them.
What's the simplest way to pilot an alternative?
Pick one position you hire often, run one week of candidates through the new flow, and measure review time, completion rate, and shortlist quality.
