Remote interview tools have changed how teams grow and hire. Traditional interviews often rely on phone-screening every applicant to figure out who's worth talking to — a process that becomes unsustainable when you're hiring across multiple roles or dealing with high applicant volume.
Asynchronous interviews offer a different approach. They allow hiring teams and candidates to participate in the process at separate times, without needing to meet live. Organizations using asynchronous formats achieve a 90% candidate response rate, compared to 60-70% for traditional methods, due to flexible scheduling.
This method is increasingly used by remote-first and async companies. It supports a more flexible and structured way to evaluate applicants, especially when hiring across regions.
What are asynchronous interviews?
Asynchronous interviews are interviews where candidates record their answers to a set of predefined questions on their own time.
Unlike live interviews, asynchronous interviews don't happen in real-time. The interviewer and the candidate don't need to be present at the same moment.
In an asynchronous video interview, questions are delivered in advance, often as text or recorded videos. Candidates respond by recording their answers and submitting them through a platform or system.
Many organizations use asynchronous video interviews during early screening stages to assess communication skills, experience, or role fit. AI-driven asynchronous interviews
Many organizations use asynchronous video interviews during early screening stages to assess communication skills, experience, or role fit.
Why they work well for remote hiring
Asynchronous interviews work well for remote hiring because they remove the need for both the interviewer and candidate to be available at the same time. This format allows participants to complete their part of the interview process on their own schedule.
Remote teams often include people working from different time zones. Asynchronous interviews allow each person to take part without scheduling live meetings or adjusting work hours to match others.
Companies that hire remotely may receive applications from many countries. Asynchronous video interviews help these companies include candidates from any location without arranging live calls or travel.
Key factors that support the use of asynchronous interviews in remote hiring include:
- Screening capacity: Review more candidates in less time without adding phone screens to your calendar.
- Faster screening: Move candidates through your process without waiting for calendar availability.
- Consistent experience: Every candidate receives the same questions in the same format.
- Global talent access: Companies can interview candidates regardless of where they live.
Asynchronous interviews offer specific advantages for both employers and candidates. These benefits relate to time, communication, evaluation, and access. For instance, companies report getting hours back every week that would otherwise be spent on phone screens.
Benefits for both sides of the interview
Asynchronous interviews offer specific advantages for both employers and candidates. These benefits relate to time, communication, evaluation, and access.
For hiring teams, asynchronous video interviews make it possible to screen more candidates without spending more time in meetings. This helps teams move through the early stages of hiring more efficiently.
For candidates, the format allows more control over when and where they interview. This can reduce stress and help them present their best selves without the pressure of a live conversation.
| Benefit | For employers | For candidates |
|---|---|---|
| Time savings | Can review multiple responses at once | Can complete interviews outside work hours |
| Scheduling | No coordination needed between calendars | Can interview without taking time off |
| Collaboration | Teams can review recorded responses together | Everyone gets the same interview experience |
| Cost | Fewer resources used for live interviews | No travel or schedule changes required |
| Evaluation | Same questions make comparison easier | Equal format supports fair review |
| Flexibility | — | Can interview from any location |
| Comfort | — | Can prepare and record in a comfortable setting |
Common challenges and solutions
While asynchronous interviews offer many benefits, they also come with challenges. Here are the most common issues and how to address them:
Tech barriers: Some candidates may not be familiar with video recording or may have limited internet access.
To solve this, use platforms with simple, user-friendly interfaces and provide clear instructions. Offer alternatives when possible, such as phone recordings.
Missing personal connection: Without live interaction, it can be harder to build rapport or get a feel for company culture.
Address this by recording welcoming intro videos that show your team's personality. For later interview stages, consider adding live conversations to complement the asynchronous parts.
Candidate hesitation: Some people may feel uncomfortable recording themselves or unsure about the process.
Reduce this by explaining the process clearly, providing sample questions, and letting candidates know how their videos will be used and stored.
Fair assessment: Without back-and-forth conversation, some skills might be harder to evaluate.
Use candidate assessment software that allows you to create structured questions that target specific skills and use consistent evaluation criteria for all candidates. Consider adding assessments that measure what AI can't fake — like personality tendencies, situational judgment, or work environment preferences — to get signal beyond what candidates can rehearse or generate. Having multiple reviewers also helps make evaluation more consistent.
How to set up asynchronous video interviews
Here are the four steps involved in setting up an asynchronous screening process.
1. Pick the right tools
Choose a platform designed for asynchronous screening. Look for features like:
- Easy recording and uploading for candidates
- Secure storage of video responses
- Options for reviewers to leave comments or ratings
- Time limits for responses to keep things consistent
Many hiring platforms now include asynchronous interview features, or you can use specialized tools designed just for this purpose.
2. Create effective questions
Good questions are clear, specific, and reveal useful information about the candidate. They should work well in a recorded format without needing additional explanation.
Examples of effective questions:
- "Describe a project you completed with a remote team. What made it successful?"
- "How do you organize your work when managing multiple deadlines?"
- "What's your approach to communicating with team members in different time zones?"
The best structure for a one-way interview typically involves between 5-7 questions to respect candidates' time. Allow 1-3 minutes for each response.
3. Set clear expectations
Help candidates understand exactly what to expect and how to succeed in an asynchronous interview. Provide:
- Clear instructions for accessing and using the platform
- Information about how many questions they'll answer and how long they have for each
- Technical requirements (camera, microphone, internet connection)
- Timeline for when they should complete the interview and when they'll hear back
Being transparent about the process helps candidates prepare properly and reduces anxiety about this format.
4. Review responses consistently
Create a structured way to evaluate asynchronous interview responses so all candidates are assessed fairly:
- Use a scoring rubric with specific criteria for each question
- Have multiple team members review each candidate
- Take notes on specific examples from responses, not just general impressions
- Compare candidates based on the same criteria
This approach helps you evaluate candidates based on consistent criteria and documented responses rather than impressions from a single conversation.
Best practices for async companies
Here are four ways to hire asynchronously.
1. Communicate early and clearly
Let candidates know about the asynchronous interview format from the beginning, ideally in the job posting. This gives them time to prepare mentally and technically.
Provide detailed information about what to expect, including:
- How the process works
- Why you use this format
- What they'll need (equipment, quiet space, time)
- How their responses will be used
Clear communication helps candidates feel more comfortable with this approach and reduces drop-offs during the process.
2. Support candidates through the process
Make the asynchronous screening experience as smooth as possible by offering support:
- Provide a way for candidates to ask questions before or during the process
- Create resources like FAQs or short tutorial videos
- Allow practice recordings so candidates can get comfortable with the platform
- Send friendly reminders about deadlines
Remember that this format may be new to many candidates. A little support goes a long way in helping them show their best selves.
3. Keep the process fair
Fairness is essential in any hiring process, but especially in asynchronous formats where candidates don't get to interact directly with interviewers:
- Use the same questions for all candidates applying to the same role
- Train reviewers to recognize and reduce potential bias
- Include diverse perspectives in the review process
- Document evaluation criteria and decisions
These practices help support more structured evaluation that you're selecting candidates based on their qualifications rather than subjective impressions.
4. Learn and improve
Gather feedback to continuously improve your asynchronous interview process:
- Ask candidates about their experience
- Track metrics like completion rates and time-to-hire
- Review which questions provide the most useful insights
- Adjust your approach based on what you learn
Each hiring round is an opportunity to refine your process and make it work better for both your team and your candidates.
Scaling your remote hiring
As your team grows, asynchronous screening with AI-assisted review becomes even more valuable. It allows you to handle increasing numbers of candidates without proportionally increasing the time spent in interviews.
You can scale this approach by:
- Adding more reviewers to share the evaluation workload
- Refining your questions based on what you've learned works best
- Creating role-specific question sets for different positions
- Automating parts of the process, like sending invitations and reminders
Many async companies have successfully used this approach to hire hundreds of employees across multiple countries and time zones. The key is maintaining consistency in your process while adapting to the specific needs of different roles and teams.
Making the shift to asynchronous interviews
Asynchronous interviews can transform your remote hiring process by making it more efficient, fair, and accessible to candidates worldwide.
This approach aligns perfectly with the flexibility of remote work, allowing both candidates and hiring teams to participate on their own schedules.
To begin using asynchronous interviews, start small by adding them to one stage of your hiring process. Select an asynchronous video interview platform like Truffle, create your one-way video interview questions, and give both candidates and reviewers clear guidance on how it works.
FAQs about asynchronous video interviews
What makes asynchronous interviews different from regular video interviews?
Asynchronous video interviews don't happen in real-time. Candidates record answers to pre-set questions whenever it's convenient for them, and hiring teams review these recordings later. Regular video interviews require everyone to be present at the same time, like a traditional in-person interview but conducted over video call.
How long should candidates spend on an asynchronous interview?
The entire process typically takes 20-30 minutes for candidates. Each question usually allows 1-3 minutes for a response. Keeping the total time reasonable shows respect for candidates' time while still gathering enough information to make screening decisions.
Can asynchronous interviews completely replace live interviews?
Most companies use asynchronous interviews as one part of their hiring process, typically for initial screening, rather than replacing live interviews entirely. Later stages often include some form of synchronous conversation to build personal connection and allow for deeper discussion.
How do candidates typically feel about asynchronous video interviews?
Many candidates appreciate the flexibility of completing interviews on their own schedule. Some may feel nervous about recording themselves, but clear instructions and the chance to re-record answers can help reduce anxiety. The key is providing good support and explaining why this format is used.
The TL;DR
Remote interview tools have changed how teams grow and hire. Traditional interviews often rely on phone-screening every applicant to figure out who's worth talking to — a process that becomes unsustainable when you're hiring across multiple roles or dealing with high applicant volume.
Asynchronous interviews offer a different approach. They allow hiring teams and candidates to participate in the process at separate times, without needing to meet live. Organizations using asynchronous formats achieve a 90% candidate response rate, compared to 60-70% for traditional methods, due to flexible scheduling.
This method is increasingly used by remote-first and async companies. It supports a more flexible and structured way to evaluate applicants, especially when hiring across regions.
What are asynchronous interviews?
Asynchronous interviews are interviews where candidates record their answers to a set of predefined questions on their own time.
Unlike live interviews, asynchronous interviews don't happen in real-time. The interviewer and the candidate don't need to be present at the same moment.
In an asynchronous video interview, questions are delivered in advance, often as text or recorded videos. Candidates respond by recording their answers and submitting them through a platform or system.
Many organizations use asynchronous video interviews during early screening stages to assess communication skills, experience, or role fit. AI-driven asynchronous interviews
Many organizations use asynchronous video interviews during early screening stages to assess communication skills, experience, or role fit.
Why they work well for remote hiring
Asynchronous interviews work well for remote hiring because they remove the need for both the interviewer and candidate to be available at the same time. This format allows participants to complete their part of the interview process on their own schedule.
Remote teams often include people working from different time zones. Asynchronous interviews allow each person to take part without scheduling live meetings or adjusting work hours to match others.
Companies that hire remotely may receive applications from many countries. Asynchronous video interviews help these companies include candidates from any location without arranging live calls or travel.
Key factors that support the use of asynchronous interviews in remote hiring include:
- Screening capacity: Review more candidates in less time without adding phone screens to your calendar.
- Faster screening: Move candidates through your process without waiting for calendar availability.
- Consistent experience: Every candidate receives the same questions in the same format.
- Global talent access: Companies can interview candidates regardless of where they live.
Asynchronous interviews offer specific advantages for both employers and candidates. These benefits relate to time, communication, evaluation, and access. For instance, companies report getting hours back every week that would otherwise be spent on phone screens.
Benefits for both sides of the interview
Asynchronous interviews offer specific advantages for both employers and candidates. These benefits relate to time, communication, evaluation, and access.
For hiring teams, asynchronous video interviews make it possible to screen more candidates without spending more time in meetings. This helps teams move through the early stages of hiring more efficiently.
For candidates, the format allows more control over when and where they interview. This can reduce stress and help them present their best selves without the pressure of a live conversation.
| Benefit | For employers | For candidates |
|---|---|---|
| Time savings | Can review multiple responses at once | Can complete interviews outside work hours |
| Scheduling | No coordination needed between calendars | Can interview without taking time off |
| Collaboration | Teams can review recorded responses together | Everyone gets the same interview experience |
| Cost | Fewer resources used for live interviews | No travel or schedule changes required |
| Evaluation | Same questions make comparison easier | Equal format supports fair review |
| Flexibility | — | Can interview from any location |
| Comfort | — | Can prepare and record in a comfortable setting |
Common challenges and solutions
While asynchronous interviews offer many benefits, they also come with challenges. Here are the most common issues and how to address them:
Tech barriers: Some candidates may not be familiar with video recording or may have limited internet access.
To solve this, use platforms with simple, user-friendly interfaces and provide clear instructions. Offer alternatives when possible, such as phone recordings.
Missing personal connection: Without live interaction, it can be harder to build rapport or get a feel for company culture.
Address this by recording welcoming intro videos that show your team's personality. For later interview stages, consider adding live conversations to complement the asynchronous parts.
Candidate hesitation: Some people may feel uncomfortable recording themselves or unsure about the process.
Reduce this by explaining the process clearly, providing sample questions, and letting candidates know how their videos will be used and stored.
Fair assessment: Without back-and-forth conversation, some skills might be harder to evaluate.
Use candidate assessment software that allows you to create structured questions that target specific skills and use consistent evaluation criteria for all candidates. Consider adding assessments that measure what AI can't fake — like personality tendencies, situational judgment, or work environment preferences — to get signal beyond what candidates can rehearse or generate. Having multiple reviewers also helps make evaluation more consistent.
How to set up asynchronous video interviews
Here are the four steps involved in setting up an asynchronous screening process.
1. Pick the right tools
Choose a platform designed for asynchronous screening. Look for features like:
- Easy recording and uploading for candidates
- Secure storage of video responses
- Options for reviewers to leave comments or ratings
- Time limits for responses to keep things consistent
Many hiring platforms now include asynchronous interview features, or you can use specialized tools designed just for this purpose.
2. Create effective questions
Good questions are clear, specific, and reveal useful information about the candidate. They should work well in a recorded format without needing additional explanation.
Examples of effective questions:
- "Describe a project you completed with a remote team. What made it successful?"
- "How do you organize your work when managing multiple deadlines?"
- "What's your approach to communicating with team members in different time zones?"
The best structure for a one-way interview typically involves between 5-7 questions to respect candidates' time. Allow 1-3 minutes for each response.
3. Set clear expectations
Help candidates understand exactly what to expect and how to succeed in an asynchronous interview. Provide:
- Clear instructions for accessing and using the platform
- Information about how many questions they'll answer and how long they have for each
- Technical requirements (camera, microphone, internet connection)
- Timeline for when they should complete the interview and when they'll hear back
Being transparent about the process helps candidates prepare properly and reduces anxiety about this format.
4. Review responses consistently
Create a structured way to evaluate asynchronous interview responses so all candidates are assessed fairly:
- Use a scoring rubric with specific criteria for each question
- Have multiple team members review each candidate
- Take notes on specific examples from responses, not just general impressions
- Compare candidates based on the same criteria
This approach helps you evaluate candidates based on consistent criteria and documented responses rather than impressions from a single conversation.
Best practices for async companies
Here are four ways to hire asynchronously.
1. Communicate early and clearly
Let candidates know about the asynchronous interview format from the beginning, ideally in the job posting. This gives them time to prepare mentally and technically.
Provide detailed information about what to expect, including:
- How the process works
- Why you use this format
- What they'll need (equipment, quiet space, time)
- How their responses will be used
Clear communication helps candidates feel more comfortable with this approach and reduces drop-offs during the process.
2. Support candidates through the process
Make the asynchronous screening experience as smooth as possible by offering support:
- Provide a way for candidates to ask questions before or during the process
- Create resources like FAQs or short tutorial videos
- Allow practice recordings so candidates can get comfortable with the platform
- Send friendly reminders about deadlines
Remember that this format may be new to many candidates. A little support goes a long way in helping them show their best selves.
3. Keep the process fair
Fairness is essential in any hiring process, but especially in asynchronous formats where candidates don't get to interact directly with interviewers:
- Use the same questions for all candidates applying to the same role
- Train reviewers to recognize and reduce potential bias
- Include diverse perspectives in the review process
- Document evaluation criteria and decisions
These practices help support more structured evaluation that you're selecting candidates based on their qualifications rather than subjective impressions.
4. Learn and improve
Gather feedback to continuously improve your asynchronous interview process:
- Ask candidates about their experience
- Track metrics like completion rates and time-to-hire
- Review which questions provide the most useful insights
- Adjust your approach based on what you learn
Each hiring round is an opportunity to refine your process and make it work better for both your team and your candidates.
Scaling your remote hiring
As your team grows, asynchronous screening with AI-assisted review becomes even more valuable. It allows you to handle increasing numbers of candidates without proportionally increasing the time spent in interviews.
You can scale this approach by:
- Adding more reviewers to share the evaluation workload
- Refining your questions based on what you've learned works best
- Creating role-specific question sets for different positions
- Automating parts of the process, like sending invitations and reminders
Many async companies have successfully used this approach to hire hundreds of employees across multiple countries and time zones. The key is maintaining consistency in your process while adapting to the specific needs of different roles and teams.
Making the shift to asynchronous interviews
Asynchronous interviews can transform your remote hiring process by making it more efficient, fair, and accessible to candidates worldwide.
This approach aligns perfectly with the flexibility of remote work, allowing both candidates and hiring teams to participate on their own schedules.
To begin using asynchronous interviews, start small by adding them to one stage of your hiring process. Select an asynchronous video interview platform like Truffle, create your one-way video interview questions, and give both candidates and reviewers clear guidance on how it works.
FAQs about asynchronous video interviews
What makes asynchronous interviews different from regular video interviews?
Asynchronous video interviews don't happen in real-time. Candidates record answers to pre-set questions whenever it's convenient for them, and hiring teams review these recordings later. Regular video interviews require everyone to be present at the same time, like a traditional in-person interview but conducted over video call.
How long should candidates spend on an asynchronous interview?
The entire process typically takes 20-30 minutes for candidates. Each question usually allows 1-3 minutes for a response. Keeping the total time reasonable shows respect for candidates' time while still gathering enough information to make screening decisions.
Can asynchronous interviews completely replace live interviews?
Most companies use asynchronous interviews as one part of their hiring process, typically for initial screening, rather than replacing live interviews entirely. Later stages often include some form of synchronous conversation to build personal connection and allow for deeper discussion.
How do candidates typically feel about asynchronous video interviews?
Many candidates appreciate the flexibility of completing interviews on their own schedule. Some may feel nervous about recording themselves, but clear instructions and the chance to re-record answers can help reduce anxiety. The key is providing good support and explaining why this format is used.
Try Truffle instead.
