# Async Video Interview Software

Run screening rounds without a calendar. Candidates record answers in the browser; your team reviews them side by side. GDPR, EU storage, no AI scoring.

Canonical page: [https://showintro.com/async-video-interviews](https://showintro.com/async-video-interviews)

## Async video interviews for tech hiring

An async video interview is a screening stage that needs no shared calendar slot. ShowIntro works two ways: find a candidate whose self-presentation is already recorded and invite them straight on – or send your own questions and get answers recorded in a single take.

Access is free for the duration of the beta.

### Two scenarios

Most roles call for both. Search is the primary instrument; a question round belongs where the answer genuinely affects the decision.

### Find a candidate who already recorded a presentation

The candidate records a self-presentation for their own profile, regardless of any vacancy. You find them in search, watch it and send the request – screening shrinks to a review, and never happens for the rest.

- A “has video intro” filter excludes text-only profiles
- The presentation plays straight from the result card
- The request attaches to the right vacancy immediately

### Send your own questions when the role requires it

When the decision turns on what a presentation cannot contain – a stack, a domain, a scenario – you compose a round of your own: up to ten questions, one take each, for a shortlist you have already narrowed.

- Your own questions, or ones from the shared pool
- Think time and answer length set per question
- An identical round for all – answers stay comparable

### How a round of your own questions runs

The second scenario end to end: four steps and roughly ten minutes of the recruiter’s working time.

PT10M

- **Composing the question set** — Up to ten questions per round, your own or from the shared pool. Think time and maximum answer length are set for each question separately.
- **Sending the link** — The candidate needs neither an account nor an installed application. The link works on a mobile device and carries a defined expiry.
- **The candidate records** — Recording takes place in the browser at a time convenient to the candidate, with background blur where required. Each question allows a single take, without a script and without concealed retakes.
- **Review and decision** — Answers are reviewed at increased playback speed, moving between questions. The shortlist is passed to the hiring manager by link; they sign in through Google or LinkedIn, with no separate registration.

What it replaces

The same screening stage before and after the move to an async format.

Screening call

Async round

### Who applies this approach

- **In-house teams** — A single recruiter runs several vacancies at once without spending half the working week on initial calls.
- **Recruitment agencies** — The client receives the candidate’s own answers rather than an account of them in a CV, so the shortlist needs no further justification.
- **Outstaffing and outsourcing** — English level and communication skills are evident within the first minutes – the first thing a client asks about.

### How recordings are handled

The questions candidates ask before they begin recording.

- **The recording belongs to the candidate** — The candidate determines whether the profile is private, link-only or open to search, and may delete a recording at any point.
- **GDPR compliance** — Data is stored within the EU, retention is bounded by the plan, and export or deletion is carried out from the account itself.
- **No algorithmic scoring** — The platform does not rank or filter candidates by facial expression or tone of voice. Its function is to record and organise the material; the decision rests with the recruiter.

### Frequently asked questions

- **How does an async video interview differ from a video CV?** — A video CV is a single recording the candidate prepares independently and addresses to every employer at once. An async video interview consists of answers to one recruiter’s questions, recorded in a single take with limited think time. The result therefore concerns that specific vacancy and remains comparable across candidates.
- **Do questions have to be sent to every candidate?** — No, and this is precisely the distinction between the two scenarios. The bulk of screening is carried out in search: candidates record a self-presentation for their own profile, and the recruiter filters, reviews and invites suitable candidates to the next stage. A round of your own questions is best reserved for the shortlist.
- **How often do candidates complete a round?** — The completion rate depends on the size of the round. The recommended format is up to ten questions and up to one minute per answer, with advance notice of the duration and of who will review the recordings. Drop-off begins at rounds lasting around forty minutes.
- **Can a candidate re-record an answer?** — No. Each question allows a single take with a visible think-time countdown. This is what keeps answers from different candidates comparable.
- **Does the hiring manager need an account?** — Yes, but there is nothing to create separately: the recruiter’s link leads to a Google or LinkedIn sign-in, with no password and no registration form. From there the hiring manager reviews the answers and reaches a decision.
- **Which languages does a round support?** — English and Ukrainian, including the combination in which questions are posed in one language and answers recorded in another. This makes it possible to assess English level without separate testing.
- **What does it cost?** — Use is free for the duration of the beta: every account runs on the Free plan. The published plans range from $19 to $169 per month and take effect once the beta concludes.

## More

- [All documents (llms.txt)](https://showintro.com/llms.txt)
- [Agent instructions](https://showintro.com/agents.md)
- Contact: support@showintro.com