Use case
Hire across time zones without losing a week to the calendar
Distributed hiring rarely fails on judgement. It fails on elapsed time: the days spent finding an hour that suits four calendars in three countries, and the candidate who accepts elsewhere while you are still looking. ProctoHire removes the rounds that never needed to be live.
- Async review
- No account
- A hiring manager can be sent a read-only share link rather than onboarded.
- Live interview
- In the browser
- Video, screen share, a shared editor and a whiteboard. No install, no third tool.
- Live interviews recorded
- No
- Stated plainly. Recording belongs to proctored assessments, not to interview rooms.
- Times shown in
- Your locale
- Timezone, currency and date order are set once and every screen follows them.
One-way video screening
The round that most obviously does not need two diaries to agree: fifteen minutes of a candidate answering the same five questions every other candidate answered.
You build a kit — an ordered set of questions, prep time and an answer limit for each, how many retakes a candidate may have, and an intro from you as video or as text so the candidate is not talking into a void. Each invited candidate gets one unguessable link. There is no account, no password and nothing to install: the link is the whole thing, and it is checked for expiry on every request rather than once at the start.
Prep time and answer limits
Set per question, so a question that deserves thirty seconds of thought gets it and one that does not, does not.
Retakes are a policy, not a favour
How many attempts a candidate has is declared up front and enforced server-side, so nobody is negotiating over it by email afterwards.
Reviewers score each answer
Per-answer scores and a recorded decision, rather than a general impression formed at the end of the fifth video.
Share without onboarding
A read-only link can be minted for a hiring manager who has no account here, which is what stops async review dying at the first person who cannot be bothered to sign up.
Live interviews in the browser
Video and audio over WebRTC, screen sharing, an editor both people can type in, and a whiteboard for the parts that are easier drawn.
Nothing to install and no third tool with a fourth login. The candidate opens a link; the interviewer opens the same room with the kit, the scorecard and the candidate's earlier rounds already beside it, so the interview is informed by the screen rather than starting from scratch.
What the room does produce is a structured record: the same questions, the same rating scales, a written reason and a clear recommendation. Two interviewers on two continents filling in the same scorecard are judging the same thing, which is the actual problem distributed panels have.
Scheduling without the email thread
The single largest source of elapsed time in a remote process, and the least interesting.
- Interviewers publish availability once. Working hours, buffers and the kinds of round they take, rather than answering "are you free Thursday" forty times a quarter.
- Candidates book themselves. A link that shows real slots in the candidate's own timezone. Nobody converts anything by hand, which is where the 3am interview comes from.
- Rounds can move on their own. A candidate who passes a stage can be invited to the next one automatically, so the pipeline does not wait on somebody remembering.
- Everything prints in one locale. The timezone, currency and date order your organisation set are honoured everywhere — including on the offer letter, where a date written the American way round to a European candidate is a real problem.
The AI interviewer, and the limits written into it
A structured, turn-taking interview a candidate can take at any hour, which is genuinely useful across a twelve-hour time difference — and the single most regulated thing in this product.
It runs from a plan you approve, it takes turns rather than reading a list, and it writes a scorecard. What it cannot do is decide. There is exactly one code path in this product that writes a decision about a candidate, and it requires a signed-in person with a role and records who they were. The AI has no route to it.
What a candidate is told, and where that wording comes from
Five jurisdictions regulate this differently and disagree with each other on the details: New York City requires notice ahead of use and a published bias audit; the EU AI Act treats employment as high-risk and requires meaningful information about the logic involved and a route to a human; Illinois requires consent before an AI video interview; Colorado requires a right to appeal to human review; Maryland requires written consent before facial recognition. Hardcoding any one of them produces a product that is wrong in four markets, so the notice is data: your organisation's own wording, falling back to a per-jurisdiction baseline, falling back to a global one, and the product records which of the three it used.
The consent record stores the full text the candidate actually saw, verbatim, with a hash of it. If you later edit your notice, candidates are asked again rather than carried along on an agreement to different words — and a withdrawal is a new record, never an edit, so the sequence of records is the history.
From decision to signed offer, in the same record
The reason a hire takes six weeks is rarely any single step. It is that each step lives in a different system and somebody has to carry the candidate between them. Stages, the automation attached to each one, the funnel behind it, and the offer letter at the end are all in one place here — the offer is generated from your template, sent as a link, and accepted through it, so the decision and the paperwork are not in two systems that disagree about who accepted what.
For the team doing the hiring
Single sign-on
OIDC and SAML, configured per organisation, with the option to require it so nobody keeps a password to your candidate data.
Directory deprovisioning
SCIM 2.0. When your directory marks somebody inactive, every access and refresh token they hold dies on their next request — not whenever their session happened to expire.
Roles that are actually scoped
Administrators, delegated sub-administrators and interviewers, with per-module permissions, so a contract interviewer sees the round they are on and not your salary bands.
A scoped API and webhooks
Candidates, assessments, invitations, sittings, interviews, pipeline runs and offers. Keys are read-only unless you deliberately widen them, and only an account owner can mint one.
Where candidate data physically lives, how long each kind of it is kept, and which other companies touch it are on security and data protection — including the certifications this product does not hold.
Elsewhere on this site
Security and data protection
Tenant separation, retention, erasure, sub-processors — and the certifications this product does not hold.
Pricing
The plan ladder, what one assessment means as a billing unit, and how a plan actually gets set today.
Buyer FAQ
GDPR, retention, appeals, dropped connections, and what happens when the evidence is inconclusive.
Proctoring and integrity evidence
What a sitting records, what raises a finding, what each finding is worth, and the signals this product deliberately refuses to score.
Replace one round and measure the week you get back
Take the round in your process that never needed to be live — usually the first screening call — and run it as a one-way kit for a fortnight. It is the cheapest change available to a distributed team and the easiest to reverse.