§ The result
1 point separates VidCruiter and Interviewer.AI.
Within the Video interview cohort, VidCruiter edges Interviewer.AI by 1 point under rubric v1.0, 48 to 47. VidCruiter leads 5 of the 7 criteria, including Article 11 Technical Documentation, while Interviewer.AI leads 2, including Data Governance Disclosure. Article 11 Technical Documentation is both the widest raw gap and the heaviest weighted swing — Interviewer.AI 52, VidCruiter 58 — and at a 20% weight it carries 53% of the weighted advantage VidCruiter holds across the 5 criteria on that side of the table.
Vendor profile
Interviewer.AI
Interviewer.AI is an asynchronous AI video interview platform that pre-screens and scores candidates by analyzing recorded video responses and resumes against role-specific success factors, producing an "AI Score" breakdown to help recruiters shortlist.
Vendor profile
VidCruiter
VidCruiter is an enterprise recruitment platform combining live and pre-recorded video interviewing, structured interview workflows, automated scheduling, skills testing, automated reference checks, and AI features such as transcript-based AI Interview Scoring, AI Interview Notes, and AI fraud detection.
§ The record
Interviewer.AI and VidCruiter are both filed under Video interview AI. They also share 1 secondary category: Assessment.
Both are in scope of NYC LL 144, EU AI Act, Illinois HB 3773, Mobley v. Workday and Colorado AI Act.
| Record | Interviewer.AI | VidCruiter |
|---|---|---|
| Price tier | Mid | Enterprise |
| Headquarters | SG | CA |
| Founded | 2018 | 2012 |
§ What decides it
The criteria that move the gap, heaviest swing first.
20% weight · 36% of the movement so far
Article 11 Technical Documentation
Interviewer.AI 52 · VidCruiter 58
1.2 weighted points to VidCruiter
15% weight · 54% of the movement so far
Data Governance Disclosure
Interviewer.AI 60 · VidCruiter 56
0.6 weighted points to Interviewer.AI
18% weight · 71% of the movement so far
Bias Audit Transparency
Interviewer.AI 35 · VidCruiter 38
0.5 weighted points to VidCruiter
15% weight · 84% of the movement so far
FRIA Support
Interviewer.AI 35 · VidCruiter 32
0.4 weighted points to Interviewer.AI
12% weight · 92% of the movement so far
Human Oversight Design
Interviewer.AI 60 · VidCruiter 62
0.2 weighted points to VidCruiter
8% weight · 96% of the movement so far
Customer Documentation
Interviewer.AI 58 · VidCruiter 60
0.2 weighted points to VidCruiter
12% weight · 100% of the movement so far
Post-Market Monitoring
Interviewer.AI 32 · VidCruiter 33
0.1 weighted points to VidCruiter
Weighted delta is the raw difference times the criterion weight, so the 7 figures above sum to -1.2 — the difference between the two totals before either is rounded. Shares are of 3.3 points of movement counted without direction. The table below rounds each side to a whole number first, so its Δ raw total reads -1 beside that -1.2.
§ Category-by-category
Raw score per criterion, with weighted delta.
Δ is Interviewer.AI minus VidCruiter.
| Category | Weight | Interviewer.AI | VidCruiter | Δ raw | Δ weighted |
|---|---|---|---|---|---|
| Article 11 Technical Documentation | 20% | 52 | 58 | -6 | -1.2 |
| Bias Audit Transparency | 18% | 35 | 38 | -3 | -0.5 |
| FRIA Support | 15% | 35 | 32 | +3 | +0.4 |
| Data Governance Disclosure | 15% | 60 | 56 | +4 | +0.6 |
| Human Oversight Design | 12% | 60 | 62 | -2 | -0.2 |
| Post-Market Monitoring | 12% | 32 | 33 | -1 | -0.1 |
| Customer Documentation | 8% | 58 | 60 | -2 | -0.2 |
| Total | 100% | 47 (F) | 48 (F) | -1 | -1.2 |
§ Evidence
Cited sources and documented absences, criterion by criterion.
An absence is a finding, not a blank: the reviewer looked for a named artefact and recorded that it is not located. Where a source sits is a fact about hosting only.
| Criterion | Weight | Interviewer.AI | VidCruiter | ||||
|---|---|---|---|---|---|---|---|
| Cited | Absences | Audit / hosting | Cited | Absences | Audit / hosting | ||
| Article 11 Technical Documentation | 20% | 2 | 1 | Sources on the vendor's own domain | 2 | 1 | Sources on the vendor's own domain |
| Bias Audit Transparency | 18% | 1 | 1 | Sources on the vendor's own domain | 2 | 1 | Sources on the vendor's own domain |
| FRIA Support | 15% | 1 | 1 | Sources on the vendor's own domain | 1 | 1 | Sources on the vendor's own domain |
| Data Governance Disclosure | 15% | 2 | 1 | Sources on the vendor's own domain | 2 | 1 | Sources on the vendor's own domain |
| Human Oversight Design | 12% | 3 | 0 | Sources on the vendor's own domain | 2 | 0 | Sources on the vendor's own domain |
| Post-Market Monitoring | 12% | 1 | 1 | Sources on the vendor's own domain | 1 | 1 | — |
| Customer Documentation | 8% | 2 | 1 | Sources on the vendor's own domain | 2 | 1 | Sources on the vendor's own domain |
| All criteria | 100% | 12 | 6 | Sources on the vendor's own domain | 12 | 6 | Sources on the vendor's own domain |
Interviewer.AI has 18 evidence rows across 7 of 7 criteria — 12 with a source URL, 6 documented absences; VidCruiter has 18 evidence rows across 7 of 7 criteria — 12 with a source URL, 6 documented absences.
Provenance
The scores above are documented by 36 evidence rows on file for these two vendors: 18 for Interviewer.AI, across 1 distinct source domain, and 18 for VidCruiter, across 2 distinct source domains.
- Rubric
- v1.0
- Interviewer.AI last reviewed
- June 7, 2026 · HireAIScore editorial team
- VidCruiter last reviewed
- June 7, 2026 · HireAIScore editorial team
HireAIScore scores are editorial research, not legal advice, and no vendor pays for placement, scoring or removal — see the methodology, conflicts policy and terms.
§ Where next