100Hires vs VidCruiter
Compare VidCruiter's native video and structured-interview depth with a broader 100Hires AI ATS workflow for sourcing, outreach, AI Score, pipelines, scheduling, live Zoom interviews, and job distribution.
Independent review-platform ratings: 100Hires has 4.8 out of 5 on G2 and 4.9 out of 5 on Capterra.
Choose the workflow that matches the job
VidCruiter documents native pre-recorded and live video, structured guides, scorecards, scheduling, recordings, transcripts, and AI-assisted evaluation. 100Hires connects sourcing, outreach, AI Score, pipelines, scheduling, live Zoom interviews, and job distribution.
Choose VidCruiter when native video and structured-interview depth are decisive. Choose 100Hires when a broader ATS workflow matters. This comparison is based on current public product information.
100Hires vs VidCruiter feature comparison
The table uses current first-party product information. It compares verified workflows and does not treat a feature that was not found in public documentation as absent.
100Hires
100Hires has no verified native one-way video
This difference matters if recorded screening is central to your process. 100Hires has no verified native one-way or asynchronous video interview workflow.
It supports questionnaires, candidate self-scheduling, and live Zoom interviews through an integration. That is not the same product experience as VidCruiter's native pre-recorded video.
A team built around recorded answers, reusable video questions, and structured review of those recordings should validate this limitation before switching to 100Hires. VidCruiter may remain the better fit for that requirement.
If the need is candidate-controlled booking followed by a live conversation, review the 100Hires interview scheduling software workflow.
Score each applicant against the same role criteria
100Hires AI Score evaluates the candidates a recruiter chooses against criteria written for that job. It returns a 0-100 overall result, per-criterion scores, and a summary for recruiter review.
The result helps organize the review; it does not replace the recruiter's hiring judgment.
Teams can use the same role criteria across applicants, review the per-criterion scores, and decide which profiles need a closer read. See the full AI resume screening workflow for criteria, knockout questions, and recruiter review.
Test the work that happens outside the interview
Use one externally sourced profile to test outreach, AI Score, pipeline movement, self-scheduling, and a live Zoom interview during the trial.
If the selected plan includes contact enrichment, have the recruiter add the profile, choose the contact fields to look up, use AI Email Composer to draft an outreach message, and set up a Nurture campaign for follow-up.
When the candidate replies, have the recruiter use a reply rule in a Nurture campaign to move the candidate to the stage the team chooses. This tests whether outreach to sourced candidates stays connected to the hiring record.
Then test an inbound applicant. Have the recruiter run AI Score against criteria written for the job and inspect the 0-100 result and individual criterion scores.
Compare the output with the resume and application record. The recruiter remains responsible for interpreting the evidence and deciding what happens next.
Finally, have the recruiter send a self-scheduling link, confirm availability in the connected team calendar, and create a live Zoom interview through the integration.
Find contact details for sourced profiles
Contact enrichment can look for the contact fields your team selects on eligible plans. Recruiters choose the requirements, keep the result on the candidate record, and decide whether that profile should enter an outreach workflow.
- Choose contact fields
- Set search requirements
- Keep results in the ATS
Follow up while preserving the candidate's pipeline stage
Nurture campaigns schedule candidate follow-up and can move a candidate to the chosen stage after a reply. A campaign can combine email or SMS steps with timing and reply rules, then stop after the candidate replies.
- Scheduled follow-up
- Reply-based stage move
- Email or SMS steps
Write candidate emails from the hiring record
AI Email Composer gives recruiters saved prompts for role-aware outreach and follow-up inside 100Hires. The recruiter can start a draft using the candidate and job context, edit it, and approve the message before it is sent.
- Saved outreach prompts
- Role-aware drafts
- Edit before sending
Published 100Hires pricing, VidCruiter request pricing
100Hires publishes three plans with listed prices and lets buyers start a trial directly. The 14-day trial does not require a credit card.
These are the published base prices for the smallest employee band shown. Selecting a larger employee band can change the price. The annual totals below are calculated by multiplying each plan's monthly price for annual billing by 12.
- Start base price: $99 monthly or $49 per month billed annually, a derived annual total of $588. It includes up to 3 jobs, 100 candidates, 1 user, and 100 monthly AI credits.
- Advanced base price: $249 monthly or $199 per month billed annually, a derived annual total of $2,388. It includes unlimited jobs, candidates, and users, with 300 monthly AI credits on monthly billing or 1,000 on annual billing.
- Pro base price: $499 monthly or $399 per month billed annually, a derived annual total of $4,788. It includes Advanced features, contact enrichment, onboarding support, and data migration for eligible annual customers, with 3,000 monthly AI credits on monthly billing or 5,000 on annual billing.
Feature access and usage limits vary by plan, so confirm the plan that covers the workflow you intend to test.
VidCruiter asks buyers to request pricing. Its pricing page does not publish comparable plan pricing.
Check current limits on the 100Hires pricing page, then request a VidCruiter quote for the scope your team needs.
This gives buyers a published price from 100Hires to compare with a VidCruiter quote based on the requested scope.
During the trial, use one role to test how sourcing, outreach, screening, scheduling, and pipeline work connect in 100Hires.
For some teams, interview depth is the deciding factor. For others, fewer handoffs across sourcing, outreach, screening, scheduling, and pipeline work matter more.
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