That is not an oversight. It is a segmentation decision, and understanding it will save you a fortnight.
What HireVue actually publishes
As of 20 July 2026, HireVue's pricing page names two packages — Essential and Premium — and publishes no prices for either. The page routes you to a demo request or an ROI calculator.
Source: HireVue pricing.
We are not going to tell you what HireVue costs. You will find numbers circulating in blog posts and comparison articles. Nearly all of them trace back to competitor-authored content, none of them are sourced to HireVue, and repeating an unverified figure about a rival is both unfair and untrustworthy. If HireVue publishes a price, we will cite it. Until then, the honest and genuinely useful fact is this: HireVue is quote-only, and quote-only is itself the signal.
Why quote-only tells you what you need to know
Vendors that publish prices are selling to buyers who will make a decision without a salesperson. Vendors that don't are selling to buyers who expect procurement, security review, and a contract negotiation — and who are worth the cost of a sales cycle.
HireVue is not alone here. All quote-only, verified 20 July 2026:
- HireVue — Essential / Premium packages, no published prices (source)
- Greenhouse — Core / Plus / Pro; states pricing is "customized based on your company's hiring needs" (source)
- Sapia.ai — per-hire pricing, and states the technology is "designed to best serve companies that hire more than 500 people per year" (source)
That last one is admirably direct. If you hire twenty people a year, Sapia is telling you plainly that you are not their buyer. HireVue does not say it out loud, but the absence of a price says it.
If you are a ten-person company in Hong Kong hiring for six roles, the problem is not that HireVue is expensive. It is that the sales motion is not built to reach you at all. You will get a demo, a discovery call, and a proposal, and the process will take longer than your hiring does.
What small teams should compare instead
Here is the field that will actually sell to you, with published prices, verified 20 July 2026.
| Vendor | Published price | What you get for it | Caveat worth knowing |
|---|---|---|---|
| Willo | Growth $279/mo monthly, or $209/mo billed annually | Up to 4 users | 2 assessments per month on Growth. Scale is $409/mo monthly ($307 annual) for 10/mo and up to 20 users (source) |
| Metaview | Free / $100 / $300 per user/mo | Sourcing, notetaking, application review | Not an AI interviewer. It records and summarises interviews humans run (source) |
| Workable | $299/mo Standard, $599 Premier, $719 Enterprise | Full ATS + HR suite | Video interviews are a $109/mo add-on on Standard. AI credits metered: 5,000 for $600 (source) |
| Ashby | $400/mo Foundations, up to 100 employees | All-in-one recruiting | Plus and Enterprise tiers are quote-only (source) |
| Manatal | $15/user/mo annual ($19 monthly) | ATS, up to 15 jobs | An ATS — it tracks applicants, it does not interview them (source) |
| NiceHire | $99/mo Team, $299 Business, $999 Enterprise | AI resume vetting + AI first-round interview + ranked shortlist | 60 / 200 / 600 AI-interview minutes included. No free trial on employer plans |
Read the Willo row twice. $279/month for two assessments is roughly $140 per candidate screened at the entry tier. That may be perfectly sensible for senior hires. For screening sixty applicants for a graduate intake, it is not the right shape. Published pricing lets you work that out in thirty seconds — which is the whole argument for publishing it.
And now read our own row with the same scepticism. NiceHire's $99 is the lowest flat monthly price in this table, but that comparison flatters us in one specific way: Manatal at $15/user is cheaper than we are for any team under about seven seats. It is a different product, but if price is your constraint that difference is not going to comfort you. And the 60 minutes on Team is a genuine allowance, not a trial — but it is 60 minutes. Price your own volume before comparing stickers.
So: "small team" on this page means a team too small for HireVue's sales motion, not a team on a shoestring. If you are three people hiring twice a year, the honest recommendation further down this page is an ATS, or nothing.
What NiceHire does
NiceHire runs the first round and hands back a ranked shortlist.
A candidate applies. Their resume is vetted against the role and scored, with a structured summary. They are then interviewed from a defined question set — the same questions, in the same order, as every other applicant for that role, with the interviewer free to ask follow-ups and to rephrase a question a candidate does not understand. The interview produces a transcript and a structured evaluation: technical, communication and cultural-fit scores each out of 100, plus recorded strengths and gaps. You receive a ranking, with the reasoning attached to each name.
Each stage has a passing threshold, and you control what happens at it. Auto-reject below the threshold is off by default, which routes every below-threshold candidate to a human for review; it can be switched on per stage if you want automatic rejection. In manual progression mode nobody advances or is rejected without a person deciding. We would rather state the default than let you discover it.
Pricing is a flat monthly platform fee with no per-seat component, with AI-interview minutes included and metered usage beyond the allowance:
| Plan | Price | AI-interview minutes | Video overage | Voice overage |
|---|---|---|---|---|
| Team | $99/mo | 60 included | $0.59/min | $0.295/min |
| Business | $299/mo | 200 included | $0.53/min | $0.265/min |
| Enterprise | $999/mo | 600 included | $0.41/min | $0.205/min |
Voice interviews are billed at half the video rate at every tier. There is no per-user or per-seat component on any plan — adding recruiters, hiring managers or observers does not change the platform fee. Current plans are always on the pricing page.
The flat part is the point. Every additional recruiter, hiring manager or interviewer you give access to costs nothing. That is the opposite of the per-seat model most of this category uses, and it is the honest version of our pricing argument — not that we are always cheaper, because against a two-seat Manatal licence we are not.
The thing worth buying this for
Most of this category sells speed. Speed is real, and it is also the least interesting thing about an AI first round.
The question that actually arrives later is: why did this candidate not progress?
If your screening happened in someone's head on a Thursday afternoon across 300 CVs, you cannot answer it. Not to a rejected candidate, not to your CHRO, and not to a regulator. If it happened through a structured first round, you can: here are the questions, here is what they said, here is how it scored, and here is the same rubric applied to everyone else.
A note on compliance, stated carefully
Regulatory attention on AI in hiring is rising, and vendors in this category are not always careful about what they promise. So, precisely:
NiceHire cannot make you compliant with any bias-audit law, and no vendor can. Where an independent bias audit is required — New York City Local Law 144 is the clearest example — the audit must be performed by an independent auditor. A vendor's own assertion is not a substitute and never has been.
What a structured first round leaves behind is a record, and we would rather describe ours accurately than call it something grander. A completed screening stores the interview transcript against the application, along with the scores, the recommendation, and the recorded strengths and gaps. Every applicant to a role is asked from the same question set, in the same order.
Three limits on that record, because they matter to anyone actually planning to rely on it. The transcript is whatever the interview provider returns, so a session that ends early can be stored without one. Re-running a screening clears the previous attempt's transcript rather than keeping both. And the interview template is stored as a live reference rather than a snapshot, so editing a template changes what the record says about interviews that already happened.
Those are real gaps and they are on our list. We are not going to describe this as an audit trail until they are closed.
What it is good for today is the ordinary version of the question: when someone asks why a candidate did not progress, there is something to look at other than a recollection.
Common questions
How much does HireVue cost?
HireVue does not publish prices. Its pricing page names an Essential and a Premium package and routes you to a demo request. Any specific dollar figure you find online is not sourced to HireVue, and we will not repeat one.
What is the cheapest HireVue alternative that publishes its price?
Among the tools on this page, Manatal at $15/user/month is the cheapest — but it is an applicant tracking system, not an AI interviewer. Of the tools that actually run or assess interviews, NiceHire's Team plan at $99/month flat is the lowest published flat price in the table above.
Does NiceHire offer a free trial?
Not on employer plans. The free trial advertised on the NiceHire site applies to individual job-seeker plans. Workable's 15-day trial and Manatal's 14-day trial are both genuinely available without a card, and if a hands-on trial is how you buy software, that is a point against us.
When HireVue is genuinely the right answer
To be fair to them:
- You hire at genuine enterprise scale — thousands of candidates, multiple countries, campus programmes. HireVue has been doing this for a long time and has the operational depth for it.
- You need deep integration into an enterprise HCM stack and have the IT resource to run that project.
- Your procurement process requires a named vendor with enterprise references and a security questionnaire answered by a dedicated team. That is a legitimate requirement and a real differentiator.
- You have a budget cycle, a business case, and six months. The sales motion will fit you.
If two or more of those are true, take the demo. This page is not for you.
When to look elsewhere
- You want to know the price before you talk to anyone.
- You hire tens, not thousands, per year.
- You need something running this month, not next quarter.
- Your buying committee is you.
If that is the shape of it, compare the published-price vendors above on volume and on what the output actually is — a tracked pipeline (Manatal, Workable), a recorded human interview (Metaview), a one-way video assessment (Willo), or a scored and ranked first round with a transcript per candidate (NiceHire). They are meaningfully different products, and the price is the least of the differences.