비디오 인터뷰 플랫폼 시장 : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the video interviewing platform market size was valued at USD 2.76 billion in 2025 and estimated to grow from USD 3.13 billion in 2026 to reach USD 6.29 billion by 2031, at a CAGR of 14.98% during the forecast period (2026-2031).

This report is Segmented by Platform Interface (Web-Based Platforms, and Mobile Applications), Deployment Model (Cloud-Based, On-Premises, and Hybrid), Organization Size (SMEs, and Large Enterprises), End-User Industry (IT and Telecom, BFSI, Healthcare, Retail, Staffing, Education, Government, Manufacturing, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Video Interviewing Platform Market Trends and Insights

Enterprise Shift To Structured Remote Hiring

The video interviewing platform market is being lifted by the steady move from informal virtual interviewing to structured remote hiring systems that employers can apply consistently across large candidate pools. Distributed work has made location-flexible recruiting normal, and that has pushed employers to standardize questions, evaluation criteria, and evidence capture instead of depending on live calls that vary by interviewer and time slot. Large organizations now want every candidate to move through the same process, which makes structured video workflows more useful in regulated sectors and multi-site hiring programs. In recent years, employers have increasingly adopted artificial intelligence in recruitment, with numerous organizations integrating AI into their hiring processes. This trend reflects a broader transition toward a more structured and technology-driven recruitment framework, where automation, candidate intelligence, and predictive analytics have become integral to talent acquisition strategies. This shift is changing what buyers expect from the video interviewing platform market, because the requirement is no longer basic video connectivity but a system that can hold rubrics, preserve records, and support repeatable evaluation. Vendors that cannot deliver standardized workflows at enterprise scale are losing relevance as the video interviewing platform market moves toward process control and auditability instead of simple interview convenience

Demand For Faster Screening and Lower Time-To-Hire

The video interviewing platform market is also benefiting from employer pressure to reduce early-stage screening delays, especially where hard-to-fill roles attract multiple competing offers. Asynchronous interviewing separates recruiter availability from candidate availability, which lets teams review more applicants in parallel and move stronger candidates forward before interest fades. That scheduling flexibility matters most in technology, healthcare, and other labor-tight fields where speed often determines whether an employer even reaches the offer stage. SmartRecruiters reported in its 2025-2026 recruiting benchmarks that structured scorecard adoption is now close to universal among high-performing hiring teams, which shows how standardization and speed are increasingly linked in modern recruitment operations. The commercial effect is broader than calendar efficiency, because a faster first screen improves response momentum, reduces idle time between steps, and helps recruiters coordinate decisions across several stakeholders with less friction. As the video interviewing platform market matures, vendors that combine async screening with built-in review structure and AI-assisted summaries are closing the remaining time gaps that manual note-taking and unstructured review still create.

Rising AI Hiring Compliance And Bias Audit Burden

Compliance pressure is one of the clearest checks on the video interviewing platform market, especially for buyers and vendors operating across North America and Europe. New York City's Local Law 144 requires annual independent bias audits for automated employment decision tools, public disclosure of results, and advance notice to candidates, which has made governance and documentation part of normal platform review. The EU AI Act adds another layer, because recruitment systems classified as high-risk AI must meet conformity, documentation, and post-market monitoring obligations that became fully applicable in August 2026. These rules do not stop adoption, but they do lengthen procurement reviews and raise the threshold for product defensibility, especially when smaller vendors cannot show mature governance controls. Buyers now expect audit logs, human review checkpoints, rubric-linked scoring, and clear accountability inside the product rather than in separate policy documents. The restraint on the video interviewing platform market, therefore, comes less from regulatory prohibition and more from the rising cost and complexity of proving that a hiring system is safe, explainable, and fit for employment use.

Other drivers and restraints analyzed in the detailed report include:

1. ATS And HRIS Integration as a Buying Prerequisite
2. Adoption Of AI-Assisted Summaries And Interview Intelligence
3. Integration Complexity With Legacy HR Tech Stacks

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Web-based platforms held 57.98% of the market in 2025, which kept browser access as the main operating model across the video interviewing platform market. That lead reflects the preference of enterprise recruiters and hiring managers for desktop review environments that fit existing ATS workflows and do not require additional device-level installation. Browser delivery also aligns better with internal IT policies, because many large organizations place tighter controls on app installation across managed devices. In that sense, web access remains the stable operating center of the video interviewing platform market even as buyer expectations around automation and compliance continue to rise. The format is especially useful for recruiter-side review, panel coordination, and evaluation record keeping, where screen size, multitasking, and reporting visibility matter more than portability.

Mobile, however, is reshaping the candidate side of the video interviewing platform market at a faster pace, and mobile applications are projected to grow at a 15.37% CAGR through 2031. That growth reflects the rising share of frontline, hourly, and distributed hiring programs where candidates increasingly default to smartphones for job search activity and first-stage screening. The important shift is not simply that interviews can happen on smaller screens, it is that completion rates depend more heavily on mobile-friendly recording, short load times, and minimal sign-in friction. Platforms that reduce app-download requirements and offer smooth in-browser capture are better positioned for candidate populations that do not sit at desks or have easy access to laptops. This has created a structural asymmetry in the video interviewing platform industry, because recruiter workflows still lean toward web access while candidate experience is increasingly shaped by mobile-first design choices.

Cloud-based deployment accounted for 61.24% of the market in 2025, giving it the largest position in the video interviewing platform market by deployment model. The same segment is also projected to grow at a 14.88% CAGR through 2031, which shows that cloud adoption is still widening rather than simply defending an installed base. Buyers continue to prefer cloud delivery because it avoids hardware provisioning, shortens upgrade cycles, and supports pricing models that can flex with hiring volume. Those advantages matter when recruitment demand changes quickly across seasons, projects, or expansion phases. Cloud architecture also makes it easier for vendors in the video interviewing platform market to push new AI features, workflow adjustments, and compliance controls without waiting for a customer-side upgrade cycle.

Hybrid deployment still has a place in highly regulated environments where data residency concerns or internal governance rules complicate full migration to the cloud. On-premises models remain relevant in parts of government and defense-related hiring, but they are losing momentum in new buying decisions across the broader video interviewing platform market. The real competitive divide is now less about where software is hosted and more about how well that hosting model supports ecosystem participation. HireVue's Workday partnership in 2026 showed that cloud-native design increasingly serves as the base requirement for deeper orchestration across connected HR workflows. As that pattern spreads, vendors with cloud-first products will continue to hold the stronger position because they can move faster on integration, automation, and regional compliance configuration than deployment models built around older infrastructure.

Geography Analysis

North America held 44.36% of the video interviewing platform market share in 2025, and that lead came from early enterprise adoption, a deep vendor base, and more developed employer familiarity with digital hiring tools. The United States remains the center of regional demand because technology, financial services, and healthcare employers have made time-to-hire reduction and structured remote screening part of normal talent acquisition practice. Canada is moving on a similar enterprise adoption path, while Mexico is benefiting from hiring growth tied to nearshore manufacturing and technology services that increasingly rely on remote pre-screening. Regulatory clarity also strengthens North America's position, because employers there are becoming more practiced at evaluating bias audit, notice, and governance requirements in AI-assisted hiring systems. Europe remains the second-largest region in the video interviewing platform market, with strong adoption in Germany, the United Kingdom, and France, where enterprise talent acquisition teams have matured into more video-first workflows.

Europe's path is being shaped as much by compliance architecture as by demand expansion. GDPR obligations influence how platforms handle consent, storage, retention, and processing across recorded interview workflows, which affects both vendor design and buyer selection. The EU AI Act is now further tightening expectations around employment-related AI by making explainability, documentation, and monitoring central to market access for higher-risk systems. These conditions are pushing the video interviewing platform market in Europe toward vendors that can combine strong workflow capability with credible governance controls. Regional growth is also being helped by localization of language support, pricing, and compliance features that make adoption easier beyond the largest Western European economies.

Asia-Pacific is projected to advance at a 15.93% CAGR, making it the fastest-growing regional block in the video interviewing platform market through 2031. Growth is being supported by India's scale of graduate and professional hiring, Southeast Asia's rising adoption of cloud HR tools, and stronger interest in multilingual workflows for cross-border recruitment. Markets such as Singapore, Indonesia, and Vietnam are benefiting from the need to manage distributed hiring programs more efficiently, while Australia, New Zealand, Japan, South Korea, and China broaden the region's demand base through different mixes of enterprise modernization and AI adoption. South America, the Middle East, and Africa remain smaller in absolute terms, but the video interviewing platform market is expanding there as employers digitize recruitment and seek more consistent screening across language, location, and infrastructure gaps. Brazil and Argentina lead South American demand, the United Arab Emirates and Saudi Arabia are investing in AI-enabled HR systems, and parts of Africa are showing early adoption even though bandwidth quality and device limitations still restrain broader rollout.

1. HireVue, Inc.
2. Employ, Inc.
3. VidCruiter Inc.
4. Spark Hire, Inc.
5. interviewstream, Inc.
6. Talview Inc.
7. iCIMS, Inc.
8. Radancy, Inc.
9. SHL Group Limited
10. Harver B.V.
11. Jobma, Inc.
12. Phenom People, Inc.
13. TestGorilla B.V.
14. Cangrade, Inc.
15. Kira Talent, Inc.
16. Recright Oy
17. Willo Technologies Ltd.
18. ClearCompany, LLC
19. Yello.co, Inc.
20. Wamly (Pty) Ltd.

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Impact of Macroeconomic Factors on the Market
• 4.3 Market Drivers
  • 4.3.1 Enterprise Shift to Structured Remote Hiring
  • 4.3.2 Demand for Faster Screening and Lower Time-to-Hire
  • 4.3.3 ATS and HRIS Integration as a Buying Prerequisite
  • 4.3.4 Adoption of AI-Assisted Summaries and Interview Intelligence
  • 4.3.5 Demand for Audit-Ready Human Oversight Workflows
  • 4.3.6 Growth of Cross-Border and Multilingual Hiring Programs
• 4.4 Market Restraints
  • 4.4.1 Rising AI Hiring Compliance and Bias Audit Burden
  • 4.4.2 Integration Complexity With Legacy HR Tech Stacks
  • 4.4.3 Candidate Drop-Off From One-Way Interview Fatigue
  • 4.4.4 Reliability Gaps in Low-Bandwidth and Low-Device-Quality Environments
• 4.5 Industry Value Chain Analysis
• 4.6 Regulatory Landscape
• 4.7 Technological Outlook
• 4.8 Porter's Five Forces Analysis
  • 4.8.1 Threat of New Entrants
  • 4.8.2 Bargaining Power of Buyers
  • 4.8.3 Bargaining Power of Suppliers
  • 4.8.4 Threat of Substitutes
  • 4.8.5 Intensity of Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Platform Interface
  • 5.1.1 Web-Based Platforms
  • 5.1.2 Mobile Applications
• 5.2 By Deployment Model
  • 5.2.1 Cloud-Based
  • 5.2.2 On-Premises
  • 5.2.3 Hybrid
• 5.3 By Organization Size
  • 5.3.1 Small Medium Enterprises (SMEs)
  • 5.3.2 Large Enterprises
• 5.4 By End-User Industry
  • 5.4.1 IT and Telecom
  • 5.4.2 BFSI
  • 5.4.3 Healthcare and Life Sciences
  • 5.4.4 Retail and E-Commerce
  • 5.4.5 Staffing and Recruiting
  • 5.4.6 Education and University Admissions
  • 5.4.7 Government and Public Sector
  • 5.4.8 Manufacturing
  • 5.4.9 Other End-User Industries
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Italy
    • 5.5.3.5 Spain
    • 5.5.3.6 Russia
    • 5.5.3.7 Rest of Europe
  • 5.5.4 Asia-Pacific
    • 5.5.4.1 China
    • 5.5.4.2 India
    • 5.5.4.3 Japan
    • 5.5.4.4 South Korea
    • 5.5.4.5 Australia and New Zealand
    • 5.5.4.6 Southeast Asia
    • 5.5.4.7 Rest of Asia-Pacific
  • 5.5.5 Middle East
    • 5.5.5.1 Saudi Arabia
    • 5.5.5.2 United Arab Emirates
    • 5.5.5.3 Turkey
    • 5.5.5.4 Israel
    • 5.5.5.5 Rest of Middle East
  • 5.5.6 Africa
    • 5.5.6.1 South Africa
    • 5.5.6.2 Egypt
    • 5.5.6.3 Nigeria
    • 5.5.6.4 Kenya
    • 5.5.6.5 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments)
  • 6.4.1 HireVue, Inc.
  • 6.4.2 Employ, Inc.
  • 6.4.3 VidCruiter Inc.
  • 6.4.4 Spark Hire, Inc.
  • 6.4.5 interviewstream, Inc.
  • 6.4.6 Talview Inc.
  • 6.4.7 iCIMS, Inc.
  • 6.4.8 Radancy, Inc.
  • 6.4.9 SHL Group Limited
  • 6.4.10 Harver B.V.
  • 6.4.11 Jobma, Inc.
  • 6.4.12 Phenom People, Inc.
  • 6.4.13 TestGorilla B.V.
  • 6.4.14 Cangrade, Inc.
  • 6.4.15 Kira Talent, Inc.
  • 6.4.16 Recright Oy
  • 6.4.17 Willo Technologies Ltd.
  • 6.4.18 ClearCompany, LLC
  • 6.4.19 Yello.co, Inc.
  • 6.4.20 Wamly (Pty) Ltd.

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment