Frequently Asked Questions

Your first job with HelloCecil is absolutely free for 30 days! We give you access to all of the platform’s features so you can see for yourself how one-way video interviewing will up your hiring game. And we won’t even ask for your credit card.

After 30 days, you’ll be asked to pay $9 to keep your first job active. Additional jobs you may wish to open will be billed at the rate of $9 per job. Easy!

Nah, we’ll save you the time and hassle. HelloCecil is designed to be simple and friendly. Review our on-site information — including our interactive demo — and you’ll be ready to go. And if you have any questions, just contact support at

Super simple! When you’re ready to create a new job just click Create a Job in your dashboard and you’ll be prompted to our payment screen.

Each job you open is billed at the low rate of just $9 per job.

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On average, we find many companies ask 4-7 questions in a video interview questionnaire. We allow for a maximum of 10 questions per questionnaire.

The number of questions you ask should be based entirely on what you feel you will need to make decisions with confidence about your candidates.

Yep, we did the legwork for you. Check out our Top 25 Video Interview Questions to Hire Better Employees for great ideas on a variety of question types. For specific position-based interview questions, visit our growing library of popular job titles here.

In general, try to come up with strategic questions that really challenge your candidates and give you valuable insights into their qualifications for the job.

Not at all! Keep doing what you’re doing. HelloCecil is a video interviewing solution, not a job board.

Once you create your HelloCecil video interview questionnaire you can share it in two ways:

First, you can include a video interview questionnaire link in your job posting on Indeed, Monster, your company website, and anywhere else you regularly post. Traditionally, over half of candidate submissions are from unqualified candidates who simply “spray and pray”. So you can expect that candidates who aren’t serious about the role will pass on replying to your video interview and job posting, saving you valuable screening time by reducing your stack of resumes at the start.

Or second, if you prefer, you can simply post your job first, screen resumes manually or with an ATS (if you have one), and then send a video interview questionnaire link via email to selected best candidates.

To copy the link, just go to your dashboard and click the Share Link icon next to the job.

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There’s no limit at all on how many candidates you can share your video questionnaire link with. On a monthly basis, your subscription allows you to receive up to a total of 125 candidate submissions.

To copy the video interview questionnaire link, just go to your dashboard and click the Share Link icon next to the job. You can then include the link in your job posting and/or share it later via email with as many candidates as you like.

What our users typically find are two things: (i) many unqualified “spray and pray” candidates will not submit resumes when they see the additional step required for completing the video interview questionnaire; others will simply submit a resume without following up with a completed video interview questionnaire, and (ii) even some qualified candidates will submit resumes without following the directions in the job posting.

In these cases, employers usually consider one of two options: (i) automatically disqualify from consideration all candidates who did not follow the directions in the job posting, or (ii) review received resumes and send a follow up email with the video interview questionnaire link to selected candidates who have not already submitted the completed questionnaire within a reasonable amount of time.

To help ensure qualified candidate compliance with the requirement in your job posting, we recommend including a clear statement such as “ONLY CANDIDATES WHO SUBMIT INITIAL APPLICATION MATERIALS (for example, cover letter and resume) PLUS A COMPLETED VIDEO INTERVIEW QUESTIONNAIRE WILL BE CONSIDERED.”  If desired, you may also specify a time limit for submission of the completed video interview questionnaire (for example, 3 days). 

All desktop, tablet, and mobile devices with a camera and Chrome or Firefox will do the trick.

For now, our video recording technology is not supported on Safari. Candidates who are attempting access on Safari will see a message referring them to Chrome or Firefox.

We made sure of that! Once your candidate receives a video interview questionnaire link — either in the job ad or later by email — all they have to do is click the link and they’re ready to begin the video interview process. Your job seekers will not have to create or log into an account, or follow lengthy instructions. The field requirements are clear ‘n easy so they can focus on their responses and not on trying to navigate the video interviewing platform.

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A candidate can record a response of up to 1.5 minutes in duration per question. A timer is provided in the recording screen for the candidate’s convenience.

And yep, a candidate can replay their response to review it for accuracy, and if they wish to make changes they can re-record the response before proceeding to the next question.

Absolutely. HelloCecil is not a middleman receiving candidate submissions before they go to you. All candidate submissions are sent directly to your HelloCecil dashboard. You’ll receive an email letting you know when you have a new arrival!

Our compare feature is easy to use and powerfully effective. Look for the “Compare” button at the top of any candidate’s response page. After clicking on it, select up to six candidates to compare at a time, then click “Done”. When you arrive at the compare page, use the drop-down in the question box to select a question. Then watch all of the selected candidates respond to the same question. Change the question and change the responses. You can then drop and replace candidates as desired to continually change the mix and focus on the top talent.

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For many companies, collaboration is an important part of the recruitment process. You can share a candidate’s responses with hiring managers, human resources personnel, recruiters and other colleagues by simply copying and emailing the URL of the candidate’s page. While reviewing the candidate’s submission on their own time, your colleague can add to your comments in the Review section to help spot the top talent.

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The choice is yours. Use HelloCecil first to take the guesswork out of screening resumes for qualified candidates. You’ll avoid time-consuming follow-up emails and phone calls, and reduce the number of needed in-person interviews by over 80%.

Some companies then invite selected qualified candidates for an in-person interview or conduct live video interviews. Other companies continue using the one-way video interviewing responses all the way through to final selection, for reasons such as convenience when key members of the recruiter or hiring team travel and are unable to take in-person, live video, or phone interviews during regular business hours; hiring for remote positions; hiring freelancers in foreign countries; and the like.

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For sure! HelloCecil doesn’t replace your current ATS or any other favorite HR software. We complement them so you can build our automated video interviewing platform into your recruitment process without the fuss of changing anything you already do and like.

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We’re ahead of you there. We built our interactive demo so you can see what a dashboard looks like with actual candidate responses. Check it out by clicking here.

Lots! We encourage every company in the HelloCecil community to think about building or refining their playbook for successfully identifying, recruiting and hiring top candidates in the field. It’s more than just throwing a job description together and posting it online. We offer 10 ways to help you put a solid recruitment strategy in place. Check it out here.

We’re here to make sure your experience is top notch. If you’ve got any questions or feedback, please contact us at