Willo is a one-way video interview platform that lets recruiters record questions and candidates respond on their own time. Unlike live interview tools, Willo removes the need for scheduling — candidates record answers via their phone or webcam whenever they're ready.
What is Willo?
Willo is an asynchronous video interviewing platform designed for high-volume hiring. Recruiters pre-record screening questions, and candidates submit video responses without needing to be online simultaneously. The platform also supports live interviews, automated scheduling, and skills-based assessments.
Why this matters
One-way video interviews cut time-to-hire by eliminating back-and-forth scheduling. Instead of coordinating 8 time slots for a screening round, you send one link. Candidates record from any device, and hiring managers review answers on their own schedule. For roles with 50+ applicants per posting, this is a significant efficiency gain.
How Willo works (step-by-step)
- Create questions — Type or record a question into the Willo dashboard. You can use their library of pre-built questions or write custom ones.
- Share the link — Willo generates a unique link for each candidate. Send it via email, ATS integration, or text message.
- Candidate records — Candidates get unlimited practice attempts. The platform works on any device with a camera — no app install required.
- Review and rate — Watch responses at 2x speed. Rate candidates using Willo's scorecard system. Share with your team for collaborative hiring.
- Shortlist or advance — Move top candidates to the next stage. Willo integrates with your ATS to keep the pipeline flowing.
Common mistakes to avoid
- Too many questions. Keep it to 3-5 questions for screening rounds. More than that causes drop-off.
- Vague prompts. "Tell us about yourself" yields rambling answers. Use structured questions like "Describe a time you handled an irate customer."
- Skipping the practice round. Let candidates warm up. Willo offers unlimited retakes — encourage candidates to use them.
Frequently asked questions
Is Willo free? Willo offers a free plan with limited recordings. Paid plans start at approximately $49/month for higher volume.
Can candidates cheat on Willo? Willo uses browser lockdown, AI proctoring, and facial detection to flag suspicious behavior. No system is foolproof, but Willo's stack covers the obvious vectors.
Does Willo integrate with my ATS? Willo integrates with Greenhouse, Lever, Workable, BambooHR, and several others via Zapier. Check their integration directory for a full list.
How long can candidate videos be? Maximum response length depends on your plan. Typical limits range from 1 to 5 minutes per answer.
How Do Willo Video Interviews Work for Candidates?
Candidates usually receive a unique interview link from the hiring company. They open the invitation, review the instructions, complete any practice step, and submit responses in the formats configured by the employer. A Willo interview can use video, audio, text, file upload, or multiple-choice questions.
The employer controls the time limit, number of questions, deadline, and retake settings. Candidates should read the invitation carefully because one Willo interview can be configured differently from another.
Willo Interview Questions: Examples and Preparation Tips
Willo questions are selected by the employer, so there is no universal list of questions or guaranteed answer. Common categories include:
- Introduction: Tell us about your background and interest in the role.
- Behavioral: Describe a time you resolved a conflict or handled pressure.
- Role-specific: Explain how you would approach a task required by the position.
- Logistics: Discuss start date, work authorization, or role requirements.
Prepare concise examples using the situation, action, and result structure. Test your camera and microphone, remove distractions, and answer the question that was asked rather than trying to guess a hidden scoring rubric.
Is Willo Legit? Security, Privacy, and Candidate Experience
Willo is a video-interview technology platform used by employers; it is not, by itself, proof that a job opportunity is genuine. Candidates should verify the employer, role, sender address, interview deadline, and destination domain before submitting personal information.
Review the employer's privacy notice and the interview instructions before recording. If an invitation requests sensitive information that is unrelated to the hiring process, contact the employer through a trusted channel instead of relying only on the invitation.
How Willo Helps Recruiters Screen Candidates at Scale
Recruiters can send the same structured question set to a group of candidates, collect responses asynchronously, and review answers without coordinating a live screening slot for every applicant. The benefit is consistency and reduced scheduling overhead, not automatic hiring judgment.
Teams should define scoring criteria before reviewing responses, limit the number of questions, and give candidates clear instructions. Structured review helps hiring managers compare evidence while preserving a human decision point before advancing or rejecting a candidate.