> This is the markdown version of https://www.classet.ai/blog/hyring-reviews-pricing-alternatives > Learn more at https://www.classet.ai ![Classet vs Hyring](/_next/image?url=%2Fimages%2Fblog%2Fhyring-reviews-pricing-alternatives.png&w=3840&q=75) # Hyring Reviews, Pricing, and Alternatives Hyring reviews, how its credit pricing really works, and the alternatives worth comparing for US frontline hiring. What a $1 interview actually costs. [![Paul Jones](/_next/image?url=https%3A%2F%2Fassets.basehub.com%2Fe0b5701f%2F6599306507912123f90f150a8bfaaf6c%2Fscreenshot-2026-01-28-at-10.53.16-am.png%3Fwidth%3D100%26height%3D100%26quality%3D100&w=96&q=75) Paul JonesHead of Growth at Classet ](/blog/authors/paul-jones) August 6, 2026 AI Recruiting, Guides & Insights Hyring sells six AI assessment products on one credit pool: video interviews one-way and two-way, coding interviews, resume screening, an AI phone screener, and a CEFR English proficiency test. Plans start at $79 a month. The marketing number you'll see quoted is roughly a dollar an interview. Read the product list again, though, because it's the most useful thing on the site. A vendor that ships CEFR English testing next to a coding interviewer built that for global and offshore hiring: BPO, contact center, IT staffing, and BFSI, which are exactly the use cases the phone screener page names. That's a real market with real problems. It is not the same problem as filling 40 warehouse positions in Columbus before the second shift starts. **TLDR:** - Hyring is a six-product AI assessment suite (video, coding, resume, phone, English proficiency, and live meetings) sharing one credit pool. - Plans are published: Free ($0), Pro ($79/mo), Business ($239/mo). Every plan includes 50 credits. A phone screening costs 0.5 credits; a video interview costs 1. - Extra credits are pay-as-you-go on a volume ladder: $4.00 each at 100+, $3.00 at 500+, $2.00 at 2,000+, $1.00 at 10,000+. The "$1 interview" headline is the 10,000-credit rate. - At 2,000 phone screens a month you're looking at roughly $3,100 all-in, or about $1.54 per screen. - Hyring publishes ISO 27001, SOC 2, and GDPR. Those are security and privacy certifications, not the bias audit that NYC Local Law 144 requires of hiring tools. Classet holds SOC 2 Type II through Prescient Assurance and publishes continuous third-party bias audits on a public dashboard. - Hyring's phone screener returns a score and a pass/fail verdict. Classet deliberately produces neither, which keeps it outside AEDT classification under laws like NYC Local Law 144. Joy flags objective knockout criteria and a recruiter decides. - Classet starts at $1,995/month and also scales with interview volume, with rates that come down as volume rises. Joy calls US applicants within seconds of applying and writes results back to 100+ ATS platforms. - A Classet pilot takes under five minutes to start with no ATS work. The full integration takes 1-2 weeks. ## What Hyring does Hyring launched in 2025 and positions itself as an AI hiring suite rather than a single tool. The pieces: - **AI Video Interviewer**: one-way async and two-way live - **AI Phone Screener**: outbound calls, structured questions, scored answers - **AI Resume Screener** - **AI Coding Interviewer** - **English Proficiency Test**: scored against CEFR levels - **Hyring Meet**: live interview sessions The phone screener works the way you'd expect. You upload a job description, the AI drafts role-specific questions you can edit, it calls applicants in parallel, scores each answer against your bar, and returns a ranked shortlist with transcripts and a recruiter-ready report. Results push to your ATS, with alerts by email, Slack, and WhatsApp. Pro and above support 11 languages, including Spanish, Hindi, Mandarin, Portuguese, and Japanese. Everything runs on the same credit balance, which is the design decision that shapes the product. You're buying a menu of assessment types and deciding month to month how to spend down the pool. ## Hyring pricing, decoded Two parts: a plan that sets features and limits, and credits you spend per assessment. Plan Price Included credits Notable limits Free $0/mo 50 1 seat, 1 active job, English only Pro $79/mo 50 5 seats, 10 jobs, 11 languages, 5 core ATS integrations Business $239/mo 50 15 seats, unlimited jobs, all 24 ATS integrations + API, 90-day retention Enterprise adds SSO, white-label branding, data residency, custom credit volume, and a dedicated CSM. What each action costs in credits: Action Credits AI Phone Screener 0.5 per screening AI Resume Screener 0.25 per screening AI Video Interviewer (one-way or two-way) 1 per interview AI Coding Interviewer 1 per interview English Proficiency Test 1 per interview Extra credits are pay-as-you-go and get cheaper in bulk: $4.00 each at 100+, $3.00 at 500+, $2.00 at 2,000+, and $1.00 at 10,000+. Annual plans roll unused credits over. So the "$1 per interview" figure floating around means a one-credit video interview bought at the 10,000-credit tier. At that tier a phone screen is 50 cents, which is genuinely cheap. At the tier most mid-market teams actually land in, the number is different: - **500 phone screens/month**: 250 credits, 200 purchased at $4.00 → $800 + $79 Pro = **$879**, about $1.76 per screen - **2,000 phone screens/month**: 1,000 credits, 950 purchased at $3.00 → $2,850 + $239 Business = **$3,089**, about $1.54 per screen - **6,000 phone screens/month**: 3,000 credits, 2,950 purchased at $2.00 → $5,900 + $239 = **$6,139**, about $1.02 per screen The ladder rewards volume, which is the right shape for this market and to Hyring's credit is published rather than negotiated. Most vendors here price on volume in some form (Classet starts at $1,995/month and scales with interview volume too) so the honest comparison isn't model versus model. It's where you land on the ladder. Price your realistic monthly volume against the tier you'd actually hit, because the difference between the $4.00 rung and the $1.00 rung is the entire decision. ## What Hyring reviews say Sentiment is positive and the volume is still building. Hyring's site cites 5.0 on G2, 4.8 on Capterra, and 4.9 on Trustpilot. The public Product Hunt page shows 4.9 out of 5 across 7 reviews as of August 2026. The praise clusters in a consistent place: setup is fast, the voice sounds natural, questions adapt to previous answers, and reports are readable. One reviewer flagged that free trial access had been pulled back. Read those as early-adopter reviews from a 2025 launch, which is what they are: useful signal on product quality, thin signal on what happens in year two of a contract. ## Why US frontline teams look at alternatives **Certifications are not a bias audit.** ISO 27001 and SOC 2 tell you a vendor handles data responsibly. GDPR covers privacy. None of them says anything about whether a scoring model produces disparate impact by race, sex, or age. We hold SOC 2 Type II ourselves, certified by Prescient Assurance, which is exactly why I'll say plainly that it answers a different question than the one your employment counsel is asking. Worth checking on any vendor: Type I means the controls existed on one day, Type II means an auditor watched them operate for months. If you hire in New York City, [Local Law 144](https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page) requires an annual third-party bias audit with published results for automated employment decision tools, and Colorado and Illinois now have their own rules. Ask for the audit, the auditor, and the date. This is the single question that separates vendors fastest, and you should ask us too. Classet publishes its audits with [Warden AI on a public dashboard](https://trust.warden-ai.com/classet/ai-phone-interviewer). **The score itself is the exposure.** Hyring's phone screener returns a screening score and a verdict: "Interview Worthy" or "Not Qualified", against a qualification bar. That's a clean recruiter experience and it's also the artifact a plaintiff's attorney asks for first. If a rejection pattern gets challenged, "the model marked them Not Qualified" isn't a defense, it's the exhibit. Classet doesn't produce a score at all, by design: Joy flags objective knockout criteria you set (has the CDL, can work overnights, holds the EPA cert) and hands your recruiter the recording, transcript, and a structured summary so a person decides. Because nothing autonomously scores or ranks, the tool sits outside AEDT classification under laws like NYC Local Law 144 rather than inside it. You give up a pre-sorted list. You keep a hiring decision the record shows a human made. **Speed of first contact.** For hourly and frontline roles, the employer who reaches a candidate first usually hires them, and 64% of applicants apply outside business hours. Ask exactly what triggers the outbound call and how many minutes elapse between an application landing and a phone ringing. "Screens thousands in parallel" and "calls within seconds of applying" are different claims, and only one of them wins you the candidate who also applied at three other shops that night. **Breadth you won't use.** Coding interviews and CEFR English scoring are strong tools for offshore IT and voice-process hiring. For a plumbing contractor or a distribution center, they're features you're subsidizing with a shared credit pool. Breadth costs something even when you don't touch it, in configuration decisions and in what the vendor's roadmap prioritizes. **Where the product's center of gravity sits.** Hyring's named use cases are BPO and contact center, BFSI, recruitment agencies, and retail. If you're hiring CDL drivers, HVAC techs, CNAs, or warehouse associates in the US, you're at the edge of that map rather than the middle of it. ## The alternatives worth comparing **Classet** is voice-first and purpose-built for US high-volume frontline hiring. Joy calls applicants within seconds of applying, 24/7, runs a structured phone interview, answers candidate questions about pay, shift, and location during the call, flags knockout answers, and writes the transcript, recording, and a structured summary back to your ATS. She doesn't return a score or a ranking, which is deliberate rather than missing. Capacity is roughly 150 phone screens in ten minutes. Pricing starts at $1,995/month and scales with interview volume, with rates that come down as volume rises. A pilot runs in under five minutes with no ATS work; the full integration takes 1-2 weeks across [100+ ATS platforms](/integrations), including the Workday, UKG, Bullhorn, iCIMS, and Paylocity stack that frontline employers actually run. **Paradox** is the enterprise chat-first choice, strongest for large retail and QSR employers already inside UKG, SAP, or Oracle. Text-based screening is a real tradeoff for candidates who'd rather talk. See the [Paradox comparison](/blog/classet-vs-paradox-ai-recruiting). **HireVue** is the enterprise video incumbent with the longest compliance track record in the category. Quote-only pricing, long implementations, and recorded video asks more of a frontline applicant than a phone call does. **HeyMilo** covers phone, video, and web audio with structured scoring and reporting built for staffing agencies presenting candidates to clients. Pricing is quote-only. **Team Engine** handles SMS nurture for hourly and trades hiring with published pricing. It doesn't interview anyone. See the [Team Engine comparison](/blog/classet-vs-team-engine-hourly-hiring). Hyring Classet Paradox HireVue HeyMilo Phone voice screening Yes Yes No No Yes Video interviews Yes No No Yes Yes Coding + language proficiency tests Yes No No Yes No Outbound call within seconds of applying Not published Yes No No No Pricing model Plan + credits Base + volume rates Quote Quote Quote Rate improves with volume Yes, published ladder Yes Ask Ask Ask Published pricing Yes Starts at $1,995/mo No No No ATS integrations 24 100+ Enterprise HCM Yes Yes Auto-scores or ranks candidates Yes, with pass/fail verdict No, by design Limited Yes Yes Published third-party bias audit Not found Yes, public dashboard Ask Yes Ask SOC 2 Type II Yes, plus ISO 27001 Yes, Prescient Assurance Yes Yes Ask Support model Priority at $239; SLA at Enterprise Enterprise CS team Enterprise Enterprise Standard Setup Minutes, self-serve Pilot under 5 minutes; 1-2 weeks for full ATS integration Weeks Weeks 1-2 weeks ## When Classet is the better fit If your hiring is US-based, hourly, and high-volume, four things decide the outcome and none of them are on a feature grid. **How fast the phone rings.** Joy calls at 11pm on a Sunday because that's when a diesel tech applied. In [warehouse](/use-cases/warehouse), [call center](/use-cases/call-centers-bpo), and [healthcare support](/use-cases/healthcare) hiring, a screen that happens tonight beats a more thorough screen that happens Tuesday. **Whether candidates finish.** One enterprise home services customer moved from a written assessment to voice and watched completion go from about 50% to over 70%. Across Classet's 10,167 post-interview candidate ratings, 88% rated the experience positively and under 1% opted out. Cost per screen only matters after completion; a cheap screen nobody finishes costs infinity per hire. Ask any vendor for completion rate by role type, not their average. **Whether the result lands where your team works.** Scores that live in a separate dashboard become a second system somebody has to remember to check. You don't have to wait on that to start, though. A Classet pilot stands up in under five minutes: job description in, interview link out, real candidates screened today with no ATS work. The full integration, where results write back into Workday or UKG and nothing gets re-keyed, takes 1-2 weeks. Try before the plumbing, not after. **Whether your security review and employment counsel can sign off.** Enterprise deals die in review, not in the demo. We're SOC 2 Type II certified through Prescient Assurance, an independent US-based CPA firm, we publish continuous third-party bias audits rather than describing our process as fair, and we don't hand you an automated score that becomes the artifact in a disparate-impact claim. Enterprise accounts get a named customer success team that configures roles and knockout criteria with you and stays on the account, which is a different thing from a priority support queue. The tradeoff is honest and it runs both ways. If you need coding assessments, CEFR English scoring, or hiring across eleven languages for offshore roles, Classet doesn't do that and Hyring does. If you want a pre-sorted candidate list with a pass/fail verdict on it, we deliberately don't produce one, and some teams will find that slower. And at low volume, a $79 plan plus credits will cost less than a $1,995 floor. Below roughly 1,000 screens a month, run the math before you talk to us. ![MAU logo](/_next/image?url=%2Fcustomer-logos%2Fmau.webp&w=256&q=75)staffing > We've reduced candidate screening time from one day to just one hour on average with Classet. Being able to do after-hours and weekend calls has been a game changer. ![Will Doss](/_next/image?url=%2Fcustomer-logos%2Favatars%2Fwill-doss.jpg&w=96&q=75) Will Doss Senior Systems Manager at MAU ## How to decide Price every vendor against your busiest month from last year, not your average one, and ask each for the rate at that volume rather than the one on the pricing page. Then get five full interview recordings from every vendor on your list and listen to them end to end, because scoring dashboards are indistinguishable and the conversation is the actual product. Finally, ask each vendor for their bias audit in writing. [AI recruiting adoption sits near 90%](https://www.apollotechnical.com/statistics-on-ai-in-recruiting/) and [98% of hiring managers](https://insightglobal.com/2025-ai-in-hiring-report/) report gains from AI in screening and scheduling, so the interesting question isn't whether to automate the first screen. It's whether the tool was built for the way your candidates communicate. For the wider field, our [12-tool comparison](/blog/best-ai-recruiting-software) sorts vendors by the job you're hiring them to do, and [this piece on phone versus video screening](/blog/ai-phone-screen-vs-video-interviews) covers the format question directly. [Listen to a real Joy interview](/demo). ## FAQ How much does Hyring cost? Plans are $0 for Free, $79/month for Pro, and $239/month for Business, each including 50 credits. Assessments spend credits: a phone screening is 0.5 credits, a video or coding interview is 1, a resume screen is 0.25. Extra credits cost $4.00 each at 100+, $3.00 at 500+, $2.00 at 2,000+, and $1.00 at 10,000+. At 2,000 phone screens a month, that works out to roughly $3,100 all-in. Is Hyring really $1 per interview? Only at the top of the credit ladder. A video interview costs 1 credit, and credits hit $1.00 each when you buy 10,000 or more at a time. At the 100-credit tier, the same interview costs $4.00. Phone screenings are 0.5 credits, so they run half those rates. Price your own volume against the ladder rather than the headline. Does ISO 27001 or SOC 2 mean an AI hiring tool is compliant? No. Those certifications cover information security controls, and GDPR covers data privacy. Neither evaluates whether a screening model produces disparate impact across protected classes. NYC Local Law 144 requires an annual third-party bias audit with published results for automated employment decision tools, and Colorado and Illinois have added their own requirements. Ask every vendor for the audit itself, who performed it, and when. What's the difference between an AI phone screener and an AI video interviewer? Format changes who finishes. A phone screen is a call a candidate can take from a truck, a break room, or a driveway, and voice captures tone and how someone explains their work. A video interview asks for a quiet, well-lit room, a charged phone, and a willingness to be recorded, which suppresses completion for hourly and frontline applicants. For desk and technical roles where candidates already work at a laptop, video costs less in drop-off. Can I test an AI phone screener before integrating my ATS? You should, and most buyers don't. A pilot needs nothing more than a job description and a handful of real applicants. With Classet that takes under five minutes to set up: paste the role, get an interview link, listen to the calls that come back the same day. The 1-2 week timeline people quote is the full integration (write-back into your ATS, knockout logic, scoring tuned to your roles) and none of it has to happen before you know whether the interviews are any good. Evaluate the conversation first, then build the plumbing. Which AI screening tool is best for US frontline and hourly hiring? Look for outbound calling triggered by the application itself, published completion rates for hourly roles, native write-back to the ATS you already run, Spanish support, and a published bias audit. Suites that lead with coding assessments and language proficiency testing are usually built for offshore and technical hiring, which is a different problem with different constraints. Match the tool's center of gravity to your roles rather than to its feature count. [![Paul Jones](/_next/image?url=https%3A%2F%2Fassets.basehub.com%2Fe0b5701f%2F6599306507912123f90f150a8bfaaf6c%2Fscreenshot-2026-01-28-at-10.53.16-am.png%3Fwidth%3D100%26height%3D100%26quality%3D100&w=128&q=75) Paul Jones Head of Growth at Classet Paul comes from an operator background running an Alpine-owned company, and brings firsthand experience with the hiring challenges Classet was built to solve. He's driven by a belief that the right technology can make meaningful work more accessible. ](/blog/authors/paul-jones) Follow Classet in Google Add classet.ai as a preferred source and our hiring research is more likely to show up in your Top Stories and AI Overviews. [Add as preferred source →](https://www.google.com/preferences/source?q=classet.ai) ## Explore More ### Use Cases - [RPO / BPO Recruiting](/use-cases/call-centers-bpo) - [Healthcare Recruiting](/use-cases/healthcare) - [Hospitality Recruiting](/use-cases/hospitality) ### Integrations - [Greenhouse](/integrations/greenhouse) - [Bullhorn](/integrations/bullhorn) - [Lever](/integrations/lever)