A Quick Look at HiPeople:
HiPeople is an AI hiring platform that automates screening, video interviews, skills assessments, and reference checks. They claim to qualify candidates "in under an hour" with 24/7 availability across 113 languages. The platform offers free access and serves 2,000+ teams with a 4.6/5 G2 rating, emphasizing speed—moving candidates through continuous evaluation flows combining multiple assessment types.
The Mokka Difference:
HiPeople optimizes for speed through automated video interviews and rapid assessments. Mokka optimizes for trust through multi-source verification and integrity analytics that ensure the candidates you advance are backed by verifiable evidence, not just fast responses.
- No Integrity Verification Layer: HiPeople screens resumes and conducts video interviews without cross-checking responses against LinkedIn profiles, third-party data, or detecting AI-generated applications. Mokka's Profile and Answer Integrity analytics automatically flag inconsistencies and suspicious patterns across multiple data sources.
- Video-Only Interviews vs. Candidate Choice: HiPeople emphasizes 24/7 video interviewing across 113 languages. Mokka gives candidates the choice of text, voice, or video with no time pressure—supporting broader accessibility for neurodivergent candidates, those with language barriers, or anyone uncomfortable on camera.
- Single-Source Screening vs. Multi-Source Enrichment: HiPeople analyzes what candidates provide (resume + video interview responses). Mokka enriches every profile with LinkedIn verification, third-party data, resume cross-checks, and structured interview evidence—creating a 360-degree view that reveals what a resume and video alone cannot.
- Speed vs. Evidence Depth: HiPeople claims to qualify candidates "in under an hour" through rapid screening. Mokka prioritizes building trustworthy, verifiable evidence through post-application pre-screening—ensuring the candidates you advance aren't just fast responders but demonstrably qualified performers.
- Recruiter-Verified Requirements vs. Automated Assessments: HiPeople's automated assessments and fraud detection run without explicit recruiter intake. Mokka begins with comprehensive recruiter review of detailed requirements (critical/must-have/nice-to-have, caps, weighting) before any candidate is assessed—ensuring screening aligns with your team's real priorities.
- Post-Application Depth vs. Continuous Flow: HiPeople screens immediately after application through continuous evaluation flows. Mokka's post-application approach means you already have complete applicant data before investing in deep AI screening—allowing smarter decisions about who to assess with full context.
- Freemium Model Questions vs. Predictable Pricing: HiPeople advertises "free access" but doesn't disclose when or how costs scale as volume grows. Mokka's seat-based pricing includes unlimited applications, giving you budget predictability and encouraging you to screen 100% of your pipeline without surprise charges.
- Assessment Platform vs. Evidence Engine: HiPeople is a comprehensive assessment platform with skills tests, reference checks, and interviews. Mokka is laser-focused on top-of-funnel pre-screening that generates rich, integrity-checked evidence profiles—integrating deeply with your ATS rather than replacing multiple HR functions.
Key Questions to Consider:
- When candidates record video interview responses, how do you verify those answers aren't rehearsed, scripted, or coached by someone off-screen?
- What mechanisms detect if a candidate used AI to generate perfect answers to screening questions before recording their video response?
- How does requiring video interviews impact completion rates for candidates with accessibility needs, language barriers, or those simply uncomfortable on camera?
- What does "free access" mean at scale? When do costs kick in, and how are they calculated as application volume grows?
- How do you trace screening decisions back to specific, reviewable evidence when a candidate requests detailed feedback on why they were rejected?
- Can hiring managers cross-check interview responses against LinkedIn profiles and public records to verify consistency before advancing candidates?