HireVue Video Interview Questions: What Gets Asked

HireVue is the software the interview runs on, not the interviewer. The employer builds the question set, decides how many prompts there are, and sets the time and retake rules. Two companies using the same platform can run interviews with nothing in common.

That changes how you prepare. Searching for “the HireVue questions” looks for a list that does not exist, and any page presenting one as fixed is guessing. What does hold across employers is the shape of the format: a short set of prompts, delivered as text or a recorded video, answered to camera with a timer running, reviewed afterwards by a person and sometimes with automated scoring the employer has switched on.

So prepare by type. If you have four solid stories that can be pointed at motivation, conflict, failure, and a result you own, you can answer most of what a one-way screen throws at you.

You want the list, and the honest answer is that no single list exists. What this section gives you instead is the five types that recur across one-way screens, with an example of each, so four or five prepared stories can cover all of them.

• Motivation: “Why this role, and why this company?” Nearly universal, and most often answered with something the careers page already says.
• Self-introduction: “Tell us about yourself.” Usually first, usually short, and the take people re-record most.
• Behavioural: “Describe a time you disagreed with a teammate and how you handled it.” Expect one or two, drawn from conflict, failure, leadership, or delivering under pressure.
• Role-specific: for a support role, “Walk us through how you would handle a customer whose order is late.” For an engineer, a short spoken technical explanation rather than live coding.
• Scenario: “You are given two priorities and time for one. What do you do?” Judgement questions with no single correct answer.

Graduate and high-volume rounds skew toward the first three. Experienced-hire screens skew toward the last two.

The structure that works is unglamorous: answer the question in the first sentence, then support it. A reviewer may be on their ninth video of the morning, and an answer that reaches its point in the last few seconds often reaches it after they have decided.

For behavioural prompts the STAR shape does this naturally: situation, task, action, result, with the result stated as something that changed. For motivation questions, name one specific thing about the team or product and one specific thing about your own trajectory that connects to it. For scenario questions, say what you would do first, say what would make you change course, and stop.

Consider a support candidate answering the late-order prompt. Her first version spent two thirds of the answer on her general philosophy and reached a real example with seconds left. Her second opened with “I would tell them what happened, what I am doing about it, and when I will be back in touch, and then I would do exactly that”, then spent the remaining time on a case from her last job. Same content, reversed order.

Answer structure for behavioural questions is broken down under /answers/topic/mock-interviews.

Reading a question list silently does almost nothing for a recorded interview. The transfer comes from saying the answer out loud, to a camera, against a clock, and then watching what you actually did.

A workable session: pick one prompt from each type above, record all five back to back without restarting, then review the set once with the sound off and once with your eyes closed. Fix one thing and re-record the same five. Two cycles on five prompts beat one cycle on twenty.

If you would rather be asked than ask yourself, the AI interviewer on the /mock-interview page delivers questions aloud and returns a transcript, which is useful precisely because it shows what you said rather than what you meant to say. During the recording itself no assistant applies: the session is one-way and captured, so preparation is the whole of the help available.