Affordable Candidate Screening: ₹25 per Assessment in India, $0.50 Internationally

One assessment credit equals one candidate completing one session of your questions. It doesn't matter if your session includes 3 questions or 15 questions, text-only responses or video-heavy evaluations, or whether one reviewer or ten reviewers evaluate the submission—it's still one assessment credit. This inclusive pricing model means you never have to calculate additional costs for collaboration features, video bandwidth, or reviewer seats.

After your 5 free credits, each additional assessment costs ₹25 in India or $0.50 internationally. You purchase credits in bundles (10 credits, 50 credits, 100 credits, etc.) and use them as needed across different roles, time periods, or hiring campaigns. Credits never expire, so you can buy in bulk to save money without worrying about 'use it or lose it' deadlines. If you're hiring sporadically—one role per quarter, for example—you might buy 10 credits and use them over six months. If you're scaling rapidly, you might purchase 500 credits and burn through them in a month.

Compare this to subscription-based hiring software that charges ₹5,000-20,000 per month regardless of whether you assess one candidate or one hundred. With per-assessment pricing, your costs scale linearly with hiring activity. During quiet months when you're not actively recruiting, you pay nothing. During growth phases when you're screening heavily, you pay only for actual assessments completed. This flexibility is particularly valuable for startups with uneven cash flow or seasonal businesses with predictable hiring surges.

The transparency of per-assessment pricing eliminates budget surprises. You know exactly what each candidate evaluation costs before you start, and there are no hidden fees for additional reviewers, video storage, API access, or data exports. When finance asks 'How much will hiring cost this quarter?' you can provide precise estimates based on expected candidate volume rather than guessing how subscription tiers and usage overages will impact your bill.

The average cost of a phone screen is ₹800-1,200 when you factor in recruiter time. Assume a 30-minute call plus 15 minutes of pre-call prep and post-call note-taking. At ₹1,600/hour fully-loaded recruiter cost (salary, benefits, overhead), that's ₹1,200 per screening call. If you're conducting phone screens with 20 candidates to fill one position, you've spent ₹24,000 on first-round screening alone—before any candidate has met the hiring manager or received an offer.

VideoPitcher reduces this cost dramatically. Those same 20 candidates complete your assessment at ₹25 each (₹500 total), then a recruiter spends 5 minutes reviewing each submission (₹2,667 in recruiter time at 100 minutes total). Your all-in first-round screening cost drops from ₹24,000 to ₹3,167—an 87% reduction. Even after accounting for second-round assessments, live interviews with shortlisted candidates, and other hiring expenses, the cost savings are substantial. Most teams achieve ROI within their first hiring cycle.

Bad hire costs dwarf screening expenses. Industry research suggests a bad hire costs 30-50% of the person's annual salary when you account for recruitment expenses, onboarding time, productivity loss during the learning curve, and the disruption of replacing someone who doesn't work out. In India, that's ₹1,50,000 to ₹5,00,000 per bad hire depending on the role. If pre-interview screening helps you avoid just one bad hire per year by revealing red flags before extending an offer, the ROI on VideoPitcher is massive—even if you assess hundreds of candidates.

Opportunity cost of slow hiring also factors into the calculation. Every week a critical role remains unfilled costs your business in delayed projects, overworked existing team members, and missed revenue opportunities. By front-loading candidate evaluation through automated assessments, you compress your hiring timeline. Candidates complete assessments within 24-48 hours of receiving the link (no scheduling required), and you can review an entire batch of submissions in an afternoon. Faster hiring means reduced opportunity cost and quicker time-to-productivity for new hires.

Design high-signal questions that efficiently filter candidates. Every question in your assessment should serve a clear purpose: screening for minimum qualifications, evaluating must-have skills, or assessing culture fit. Low-signal questions that everyone answers similarly waste candidate time and reviewer time without adding decision-making value. Before adding a question, ask yourself: 'How will responses to this question change my evaluation of whether to interview this candidate?' If you don't have a clear answer, remove the question.

Use assessments as a first-round filter, not a replacement for all interviews. VideoPitcher is most cost-effective when it eliminates obviously unqualified candidates from your funnel, letting you invest live interview time only in candidates who've demonstrated baseline competency. Don't try to assess everything—capture enough signal to confidently shortlist 20-30% of applicants for phone screens. Those phone screens can then dive deeper into areas where async assessment is weak (real-time problem solving, interactive discussion, salary negotiation).

Leverage collaborative review to distribute evaluation workload. If you have multiple reviewers (HR, hiring manager, team lead), each person can independently evaluate different aspects of candidates' responses. HR might focus on culture fit and communication style, while the hiring manager evaluates technical depth and problem-solving approach. This division of labor lets you process assessments faster while ensuring each competency receives expert review. Since VideoPitcher doesn't charge per reviewer, collaborative evaluation is free—use it.

Archive and reuse successful assessment templates across similar roles. When you develop a great set of questions for a software engineer assessment, save it as a template that can be cloned and customized for future engineering hires. This template library reduces the time cost of creating new assessments while ensuring consistency in how you evaluate similar roles. Over time, you'll identify which questions have the highest predictive validity (correlate with successful hires) and which have low signal—refine your templates accordingly to continuously improve assessment quality.

For teams hiring at scale, volume discounts make per-assessment pricing even more attractive. If you're regularly screening 100+ candidates per month, contact VideoPitcher sales for custom pricing that reduces your per-assessment cost. Discounts typically start at 10-15% for 500+ assessments and can reach 30-40% for enterprise contracts with thousands of assessments annually. Even with volume discounts, there's no minimum monthly spend—you still pay only for assessments completed.

Enterprise features are available for teams with advanced requirements. These include: single sign-on (SSO) integration with your company's identity provider, custom branding that completely white-labels the candidate experience, dedicated account management with hiring workflow consultation, priority technical support with guaranteed response times, advanced analytics and reporting dashboards, and custom integrations with your ATS, HRIS, or other internal systems. Enterprise pricing is quoted based on expected assessment volume and required feature set.

Multi-team and multi-location organizations benefit from centralized billing with department-level visibility. Corporate HR can purchase assessment credits in bulk, then allocate budgets to different hiring teams (engineering, sales, operations, regional offices) with usage tracking and reporting. This approach provides financial control at the corporate level while giving hiring managers the autonomy to screen candidates without submitting purchase requisitions for every assessment. It's the best of both worlds: centralized budgeting with distributed execution.

Annual contracts provide predictable costs for teams with consistent hiring needs. If you know you'll assess approximately 500 candidates over the next 12 months, you can purchase a 500-credit annual plan at a discounted rate, locking in pricing and ensuring budget certainty. Unused credits at the end of the contract period can typically be rolled over or credited toward renewal, so there's no risk of wasting prepaid capacity. For CFOs who want predictable recruitment expenses, annual contracts deliver subscription-like budget certainty with the flexibility of per-assessment pricing.

No per-seat pricing means your entire team can collaborate without additional fees. Traditional SaaS products charge per user, so adding a hiring manager or team lead as a reviewer increases your monthly costs. VideoPitcher includes unlimited reviewer accounts in every assessment—invite your entire hiring committee without worrying about the bill. This pricing structure encourages collaboration rather than penalizing it, leading to better hiring decisions through diverse perspectives.

No data storage fees as your assessment archive grows. Some platforms charge based on video storage consumed or limit how long you can retain historical assessments. VideoPitcher includes unlimited storage for all candidate submissions, letting you maintain a complete hiring history for reference, compliance, or future analysis. If a candidate reapplies a year later, you can review their previous assessment before deciding whether to move forward. This historical context is valuable for making informed decisions but often comes at a premium price on other platforms.

No implementation fees or onboarding charges. Unlike enterprise HR software that requires professional services engagements to get started, VideoPitcher is designed for self-service setup. Sign up, create an assessment, and start screening candidates within 30 minutes—no consulting required. If you do need help, support is included at no extra charge. Customer success teams can help you design effective assessments, configure integrations, and train your hiring team on best practices, all without billing additional services fees.

No API or integration surcharges. Platforms increasingly charge for API access or integration capabilities, treating data portability as a premium feature. VideoPitcher includes full API access and webhook support in the standard per-assessment pricing, ensuring you can integrate with your existing hiring stack (ATS, HRIS, scheduling tools) without paying for separate API tiers. Data export to CSV is also free and unlimited, preventing vendor lock-in and ensuring you always have access to your hiring data.

Startups benefit most from pay-per-assessment pricing because costs scale with growth. When you're pre-revenue and hiring your first 10 employees over 18 months, the last thing you need is a recurring subscription draining your runway. With VideoPitcher, you might spend ₹2,500-5,000 total on assessment credits in your first year—an insignificant cost compared to the value of making better early hires. As you raise funding and accelerate hiring, you naturally spend more on assessments because you're evaluating more candidates, but the cost remains proportional to activity.

SMBs with 50-250 employees appreciate the predictability and control of per-assessment pricing. You're past the startup phase but still budget-conscious, and you need hiring tools that justify their cost. Calculate your typical monthly candidate flow (let's say 30 assessments per month), multiply by ₹25 (₹750/month), and compare that to subscription software charging ₹8,000-15,000/month. The savings are obvious. Plus, during slow hiring months, your costs drop naturally without needing to downgrade plans or cancel subscriptions.

Enterprises with hundreds or thousands of monthly hires should explore volume discounts and annual contracts. At scale, per-assessment pricing with bulk discounts often beats subscription software on total cost of ownership. Consider an enterprise hiring 5,000 employees annually across multiple divisions and geographies. Even assuming 3 assessments per hire (15,000 total assessments), the cost at discounted enterprise rates might be ₹2-3 lakhs annually. Compare that to subscription recruiting suites charging ₹10-20 lakhs annually plus implementation fees, and the business case is clear.

Agencies and RPO providers can mark up assessment costs and pass them to clients. If you're a recruitment agency handling hiring for multiple client companies, you can purchase assessment credits in bulk at volume-discounted rates, then bill clients at a markup that covers your time and generates profit. For example, buy credits at ₹18 each (via volume discount), provide full assessment services to your clients, and bill at ₹100-150 per assessed candidate. This arbitrage opportunity makes VideoPitcher a revenue generator rather than a cost center for recruiting service providers.

Credit card, debit card, UPI, and net banking payment methods are supported for Indian customers. Choose whatever payment method fits your company's procurement policies. For small credit purchases (10-50 assessments), instant card payment is fastest. For larger purchases or enterprise contracts, invoice-based net banking transfers provide the paper trail finance departments require for expense approval.

International customers can pay via credit card or PayPal in USD. The $0.50 per assessment international rate is charged in USD regardless of your location, ensuring pricing transparency across different markets and exchange rate fluctuations. For multinational companies managing hiring across regions, this standardized international pricing simplifies budget allocation and cost comparison across geographies.

Invoicing is available for companies requiring purchase orders or net-30 payment terms. If your procurement process requires formal invoices before payment, VideoPitcher accommodates this workflow. Submit a purchase order for a specific quantity of assessment credits, receive an invoice, and remit payment according to your standard AP process. Credits are provisioned immediately upon invoice approval, so bureaucratic payment timelines don't delay your hiring activities.

Auto-reload options prevent running out of credits mid-hiring campaign. Set a threshold (e.g., 'auto-purchase 50 credits whenever balance drops below 5') and a payment method, and the system will automatically replenish your credit balance as needed. This automation ensures you never have to pause candidate assessments because you forgot to buy more credits, while still maintaining the pay-per-assessment pricing model you prefer over subscriptions.