Does HireVue record your screen?

1. Screen sharing is a real feature, and you would know

HireVue's candidate help centre has an article about it. Some OnDemand interviews ask candidates to share their computer screen while performing a task, to demonstrate a skill; you may also be asked to share during a live interview. It requires a recent version of Chrome or Edge on a desktop or laptop, and it is not available on mobile.

The important part is that this cannot happen quietly. Screen sharing in a browser goes through the standard browser permission dialogue: a box appears, you choose which screen, window or tab to share, and you click a button to confirm. On a Mac you may additionally have to grant the browser Screen Recording permission in System Settings, which requires quitting and reopening the browser. If none of that happened, your screen was not shared.

It is also mostly a technical-role feature — sharing an IDE or a spreadsheet. A behavioural screen for a graduate scheme has nothing to demonstrate on screen, which is why almost nobody reading this page will encounter it.

2. Browser focus tracking is real, and it is not screen recording

This is the one worth knowing about, and HireVue described it publicly in October 2025:

Read what that says and what it does not. It records that you left the interview window. It does not record what you left it for — the platform cannot see the tab you switched to any more than any other web page can. HireVue's product manager, in the same write-up, frames it as a prompt to look more closely at the responses rather than as an automatic verdict.

The practical consequence is small but real: do not open the job description in another tab mid-answer, and turn off anything that will throw a full-screen notification at you. Not because a machine will disqualify you, but because there is no reason to generate a flag that a human then has to interpret.

3. Candidate Image Capture takes stills

From the same October 2025 write-up: HireVue describes a feature that periodically takes snapshots of candidates during interviews to confirm identity and flag suspicious activity, quoting its product manager saying it is a way to check at a glance that it is the same person throughout.

That is a camera feature, not a screen feature — it photographs you, not your desktop. Like everything else here it is a setting the employer switches on or off, and HireVue does not publish which employers use it.

The privacy policy you found is probably not the one that governs you

If you searched for HireVue's privacy policy, you very likely landed on a document that explicitly excludes you. Its scope section says it does not apply to personal information HireVue processes about its customers' job applicants; that data is instead governed by the contract between HireVue and the employer, and it directs applicants to contact the employer they applied to.

HireVue's candidate FAQ says the same thing in blunter language:

So the answer to "how long does HireVue keep my video" is: for as long as the employer told it to. HireVue's own 2025 documentation lists a recommended retention setting of two years while noting it follows company policy. If retention matters to you, the employer's careers-site privacy notice is the document to read, not HireVue's.

The AI never looks at the picture anyway

Worth putting next to all of the above, because it defuses most of what people are actually afraid of. HireVue's 2025 Explainability Statement says its AI relies only on what the candidate says, and does not use video analysis, facial expressions, body language, background and surroundings, or tone of voice. Its assessments included facial analysis until 2020; SHRM reported in February 2021 that it had been discontinued the previous March.

Your untidy room is not being scored. Neither is your face. What is being scored is the transcript.

What you can actually ask for

• A copy or a deletion. HireVue's FAQ says you can request that your personal data be deleted at any point in the process, but routes the decision to the employer. Ask the employer's recruitment team in writing.
• Deletion within 30 days, if the role is based in Illinois. The Artificial Intelligence Video Interview Act requires the employer, on your request, to delete your interviews within 30 days and to instruct anyone who received copies to delete them too, including backups.
• An explanation, before you record, in Illinois. The same Act requires notice that AI may be used, an explanation of how it works and what general characteristics it evaluates, and your consent. Consent is a real gate: it says an employer may not use AI to evaluate applicants who have not consented.
• Notice and a bias audit, in New York City. Local Law 144 requires an annual bias audit of an automated employment decision tool, a public summary of it, and notice to candidates — 10 business days before the tool is used, according to the city's own guidance.
• Human review instead of AI. HireVue's 2025 statement says candidates who opt out of AI evaluation take the same assessment and have their responses manually reviewed and rated by recruiters.

None of this is legal advice. It is a list of things that are written down somewhere you can point at.

One thing we will say about our own product

You are on this page because you are worried about being observed by software. So it would be strange not to say what our simulator does. Your video never leaves your device. It is recorded in your browser and stays there. The audio of each answer does leave: it goes once to our server, on to Groq to be turned into text, and is then dropped without being stored. The text is what gets graded, and that grading is done by AI. There is no screen capture, no tab monitoring and no image capture, because none of those would tell us anything about your answer.