HireVue interview questions are written by the employer, not by HireVue. The hiring company chooses the prompts, their order and the time limit on each answer, and HireVue provides the software that records and stores your responses.
Who writes the questions, and what HireVue adds
Employers add the questions candidates respond to. HireVue's Builder supplies questions written by its industrial-organizational psychologists. HireVue supports the platform but does not make the hiring decision; the company that sent the invitation reviews your answers.
The question types you will meet
HireVue's candidate FAQ groups questions into past behavior, situational judgement, scenario simulation and role or technical prompts, plus game-based assessments and CodeVue coding challenges where the employer has bought them.
Example questions by type, and what each is checking
Past behavior. "Tell me about a time you solved a difficult problem at work." The answer has to name the situation, what you personally did and what changed.
Situational judgement. "Two urgent requests land on the same afternoon. What do you do?" This tests how you reason about priority when no option is perfect.
Scenario simulation. "A customer is angry about a delay you cannot fix. Respond as you would on the call." The reviewer hears your tone and composure.
Role and technical. "Tell us about your experience managing a project start to finish and the outcome." These reward specific research and a clear link to the job description.
Coding and games. A CodeVue challenge gives you a programming problem in a language the employer chooses.
How the timed format works, and how to prepare
Before the first question, HireVue shows the number and types of questions and an estimated completion time, then the attempts allowed per question, which the employer sets.
Each question opens with prep time, called think time in HireVue's recruiter documentation. A three second countdown follows, the response timer runs, and the answer submits automatically when time expires unless you select Done Answering first.
Retakes are an employer setting, from a single take to unlimited, which is the platform default.
HireVue offers three generic practice questions you can redo as often as you like, and those recordings are not saved or sent to anyone. Its STAR guidance puts a strong answer at 60 to 90 seconds.
For employers: writing and scoring structured questions
Write the question before you touch the settings. Question types set the format, not the content, so an audio clip or a video prompt still needs a clear question attached.
HireVue's best practice is at least 10 seconds of think time and a response limit long enough for a structured answer. Decide retakes before the interview goes live, since the attempt count is visible.
Score with the review format rather than memory. Reviewer instructions can define effective and ineffective answers, and a single select scale scored 0 to 5 gives reviewers a consistent judgement. Set the threshold on purpose: HireVue can advance high scoring candidates automatically and disqualify low scoring ones.
Ask every candidate the same questions in the same order, since consistency is what makes the scores comparable. The questions and the rubric are the parts you control, the separation at the centre of AI Candidate Evaluation, where the review process, not the software, decides who moves forward.