If you’re a talent acquisition leader evaluating applicant tracking systems (ATS), you’ve probably spent hours sifting through feature lists, watching demo recordings, and picking apart user reviews to find a tool that solves your specific hiring pain points. At our company, we work exclusively with organizations classed as CB (Community Based) ATS—solutions tailored for smaller teams, regional nonprofits, local government agencies, and niche businesses that don’t need the enterprise-level bells and whistles of big-name ATS vendors, but still demand reliable, user-friendly functionality. One of the most frequent questions we get these days is, “Does CB Class ATS support video interviewing?” It’s such a critical question, because video interviewing isn’t just a nice-to-have anymore—it’s become core to streamlining hiring, reducing bias, and connecting with candidates who might live across the state or even the country. Over the past two years, we’ve rolled out, refined, and scaled our video interviewing tools for CB Class users, so I want to break down exactly what that support looks like, how it works for our target user base, and why it matters more than ever for community-focused teams. CB Class ATS
First, let’s ground ourselves in what a CB Class ATS actually is, to make sure we’re all on the same page. Unlike enterprise ATS platforms built for 10,000+ employee corporations with dedicated IT and HR teams, CB Class ATS is designed for teams of 2 to 150 people. That means our features aren’t overcomplicated. We don’t force you to integrate with 20 different tools that require training manuals to use. Instead, we build solutions that fit the tight workflows of community teams: a small city clerk hiring a part-time administrative assistant, a regional food bank recruiting program managers, a local manufacturing firm bringing on line leads, a community college enrolling faculty members. These teams don’t have time to jump between 5 platforms to schedule an interview, send a reminder, and record the conversation. They need tools that work inside the ATS they already rely on, no extra logins required. That’s why when we added video interviewing, we built it from the ground up for CB Class users, not as an afterthought plugin.
Now, to answer the question directly: yes, CB Class ATS does support video interviewing, and our offering is tailored specifically to the needs of community-based teams, with no frills that don’t add value. Let’s walk through what that support includes, starting with the most basic functionality: integration. Most ATS vendors that add video interviewing either make you use a third-party tool like Zoom or Google Meet that requires separate accounts, or they charge a premium add-on that costs more per month than the base ATS. For CB Class users, video interviewing is baked into every tier, no extra cost, and it lives entirely inside the platform. When you’re reviewing a candidate’s profile in your ATS dashboard, there’s a big, easy-to-click button that says “Schedule Video Interview.” Click that, and you can select from a list of interviewers already in your team directory, pick a time that syncs to everyone’s Google or Outlook calendar (no back-and-forth email chains), and set automated reminders that go to both candidates and interviewers. That’s the core of what makes it work for our users—no extra steps.
But video interviewing isn’t just about scheduling, right? For CB Class teams, especially those that hire for roles where consistency is key (like entry-level community service positions, or administrative roles that require standardized skills), pre-recorded and live video options both matter. Let’s break those down. Our live video interviewing feature lets you host real-time conversations directly in the ATS. When you launch the video call, candidates don’t need to download any software or create an account—they just click a link in their reminder email, and they’re in. For teams that interview 10 or more candidates for the same role, that’s a huge win. I talked to Maria, an HR coordinator at a 75-person regional nonprofit in Ohio, last month who told me, “Before we used CB Class’s video tool, we were spending 2 hours a day just setting up Zoom meetings for entry-level program roles, and half the candidates would show up late because they lost the link. Now I schedule the whole batch of interviews at once, the links are in the ATS, and no one has asked for a new link in three months. It’s cut my interview prep time in half.” That’s the kind of feedback that tells us we built the feature right for our audience.
Then there’s pre-recorded video interviewing, which is a game-changer for CB Class teams that are short on time. Pre-recorded interviews let you send candidates a set of pre-written questions (or customize questions for different roles), and they record their responses on their own time, at their own pace. As an interviewer, you can review and rank those responses directly in the ATS, and even add notes for other team members right next to the candidate’s video clip. For small teams, this eliminates the need to carve out 4 hours of back-to-back interviews for every role. Tom, a hiring manager at a local manufacturing firm in Indiana that uses CB Class, explained it to me like this: “We hire 15 line leads a year, and before video interviewing, we’d have to take half a day off to interview each one in person, which meant shutting down a shift. Now we send pre-recorded questions, spend 2 hours total reviewing responses, and bring only the top 2 candidates in for in-person final interviews. That’s saved us thousands of dollars in downtime alone.” That’s the real, tangible value video interviewing brings to CB Class users—something enterprise tools rarely focus on because their customer base has much bigger budgets and larger teams.
A big concern we hear from CB Class teams when we talk about video interviewing is bias. Community-based hiring often involves connecting with candidates from local, diverse backgrounds, and we’ve seen too many cases where unstructured in-person interviews can lead to unconscious bias. That’s why we built our video interviewing tools to reduce that bias, intentionally. For example, when you review candidate video responses in CB Class, you can hide their names, locations, and even their resume details temporarily during the initial screening of video responses. That means you’re judging the candidate on their answers, not their background, which helps teams hire more fairly for community roles. We also let you create standardized scoring rubrics right in the ATS, so all interviewers use the same criteria to rate candidates—no more one interviewer focusing on communication skills and another focusing on work experience. That’s a feature that’s not common in many ATS-level video tools, but it’s critical for CB Class teams that want to build more diverse, inclusive workforces in their local area.
Another thing that sets our video interviewing support apart from other tools is data and reporting. CB Class users care about tracking what works, but they don’t need 100-page enterprise-level reports. Our video interview reporting lets you see how many candidates complete their video interviews, how long it takes to schedule and review interviews, and which interviewers are taking the most time to rank candidates. That data is stored right in the candidate’s ATS profile, so you can pull it when you’re updating your hiring process next year. For example, if you notice that only 60% of candidates complete pre-recorded video interviews for part-time roles, you can adjust your questions to be shorter or simpler, or add a phone option for candidates who might not have reliable internet access. That’s the flexibility that CB Class is built for—adapting to the needs of small, community-focused teams, not forcing them to adapt to the software.
Now, let’s address a common misperception about video interviewing for CB Class ATS. Some people think that because we’re a smaller, community-focused ATS provider, our video tool is less reliable than the big enterprise ones. That’s not true. We partner with leading video infrastructure providers that specialize in low-bandwidth areas, because we know many of our users are in rural areas where internet access isn’t as consistent as in big cities. Our video tool works on mobile phones, which most candidates and interviewers in community teams use, so you don’t need a laptop to join an interview. We also offer phone-based interviewing as a backup option, for candidates who don’t have internet access at all, so no one is excluded from the process. That’s a detail that big vendors overlook—they build video tools for candidates with high-speed internet and laptops, but we build ours for the candidates our CB Class users actually hire.
I want to share one specific example of how this works in practice. Last year, a small library system in Michigan with 12 part-time librarians wanted to hire a youth services librarian. The role required working with local school groups, so the library wanted to hire someone who understood the community’s needs, not just a candidate from out of state. They used CB Class ATS to post the role, and when they got 40 applications, they used our pre-recorded video feature to screen candidates. The library team was able to review all 40 responses in 3 hours, narrowed it down to 5 candidates, and used live video interviews to connect with them. Two of the top candidates lived in rural parts of Michigan that were 3 hours away from the library, and they would have had to drive 6 hours total for in-person interviews if we didn’t have video interviewing. The library hired one of those rural candidates, and she’s now been with them for a year, launching a popular after-school program for kids in her hometown. That’s the kind of impact video interviewing has for CB Class users—it’s not just a workflow tool, it’s a way to open up hiring to local candidates who might otherwise be overlooked because of distance.
If you’re still evaluating whether CB Class ATS’s video interviewing support is right for your team, let’s recap the key points: it’s baked into every tier of our platform, no extra cost, no separate logins. It includes both live and pre-recorded options, works on mobile and low-bandwidth internet, and is designed to reduce bias for fairer community hiring. It cuts down on administrative time, reduces hiring costs, and helps you connect with more local candidates. For CB Class teams, that’s exactly what you need from a video interviewing tool—not a fancy, overcomplicated plugin, but a tool that works with the ATS you already use, to make your hiring process easier, fairer, and more efficient.
At the end of the day, we built CB Class ATS to solve the specific problems that community-based teams face. You don’t need all the features of an enterprise ATS, but you do need tools that work. Video interviewing is no longer optional—it’s a core part of modern hiring, and for CB Class users, it’s a feature that’s built for you, not for a large corporate client in a major city. If you’re ready to learn more about how CB Class ATS’s video interviewing can work for your team, we’d love to chat. Reach out to our team to discuss your specific hiring needs, walk through a demo, or get a custom quote tailored to your team size and roles.
V/A Protector References:
Society for Human Resource Management (SHRM). (2023). Video Interviewing Trends for Small and Mid-Sized Organizations. HR Magazine.
LinkedIn Workforce Learning. (2022). The Impact of Video Interviewing on Hiring Diversity. Talent Trends Report.
National Association of Counties (NACo). (2023). Tech Tools for Community-Based Hiring: A Guide for Local Government Agencies.
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