HireVue Accessibility and Accommodation Guide

Learn how HireVue accessibility accommodations work, where to request more time, when to contact the employer, and what to include in your request.

Candidates can request additional response time through the HireVue accommodation flow described in its current support guidance. HireVue says a candidate can select an accommodation link or the accommodation option in the Timed Questions window to request more time. For other accommodation needs, HireVue directs the candidate to the hiring company. Contact the employer early, state the barrier and the change you need, and ask how the deadline will be handled while the request is reviewed. Do not assume that a platform setting, deadline extension, or other adjustment has been approved until the responsible party confirms it. Your invitation and the hiring company remain authoritative for your interview. This guide explains where to start and gives two request examples without asking you to disclose more personal information than is useful for the process.

TL;DR

HireVue’s current support article documents a route for requesting additional time.
HireVue directs candidates to the hiring company for accommodation requests other than extra time.
Describe the access barrier and requested adjustment clearly. You do not need to write a full medical history in the first message.
Ask who owns the request and how the interview deadline will be handled.
Wait for confirmation before starting if the current setup does not meet your access need.

What accessibility support does HireVue document?

HireVue’s ADA Compliance Steps support article describes a specific process for candidates who need additional time for timed questions. It says candidates may use an accommodation link or select the accommodation option in the Timed Questions window. The same article tells candidates to contact the hiring company for other accommodation inquiries.

That distinction matters. HireVue supplies the interview platform, but the hiring company controls the recruitment process and employer-specific decisions. A technical problem with the platform is different from a request to change the assessment conditions. If you are unsure which type of issue you have, contact both support routes and state the deadline.

The general guide to how HireVue works explains the wider candidate flow. Your invitation is still the best source for the exact interview assigned to you.

Who should handle each type of request?

Use this table to choose a first contact. It is a routing guide, not a promise that every employer follows the same internal process.

Need	Candidate action	HireVue role	Hiring-company role	Source boundary
Additional response time	Use the accommodation route shown in the invitation or Timed Questions window	HireVue documents the request path	Employer process may still govern review and confirmation	Support article confirms the route, not automatic approval
Another accommodation	Contact the recruiter or hiring-company accommodation contact	HireVue directs these inquiries to the hiring company	Receives and handles the request	The article does not list every available adjustment
Platform technical problem	Use the support option in the invitation and report the device, browser, and error	Platform support can investigate technical access	Employer should know if the problem threatens the deadline	Technical support is not the same as approving an accommodation
Deadline change	Ask the hiring company before the deadline	Platform may display the configured deadline	Employer controls its recruitment deadline and any change	Do not assume a request pauses or extends the deadline

Keep the invitation email. It can contain the employer contact, platform support route, deadline, and interview-specific instructions in one place.

How can you request additional time?

Open the invitation and read the information shown before any timed section begins. Look for the accommodation link or the option described in the Timed Questions window. Follow that route and save any confirmation or reference number that appears.

State the functional need clearly. For example, you may need additional reading time, preparation time, or response time. Ask what part of the process the adjustment covers. A phrase such as “more time” can be ambiguous if the interview contains several timed stages.

If the route is missing, inaccessible, or unclear, contact the hiring company before you start. Include the invitation identifier if one is available, the deadline and time zone, and the best way to reach you. Do not send sensitive documents to an address unless the employer has told you that it is the correct and secure route.

If practice fits your accommodation plan, try three free timed HireVue prompts after you confirm the setup you need with the hiring company.

When should you contact the hiring company?

Contact the hiring company for accommodation needs other than additional time, as HireVue’s support guidance directs. You should also contact it when the current deadline may arrive before the request is resolved, when you cannot find the documented route, or when the platform change alone would not remove the barrier.

Reach out as soon as you know what you need. Early contact gives the employer time to identify the correct owner and explain the next step. It also creates a written record before the deadline. If your recruiter is not the accommodation decision-maker, ask them to route the message and confirm who will reply.

Do not start an interview that you cannot access safely just because the deadline is approaching. Tell the employer what blocks access and ask for written instructions. Do not assume that sending a request automatically changes the deadline. The article about HireVue retakes, results, and scoring explains why employer-specific settings should not be treated as universal.

What should an accommodation request include?

A useful first request can be short. Include:

The interview or role you were invited to complete.
The access barrier in functional terms.
The specific adjustment you are requesting.
The deadline and time zone.
A request for confirmation before you begin.
Your preferred contact method if a discussion is needed.

You can explain what is necessary without volunteering a full diagnosis or detailed history in the opening email. The hiring company may have a formal process and may ask for additional information. Follow the official route it gives you. This guide cannot determine what documentation an employer may lawfully request in your location.

Example 1: request for additional response time

Subject: Accommodation request for recorded interview

“Hello,

I received the recorded interview invitation for the Operations Coordinator role. I need additional response time for timed questions as an accommodation. The invitation deadline is 10 September at 5:00 p.m. Eastern Time.

I found the accommodation option in the interview flow and submitted the request today. Please confirm whether the adjustment applies to both preparation and response time, and let me know when it is safe to begin the interview. If another team handles this request, please forward my message or send me the correct secure contact route.

Thank you.”

Why it works: the candidate identifies the interview, requested adjustment, deadline, action already taken, and exact confirmation needed. The message does not assume approval.

Example 2: request for another accommodation

Subject: Accessible interview setup request

“Hello,

I have been invited to complete the recorded interview for the Graduate Analyst role. I need an accessible interview setup that allows me to use my assistive technology. The current invitation does not explain whether that setup is supported, so I have not started the interview.

Could you connect me with the person who handles candidate accommodations? The deadline shown is 12 September at noon Pacific Time. Please also confirm how the deadline will be handled while we arrange an accessible option. I can explain the functional requirements through your approved process and would prefer a written reply by email.

Thank you.”

Why it works: the candidate names the barrier, avoids guessing about platform support, provides the deadline, and asks for the responsible owner and next step.

How should you test an accessible setup?

Test the complete path you will use, not only the camera preview. Check the device, browser, camera, microphone, keyboard access, audio output, assistive technology, lighting, and network. Confirm that you can read instructions and control the page in the way you need.

Use the HireVue setup and technical checklist for the standard equipment checks, then add checks specific to your accommodation. A successful practice recording does not prove that every timed interview screen or employer setting will behave the same way. If a required control is not accessible, record the page, step, and error in plain language and contact the correct support route before the deadline.

Keep accommodation approval separate from technical readiness. You need both. An approved time change does not fix a microphone failure, and a working camera does not mean the interview conditions meet your approved need.

What must you confirm before beginning?

Confirm the adjustment, the affected interview stages, the deadline, and the contact to use if the setting is missing. Read the invitation again after approval because the employer may send a new link or updated instruction. Do not rely on a verbal understanding if the platform still shows different conditions.

This guide cannot promise a particular accommodation, approval time, deadline extension, question format, or retry. Those decisions depend on the employer, the interview configuration, and the process that applies to you.

Frequently Asked Questions

Can I request extra time in HireVue?

Yes. HireVue’s current support article describes an accommodation route for requesting additional time. Follow the route shown in your invitation and wait for confirmation of the exact adjustment.

Who handles accommodations other than extra time?

HireVue directs candidates to the hiring company for other accommodation inquiries. Use the recruiter or accommodation contact listed in your invitation.

Should I disclose a diagnosis?

Start with the access barrier and adjustment you need. The employer may explain a formal process or request additional information. Use its approved route and applicable local guidance.

When should I contact the hiring company?

Contact it as early as possible, especially if the deadline is close or the HireVue route does not cover your need. Include the exact deadline and time zone.

What if the accommodation is not ready before the deadline?

Tell the hiring company before the deadline and ask for written instructions. Do not assume the deadline has changed until the employer confirms it.