Recruitment file work has two halves that meet at the review pack: the interview recording, and the documents a hiring manager reads. The chain is record locally, compress the recording, transcribe the part you need, merge the candidate files, number them, compress the portfolio images, then encrypt the pack before it is shared. Only transcription uploads.
Order matters for privacy and for file size. Record and compress before transcribing, because the transcription cap is 30 MB. Merge and number before encrypting, because no PDF tool can open a protected file. Compress images before they go into the PDF, because the PDF rewrite does not re-encode them. And decide retention before you start: a recording is personal data, and the tools cannot delete it for you after it has been shared with a hiring manager.
1. Record the interview in the browser
Webcam Recorder captures your camera and microphone directly, at an ideal 1280 by 720, with a pause button for a break in the conversation. The recording exists only on your device: it is not uploaded, streamed or stored on a server, and closing the tab removes it. If the microphone is denied or missing, the video still records, silently. The mirror switch changes the preview only, so the saved file is not flipped.
The output is WebM, and the page can convert it to MP4 before download. That scope limit matters: this records your camera and your microphone, not the other person's screen and not the call audio from a video meeting. For a remote interview, use it with the candidate's knowledge, and check whether your policy allows recording at all before you press the button.
Webcam Recorder
Record camera and microphone locally at 720p, with pause and MP4 export.
2. Compress the recording
A ten minute 720p interview is manageable, but a full day of interviews is not, and many internal systems cap attachments. Video Compressor exposes quality, resolution, frame rate and output format, and shows the output size after the run. For a review copy, 720p at 30 fps is usually enough, and the file drops by 50 to 80 percent compared with the original.
Two limits. There is no target size field, so you tune by quality and read the result rather than typing a cap. And compression is one-way, so keep the original recording as the record and send the compressed copy. Clips under 200 MB and a few minutes long work best because the encode runs in browser memory; a very long session should be split before it is compressed.
Video Compressor
Set quality, resolution and frame rate, and read the output size before sending.
3. Transcribe the part you need
Video to Subtitles turns the recording into text with timecodes and speaker labels, and you can correct names and wording in the preview before downloading SRT, VTT or plain text. A free run covers 2 minutes a day, a free account receives 5 credits daily, and the upload cap is 30 MB for one file at a time.
This is the one step that leaves your machine. The file goes to a server and is forwarded to Volcengine AI MediaKit, and recognition covers Simplified Chinese and English only. A candidate's voice is personal data, so treat the upload as a consent and disclosure question, not just a technical one. The safer pattern is to trim the section you need first, transcribe only that, and keep the full recording local unless your retention policy requires otherwise.
Video to Subtitles
Speaker-labelled transcript with timecodes. Uploads the file and uses credits.
4. Merge the candidate documents
Merge PDF joins the resume, the portfolio, the take-home exercise and the interview scorecard into one pack, in the order you drag the cards. Pages are copied as they are, so a resume keeps its layout and its selectable text, and links and bookmarks survive. There is no fixed file limit, which matters when a designer sends twelve portfolio pages as separate files.
An encrypted file has to be unlocked first, because the merger cannot read it. Keep the individual files until the pack is approved, because the merged file is a new copy and changing the order later is easier from the sources. If the portfolio arrived as phone photos, compress those images before merging rather than after; a PDF rewrite will not shrink them.
Merge PDF
Join the resume, portfolio and scorecard into one pack, in the order you choose.
5. Number the pack
Add Page Numbers stamps a continuous number in one of four formats, with a starting value, six positions, a font size between 8 and 24 pt and an option to skip the first page. The numbers are drawn as selectable text, so they do not flatten the PDF and the pack stays searchable.
What it cannot do is the part a recruiter usually wants first: there is no prefix field, so a candidate name or a requisition number cannot be baked into the number. If the pack needs that, add a cover page in the source document before merging, or name the file by candidate and role. Number after merging, not before, because numbering each file separately gives every section its own page 1.
Add Page Numbers
Continuous numbering with a starting value and a skipped cover page.
6. Shrink the portfolio images
Image Compressor takes the whole set, shrinks it with a quality slider and can resize by percentage, with a live before and after preview. For portfolio screenshots, PNG with OxiPNG recompresses losslessly, while photographs are better as JPG or WebP. This is the step that actually reduces the pack, because the PDF tools do not re-encode images.
There is no fixed count and no target size field: you lower the quality until the preview shows a number you can accept. A small logo or a screenshot that was already optimised can come out larger, so check the output rather than assuming every file shrinks. Keep the originals, because the candidate's work should not be degraded in the record copy.
Image Compressor
Batch compress a portfolio with a quality slider and a live comparison.
7. Encrypt the review pack
Protect PDF writes AES-256 in the browser, with an open password for the hiring manager and an optional owner password for permissions. The file and the password never leave the machine, so there is no server copy. That matters when a pack contains a candidate's address, salary expectation or a copy of an identity document.
Three limits. There is no password recovery, so a lost password loses the pack, and the password should travel by a different channel than the file. The permission switches are enforced by the reader, so they are a signal rather than a lock. And only PDF can be encrypted here: the interview video cannot be password protected by these tools, so it needs a separate encrypted archive or a controlled drive. Encrypt last, because no PDF tool on this page can open a protected file.
Protect PDF
AES-256 with print, copy and edit permissions, entirely on your device.
What this chain cannot do
- No ATS and no resume parsing. Nothing reads a resume, extracts skills or builds a candidate database.
- No scoring or ranking. The tools handle files; they do not compare candidates.
- No anonymisation. A name, photo or address printed on the page stays there, and metadata clearing is not redaction.
- The recorder only sees your camera. It cannot capture the other person's screen or the call audio from a meeting app.
- Transcription uploads and is limited. 30 MB, Chinese and English only, and a consent question for candidate data.
- No prefix on page numbers. Candidate names and requisition numbers cannot be stamped into the number.
- No password recovery. A lost pack password loses the file for everyone.
- Video cannot be encrypted here. Only PDF gets password protection.
- No retention automation. Deleting files and enforcing a retention window is your process, not the tool's.