BrightHire or Metaview for recording, summarizing and sharing recruiting interviews

The shared job: an interview record nobody has to type

BrightHire and Metaview both aim at the same moment: a recruiter finishes an interview and needs a record that hiring managers can read. Metaview describes AI agents that take interview notes, review applications, source candidates and produce reports. BrightHire describes a product that plans, records and summarizes interviews, runs AI first-round screens, assists decisions and coaches interviewers.

This comparison stays on documentation: capture, notes, ATS connections, permissions and retention. It does not rank hiring quality. The impact figures each vendor publishes cover different populations and metrics, so they are not comparable and are not treated as tests here.

Sources: Metaview (usedby.ai) · brighthire.com

Capture: what gets recorded and how

Metaview's privacy page says it records audio, video and code. Video can be switched off for audio-only capture, candidates can opt out in one click, and the tool can be used without recording at all. Metaview also states that fewer than 5% of candidates opt out.

BrightHire's homepage says its AI records and summarizes interviews, and describes a consent-first design. It also offers an AI interviewer for first-round screens and says it surfaces fraud signals in both AI-run and live interviews. It mentions video-conferencing integrations without detailing them.

In practice: if you want one tool that also screens and flags fraud, BrightHire documents that scope. If your interviews include coding exercises, Metaview explicitly lists code capture. Whether BrightHire captures code, and which video tools each product supports, are demo questions.

Sources: Privacy (metaview.ai) · brighthire.com

Notes and sharing: from recording to hiring manager

Metaview's case studies show how notes travel. At Perk, the notetaker transcribes word for word, produces highlights and recaps, and structures notes to fit the ATS. The team also uses it in intake briefings with hiring managers and in debrief meetings. At Elara Caring, the AI fills in an existing screening questionnaire, and hiring managers get a summary at the top of each one. Elara reports that most recruiters said phone screens take about half the time; that is a vendor-published customer statement, not a measured benchmark.

The Bowdoin Group, a search firm, uses custom templates so the same captured information can be reshaped into client deliverables, short or detailed depending on the client.

BrightHire's homepage describes AI notes and highlights, best-of interview clips, candidate summaries to support decisions, and an interviewer coaching agent. Searching across notes is not described for either product in the pages read, so test it with a real question during a demo.

Sources: Perk high quality global hiring at scale (metaview.ai) · Elara caring saved recruiter time screening (metaview.ai) · Bowdoin group scaling search (metaview.ai) · brighthire.com

ATS connections: compare lists with care

BrightHire publishes an integration list: Greenhouse, Ashby, Workday, iCIMS, Rippling, Lever, SmartRecruiters, Gem, Jobvite and Bullhorn. Its homepage also mentions video conferencing and collaboration tools such as Slack and Teams.

For Metaview, the catalogue profile shows Ashby, Greenhouse, Lever, Gem and SmartRecruiters, and the Perk case study says notes are structured to fit the ATS. That is a shorter summary, not a full integration list, so a missing ATS is unknown rather than unsupported. Confirm your own ATS, and how notes land in it, with both vendors.

Sources: Brighthire (usedby.ai) · brighthire.com · Metaview (usedby.ai) · Perk high quality global hiring at scale (metaview.ai)

Permissions and retention

BrightHire's homepage states SOC 2 Type 2, GDPR and CCPA compliance, role-based access controls and customizable data retention. The default retention period is not given there. These are vendor statements.

Metaview's privacy page is more specific: SOC 2 Type II, role-based permissions, a retention default of two years that can be changed, on-demand deletion, storage in an AWS environment in the UK, and a data processing agreement. It says candidates' deletion requests are handled within two to three days. If your data must stay in a particular region, ask BrightHire where recordings are stored.

Sources: brighthire.com · Privacy (metaview.ai)

Who should pick which (editorial view)

Lean toward Metaview if audio-only capture, code capture and a documented retention and storage setup matter most, or if you want to start on a published free plan. Its plan cards are per user and framed around sourcing volumes, so ask what the notetaker costs on your tier. A like-for-like price comparison is not possible here, because BrightHire's price is not covered in the pages used.

Lean toward BrightHire if you also want AI screening interviews, fraud signals or interviewer coaching, and your ATS appears on its published list. Whichever you test, track adoption: Metaview's Deel case study reports adoption rising from 29% to about 97% after a rollout framework, which suggests that usage by interviewers decides whether notes exist at all.

Suggested demo test (an editorial recommendation, not a vendor feature): run one real interview in each tool, then send the result to a hiring manager through your ATS and look for the same answer in the notes the next day.

Sources: Pricing (metaview.ai) · Privacy (metaview.ai) · brighthire.com · Brighthire (usedby.ai) · Deel hiring metaview reports (metaview.ai) · Metaview (usedby.ai)