BrightHire or Metaview: which interview notetaker fits your team? Both record and summarize interviews and state SOC 2 Type II. Capture modes, ATS links and retention are where they differ. 84companies identified for Metaview 59companies identified for BrightHire Which tool fits your needs? * Audio-only or code capture Metaview documents audio, video and code capture, video can be switched off, and candidates can opt out in one click. Whether BrightHire captures code is not stated. Source 1 · Source 2 * AI screening and fraud signals BrightHire fits better: it describes an AI interviewer for first-round screens and fraud signals in AI-run and live interviews. Which video tools it supports is not detailed. Source 1 * Documented retention and data location Metaview states a two-year default retention that can be changed, on-demand deletion, AWS storage in the UK and a DPA. BrightHire offers customizable retention, but no default or storage region is given. Source 1 · Source 2 * A wide published ATS list BrightHire publishes ten ATS integrations, including Workday, iCIMS, Jobvite and Bullhorn. Metaview's profile shows five, but that is a shorter summary, so any other ATS is unknown rather than unsupported. Source 1 · Source 2 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. 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. 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. 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. 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. 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. Method and limits Named companies, tool by tool. * Case study, testimonial or press Logos of the companies its public sources name, strongest proof first. Sources. Questions. Do BrightHire and Metaview both hold SOC 2 Type II? Both vendors state SOC 2 Type II. That is the vendors' own statement, and it does not settle questions about retention, storage location or who inside your company can view recordings. Can candidates refuse to be recorded? Which ATS does each product connect to? Which has a free plan?

NJ Supreme Court upholds police FRT disclosure requirement. Biometric source code excluded from discovery materials Jun 25, 2026, 4:26 pm EDT Chris Burt New Jersey Supreme Court has unanimously ruled that law enforcement in the state must disclose its use of facial recognition during investigations as part of the discovery process in court proceedings. The decision partly sides with the state though, in excluding proprietary information like the source code of the facial recognition software used from the discovery demands. The ruling in State v. Miles (via Thomson Reuters) partially reverses the decision by a state appellate court that relied on an interpretation of State v. Arteaga that State Supreme Court Justice Lee Solomon Fasciale described as overly "mechanical" in allowing the demand for source code as part of discovery. The court ruled in Arteaga that police were obligated to disclose 13 pieces of information about the facial recognition system used by detectives before laying charges, which the appellate court took as precedence in Miles. "Such discovery cannot be reduced to a rigid thirteen-item checklist; a defendant's entitlement varies depending on the specifics of the case," writes Fasciale. In Miles' case, New Jersey police must disclose the facial recognition software and data they used before they charged him with first-degree murder, along with how they used it. "Metrics of performance" are included, and Arteaga asked for (and was granted) NIST FRVT results as one of the 13 points, but the key items are the biometric software's name and developer, what reference database was used, all versions of the probe image used and the match candidates returned. Some of this information was already provided by the prosecution after lower court decisions. Miles' case had attracted the support of the ACLU, the Innocence Project and the EFF. Article topics. Latest biometrics news. Jun 25, 2026, 4:32 pm EDT New survey data from KPMG shows a majority of banking executives preparing for AI to cause major disruptions to established... Jun 25, 2026, 2:30 pm EDT Jun 25, 2026, 2:22 pm EDT Omada has launched a new identity governance product designed to give European organizations full control over where and how their... Jun 25, 2026, 1:33 pm EDT A new fraud protection capability for live interviews of employment candidates on Zoom introduced by Brighthire uses signals and proprietary... Jun 25, 2026, 1:26 pm EDT Colombia's policy to integrate Venezuelan migrants is a model in how biometric systems and long-term planning can contribute to inclusion... Jun 25, 2026, 1:17 pm EDT Thailand is pushing digital identity forward with a physical gathering centered on talks and cooperation advancing digital trust. Thailand's Electronic...