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?

Bullhorn, a staffing and recruiting software provider, and the American Staffing Association (ASA) have launched ASA | Bullhorn AI Job Impact, a research partnership that measures how AI affects US job availability. The company announced it on October 13, 2026. The dashboard tracks hiring activity rather than relying on projections or historical data. It groups jobs into three AI impact levels, based on how much of each job's work AI is changing, and updates monthly. An expanded view compares the share of affected jobs held by workers aged 25 and younger with those held by workers aged 26 and older. "The AI Job Impact gives us a clearer picture of where AI is having an impact today and which jobs are seeing the biggest changes," said Lia Taniguchi, head of research and insights at Bullhorn.

Bullhorn, American Staffing Association Launch 'AI Job Impact' research partnership to measure AI's impact on U.S. jobs. New metric provides near real-time visibility into AI's impact across the U.S. job market. October 13, 2026 10:16 ET | Source: Bullhorn BOSTON, Oct. 13, 2026 (GLOBE NEWSWIRE) - Bullhorn, the global leader in software for the staffing and recruiting industry, and the American Staffing Association (ASA) announced today the launch of ASA | Bullhorn AI Job Impact, a new research partnership designed to measure the impact of AI on job availability and employment trends across the U.S. labor market. The ASA | Bullhorn AI Job Impact is a continuously updated measure of how AI is impacting different job categories based on hiring activity. Rather than relying on projections or historical data, the report provides near real-time visibility into the actual impact of AI on job availability as it unfolds nationwide. Jobs are grouped into three AI impact levels based on how much of the work involved in each job is being affected by AI. The ASA | Bullhorn AI Job Impact answers a critical question: how artificial intelligence is actually changing the job market right now, not in theory but in practice. The dashboard provides that answer with data updated monthly, offering stakeholders an early signal for labor market shifts driven by AI adoption. In addition, an expanded dashboard also looks at how AI is affecting workers of different ages, showing how the share of jobs impacted are held by workers age 25 and younger compared to those held by workers age 26 and older. "Most AI impact analyses rely on projections and assumptions about the future," said Lia Taniguchi, head of research and insights at Bullhorn. "The AI Job Impact gives us a clearer picture of where AI is having an impact today and which jobs are seeing the biggest changes. Tracking the effects of AI on various occupations will be critical to preparing the workforce for what comes next." About Bullhorn For over 26 years, Bullhorn has dedicated itself to building industry leading, cloud based software for the staffing and recruitment industry. Through partnerships with 10,000 customers globally, Bullhorn has built a vast knowledge base of recruitment best practices and deep domain expertise to help firms scale their businesses. Founder-led and headquartered in Boston, Bullhorn employs 1,400 people across 14 countries focused on delivering an incredible customer experience, its core mission. To learn more, visit www.bullhorn.com or follow Bullhorn on LinkedIn or X.