Camille Schulz leads recruiting operations at Pendo, where she focuses on building the systems that support how the company hires.
Over the past year, she has helped lead an effort to strengthen one of the most important parts of the hiring process: how interviews are run.
As Pendo has grown, more employees across the organization have become involved in interviewing candidates. Camille saw an opportunity to bring more structure, training, and visibility into that process so that every interview contributes to stronger hiring decisions.
Her work has focused on two major initiatives: launching a company-wide interview training program and helping lead the rollout of BrightHire as part of Pendo’s recruiting AI transformation.
Rolling out BrightHire across a global organization
BrightHire was introduced through a phased rollout that began with a pilot, expanded to the United States, and later launched across the rest of the organization.
Because Pendo operates across multiple regions, the rollout required coordination with legal and compliance teams. U.S. employees were included by default with the option to opt out, while other regions followed an opt-in model aligned with GDPR requirements. Today, BrightHire is now used across the company.
More than 1,500 interviews have been captured, supporting roughly 60 hires, and nearly 100% of candidates have opted in to recorded interviews.
For Camille, the platform provides something hiring teams rarely have access to: a clear record of the conversations that shape hiring decisions.
Training every employee to participate in hiring
At the same time BrightHire was being introduced, Camille and the recruiting operations team launched a new interview training program for employees across the company.
The program is built around a core belief inside Pendo: hiring great people is a shared responsibility. Every employee who participates in interviews should understand how to evaluate candidates thoughtfully and fairly.
The training includes seven short modules that cover Pendo’s recruiting philosophy, legal guidance for interviewers, and practical guidance on how to run effective interviews. BrightHire is included as part of the training so interviewers understand how to use the platform during real conversations with candidates.
Once employees complete the training and install the BrightHire extension, access to the platform is automatically granted through the company’s identity system.
So far, almost one quarter of managers across the company have completed the training, forming an early group of adopters who are helping expand adoption across the organization.
The program will soon become part of standard onboarding so that new employees learn how interviews work at Pendo early in their time at the company.
Raising the bar for interviewers
For Camille, the interview training program is about more than improving hiring outcomes. It’s also about helping employees develop a skill that will benefit them throughout their careers.
Learning how to run a thoughtful interview, evaluate candidates fairly, and ask the right questions are capabilities that extend well beyond a single hiring process. Those skills help employees collaborate more effectively, communicate more clearly, and contribute meaningfully when evaluating future teammates.
BrightHire supports that work by giving interviewers a record of their conversations and helping hiring teams stay aligned on the interview plan and scorecards for each role.
The result is a hiring process that is more structured, more transparent, and more supportive for both candidates and interviewers.
Grounding hiring decisions in real conversations
BrightHire has also helped strengthen how hiring decisions are made at Pendo.
When recruiters prepare offer packets for leadership approval, they include BrightHire clips that highlight key moments from interviews. Leaders reviewing the decision can quickly see the evidence behind a candidate recommendation rather than relying only on written summaries. That visibility helps ensure hiring decisions are grounded in the interview conversations themselves.
For Camille and the recruiting operations team, the goal isn’t simply to introduce new technology into the hiring process. It’s to build systems that help every interview contribute to stronger hiring decisions and a better candidate experience. In doing so, help every employee become a better interviewer along the way.
