How OneTrust Saved 1,800+ Hours While Scaling Interview Quality with BrightHire

The Challenge: Scaling hiring across teams and regions made consistency harder to maintain

OneTrust offers a platform that helps businesses enable innovation through the responsible use of data and AI. As the company expanded globally, hiring activity increased across teams and regions. The recruiting organization was responsible for coordinating thousands of interviews each year while maintaining a consistent experience for candidates and hiring managers.

Harri Stenning, Head of Global Talent Operations at OneTrust, and the talent acquisition team regularly reviewed candidate feedback and internal hiring data to understand how the interview process was performing. That review surfaced several patterns:

• Interview quality varied across interviewers, teams, and regions.
• Scorecards required significant manual effort after interviews, which often delayed feedback and reduced the quality of the information captured.
• Hiring decisions frequently depended on interviewers’ notes and recollection of conversations rather than a shared record of what had actually been discussed.
• Candidate feedback was often delayed and too generic.
• Decisions too often relied on gut feel rather than structured, objective data.

As hiring volume increased, these challenges became harder to manage consistently across the organization. The recruiting team began looking for a way to capture interviews more reliably and create stronger insight into candidate conversations without adding additional work for interviewers.

“We had inconsistent interview quality and inconsistent feedback across interviewers, teams, and regions. Interviewers were also spending too much time writing notes and scorecards after the fact, which slowed down decisions and impacted the quality of the feedback.”

— Harri Stenning, Head of Global Talent Operations, OneTrust

The Solution: Interview intelligence was integrated across the entire recruiting workflow

BrightHire came to OneTrust’s attention through an internal referral and peer networks.

The platform captured interviews, generated structured notes, and provided analytics that helped the team understand how interviews were being conducted across the organization.

OneTrust introduced BrightHire through a targeted pilot and worked closely with interviewers to ensure the platform fit naturally into existing workflows. Interviewers no longer needed to divide their attention between listening to candidates and documenting every response. BrightHire captured the discussion and generated interview notes automatically, giving interviewers time back while helping them be even more present with candidates.

Once the pilot launched, recruiters became the platform’s strongest internal advocates, speaking directly with hiring managers about the value they were seeing. Seeing recruiters lead by example made hiring manager adoption significantly easier.

“We positioned BrightHire as something that helps you be a better interviewer rather than another tool you need to use.”

— Harri Stenning, Head of Global Talent Operations, OneTrust

As adoption expanded, BrightHire was integrated into multiple stages of the recruiting process.

Role discovery conversations between recruiters and hiring managers included BrightHire, with structured AI-generated notes documenting role priorities and evaluation criteria so interview panels had clear guidance before interviews began.

When interviews were scheduled, BrightHire was automatically added to interviews, capturing the conversation and generating summaries that supported scorecards and debrief discussions.

Want a deeper look at how OneTrust uses interview data to coach and develop interviewers?

→ Read Harri Stenning’s blog post.

Why BrightHire Works: Hiring teams now have shared context for every interview

BrightHire works at OneTrust because it creates a consistent record of interview conversations that hiring teams can reference throughout the hiring process.

Before BrightHire, debrief conversations often relied on interviewers recalling details from memory. Scorecards sometimes lacked sufficient detail, which made it difficult for hiring managers to fully understand the reasoning behind a recommendation. Today hiring managers can review interviews directly when evaluating candidates. Recruiters and panelists reference specific moments from interview recordings and transcripts during hiring discussions.

“Hiring managers started asking to watch previous interview recordings if they were unsure or wanted to dive deeper.”

— Harri Stenning, Head of Global Talent Operations, OneTrust

The platform also helps interview panels understand what has already been covered in earlier interview stages. Later interviews can focus on new areas rather than repeating questions that have already been asked. Candidate feedback reinforced this: candidates consistently noted that interviewers felt more present and engaged, and that questions weren’t repeated across stages — a contrast from their experiences at other companies.

For a company running thousands of interviews each year, this shared context improves alignment across interviewers and strengthens hiring decisions.

The Impact: More time back, stronger adoption, and a hiring process built to scale

Since rolling out BrightHire in January 2025, adoption has grown significantly across OneTrust. The share of interviews captured through BrightHire increased by nearly 60 percentage points over time, giving more hiring teams access to a consistent record of candidate conversations and the context they need throughout the interview process.

As adoption grew, so did the impact.

The impact has been especially pronounced in sales hiring, where gut-feel decisions and incomplete scorecards had historically been most common. Structured interview summaries and detailed scorecard data have helped hiring managers ensure each interviewer in the loop is covering the right ground.

One of the biggest returns has been time.

In 2025 alone, BrightHire returned more than 1,800 hours to OneTrust’s recruiting and interviewing teams:

• 1,149 recruiter hours, equivalent to roughly half the annual capacity of a full-time recruiter
• 750+ interviewer hours

According to OneTrust’s recruiting team, they have reinvested that time into sourcing stronger candidates, partnering more closely with hiring managers, and improving communication with candidates throughout the hiring process. The additional capacity also helped the team to continue supporting hiring growth.

Today BrightHire provides a consistent record of interview conversations, clearer evidence during hiring decisions, and insight into how interviews are conducted across teams.