Harri Stenning, Head of Global Talent Operations at OneTrust, shares how BrightHire helped drive a more consistent, data-informed approach to interviewing
As OneTrust continued to grow globally, the recruiting organization began running thousands of interviews each year across teams and regions. Maintaining a consistent interview experience at that scale required more than structured scorecards or well-defined hiring stages. The team needed visibility into how interviews were actually being conducted.
Harri Stenning, Head of Global Talent Operations at OneTrust, and the recruiting team had already been reviewing candidate feedback regularly. That feedback highlighted some familiar challenges. Interview quality varied between interviewers, teams, and regions. Scorecards sometimes lacked detail because interviewers had to reconstruct their notes after the conversation. The team could see the outcome of an interview, but it was harder to understand what had happened inside the conversation itself.
BrightHire helped change that dynamic. When interviews began to be summarized automatically, the recruiting team gained access to the conversations behind hiring decisions. That opened the door to a deeper understanding of how interviews were actually running across the organization.
In the full OneTrust case study, Harri shares more about how the team is using those insights to improve interview quality and build stronger interviewing habits at scale.
Looking at the interview experience itself
Scorecards have always been an important part of the hiring process at OneTrust. They capture the interviewer’s recommendation and provide written feedback on the candidate. What they couldn’t always show was how the conversation unfolded.
With interview recordings and transcripts available, the team could start examining patterns in interview behavior across the organization. Instead of relying only on written feedback, recruiters could look at the structure of the interview itself. Several metrics quickly became useful indicators of interview quality:
- How much time interviewers spoke compared with candidates
- Whether the interviewer set a clear agenda at the start of the conversation
- Whether interviews began on time
- Whether candidates were given time to ask questions
- How quickly interviewers submitted feedback after the interview
Harri noted that the data prompted a fair amount of self-reflection among interviewers. In some cases, interviewers discovered they were speaking far more than they expected during interviews. Seeing those numbers encouraged many interviewers to rethink how they structured their conversations so candidates had more opportunity to share their experience.
As interview insights became more visible across the organization, interview quality became easier to measure, discuss, and improve. Recruiters and hiring managers had a shared view of how interviews were being conducted, making it easier to reinforce best practices, coach interviewers, and create a more consistent candidate experience.
The clearest indicator of that progress was the interview quality score, which increased 5% from Q1 2025 to Q1 2026. According to Harri, that improvement reflected stronger interviewing habits, better structure and consistency, and a more intentional experience for candidates across the organization.
Other metrics supported the same trend: candidates were given more time to ask questions, agenda setting improved, more than 90% of interviews started on time, and feedback submission rates increased.
Together, these changes gave OneTrust a more consistent, data-informed approach to interview quality and made it easier to define, reinforce, and scale strong interviewing practices.
Turning interview recordings into coaching opportunities
Once the team had visibility into interviews, they began thinking about how that information could support interviewer development.
The recruiting organization introduced a peer review program within the recruiting team. Recruiters were paired with a colleague and asked to review recordings of each other’s recent interviews. These sessions gave recruiters the chance to discuss how interviews were structured and where the conversation might have produced stronger signal.
The discussions focused on practical aspects of interviewing: how questions were introduced, how candidates were encouraged to expand on their responses, and where additional probing might have helped clarify an answer. Because the conversations were grounded in recorded interviews, feedback could reference specific moments in the discussion. Recruiters found that this made coaching conversations more concrete and easier to apply in future interviews.
In 2025, 13% of interviews were reviewed by peers. The reviews were used intentionally rather than as a blanket requirement. Recruiters often revisited their own interviews when they felt they could have handled part of the conversation differently, and peer feedback provided additional perspective.
The program also surfaced another change in behavior. Hiring managers began asking to watch previous interview recordings when they wanted more context before making a decision. That level of visibility had not been possible before interviews were captured.
Building interviewer training around actual conversations
The insights gathered through BrightHire have also influenced how OneTrust approaches interviewer training. The company has launched a new internal program called Hiring Foundations, which will introduce employees to the principles that guide interviewing at OneTrust. The program will include a dedicated BrightHire module so interviewers can understand how to use the platform and review their own interview data.
The recruiting team is also expanding the use of BrightHire’s coaching features so interviewers receive tailored feedback on their interviewing approach.
For Harri and the recruiting team, the goal is to make interview quality easier to observe and easier to improve. Interviewers now have access to the conversations themselves, the data that describes how those conversations unfold, and the opportunity to review their own interviews with peers.
“BrightHire gave us visibility into what was actually happening inside our interviews, and that changed everything about how we develop our team.”
— Harri Stenning, Head of Global Talent Operations, OneTrust
