As the head of recruiting operations at Pendo, Camille Schulz spends most of her time building the systems that support how the company hires. Over the past year, that’s meant focusing on one of the most important parts of the hiring process: the interviews themselves.
As Pendo has grown, more and more employees across the company have become involved in interviewing candidates. Camille saw an opportunity in that growth: a chance to bring more structure, training, and visibility to the 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 adoption of AI in recruiting.
Rolling out BrightHire across a global team
Camille and the team rolled out BrightHire in phases, starting with a pilot, expanding to the U.S., and then launching across the rest of the organization.
Because Pendo operates across multiple regions, the rollout required close coordination with legal and compliance teams. In the U.S., employees were included by default with the option to opt out. In other regions, the team followed an opt-in model aligned with GDPR requirements. Today, BrightHire is used across the company.
Since rolling out BrightHire, more than 1,500 interviews have been captured, supporting roughly 60 hires. Nearly 100% of candidates have opted in to recorded interviews.
For Camille, BrightHire provides something hiring teams rarely have: a clear record of the conversations that shape their hiring decisions.
Building a company-wide interview training program
Alongside the BrightHire rollout, 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 itself 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 an employee completes the training and installs the BrightHire extension, access is automatically granted through the company’s identity system.
So far, nearly 25% of managers across the company have completed the training and are helping bring the program to the rest of the company.
Soon, the program will become part of standard onboarding, so that new employees learn how interviews work at Pendo from day one.
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.
“When interviewers understand how to run great interviews, everyone benefits. BrightHire helps our team raise the bar and develop skills they can carry throughout their careers.”
— Camille Schulz, Head of Recruiting Operations, Pendo
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 improved how hiring decisions are made at Pendo.
When recruiters prepare offer packets for leadership approval, they include BrightHire clips that highlight key moments from the interviews. That means leaders reviewing the decision can see the actual evidence behind a candidate recommendation, not just a written summary. The decisions get grounded in the conversations that produced them.
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. And in doing so, help every employee become a better interviewer along the way.
