Tinuiti, the largest independent marketing agency in the U.S., operates across multiple client pods, each hiring for similar roles with nuanced differences. That model creates constant hiring demand and requires tight coordination across teams.
For Paige Philipson, Head of Talent, the challenge wasn’t attracting candidates. It was ensuring every interview round built on the last, every hiring manager had visibility into prior conversations, and strong candidates didn’t get lost to repetition or misalignment.
Before BrightHire, feedback quality varied, interview notes were inconsistent, and hiring managers didn’t always have clear visibility into what had already been covered in earlier rounds. The process relied too heavily on memory.
Tinuiti needed structure that could scale.
Starting at the source: better interviews
Tinuiti implemented BrightHire in March 2024 to improve both the interviewer and candidate experience.
The first shift happened inside the interview itself. Recruiters and hiring managers no longer had to split their attention between listening and taking notes. They could focus fully on the conversation, knowing the discussion was captured and documented. That alone changed the quality of engagement. Conversations became more natural, feedback became more detailed, and alignment improved.
BrightHire quickly became embedded not just in interviews, but also in discovery calls, giving the team full visibility into early-stage conversations without sacrificing presence.
Building structure with interview guides
In the second half of 2025, Paige’s team took the next step. As they updated job descriptions across roles, they launched structured interview guides at the same time.
Each role now has a baseline guide that hiring managers can copy and tailor. First-round interviewers know exactly what to focus on. Later panels can see what has already been discussed and dig deeper instead of repeating questions.
The result is a more intentional process. Every round builds on the last. Everyone understands their role in evaluation.
Stronger feedback
With interviews recorded and guides in place, feedback improved significantly.
Before BrightHire, feedback in Workday was not always consistent or clear. Now, hiring managers can revisit transcripts, reference specific moments, and provide contextual, structured input instead of high-level yes or no responses.
Paige credits the structured interview approach enabled by BrightHire for improving the consistency and strength of hiring decisions.
Hiring managers know what signals to evaluate. Panelists know what was already covered. Decisions are grounded in conversation, not recollection.
Insights that drive improvement
Beyond individual interviews, BrightHire Insights has become a lever for continuous improvement.
Leaders subscribe to Interviewer Insights to understand where they stand and where they can grow. Insights reporting provides visibility into patterns across interviews, helping the team identify opportunities to refine technique and improve calibration.
Advanced Insights is now part of the team’s broader roadmap as they look for additional ways to strengthen their hiring process.
Faster hiring across pods
Tinuiti hires across multiple client-type pods, often for roles with overlapping skill sets. In the past, when a candidate was considered for a similar role in another pod, they often had to repeat large portions of the interview process.
Now, hiring managers can review prior recordings, understand what was discussed, and schedule a focused follow-up conversation rather than restarting from scratch. This gives time back to hiring managers. It also improves the candidate experience by avoiding unnecessary repetition.
Movement through the pipeline is faster, and strong candidates are not lost to process fatigue.
Tinuiti’s shift toward focused follow-ups rather than “restarting from scratch” is a prime example of the agency’s Love Growth, Hate Waste philosophy in action; eliminating the friction that slows down top talent.
Adoption at scale
While there was initial hesitation around being recorded, the team addressed concerns through training and clear communication. Adoption happened quickly.
Today, the vast majority of interviews (95%) are captured through Brighthire, with very few candidates opting out. BrightHire is integrated into new hiring manager training and used daily across teams.
A process that evolves
Tinuiti’s team continues to experiment and build forward. From interview guides to insights to exploring AI interviewing capabilities, Paige and her team are focused on refining their approach and raising the bar.
For them, BrightHire isn’t just a tool layered onto hiring. It is part of how they ensure structure, improve quality of hire, and create a better experience for candidates and hiring managers alike.
