How Graham Healthcare standardized hiring across a high-volume, distributed team

The Challenge: High-volume hiring in a competitive market made consistency harder to maintain

Graham Healthcare Group operates across home health, hospice, and palliative care services, running a high-volume recruiting operation in one of the most competitive talent markets in healthcare. As the team grew and hiring volume increased, the focus turned to how to bring more consistency and visibility to every interview, giving everyone involved a shared, reliable record of each conversation with a candidate.

Capturing that record across a distributed team of interviewers was something the organization wanted to do well.

Without a standardized way to document what was discussed, it was harder to compare candidates, align on decisions, and give the full hiring team the context needed to move quickly. There was also no easy way to go back and verify what had been said when accounts differed, which meant relying on memory in situations where accuracy mattered.

The team also had a longer-term goal in mind: to understand whether interviews were reflecting the organization’s standards, giving candidates a strong experience, and producing the kind of insight that could inform better decisions over time.

That required a record of what was happening in those conversations, not just impressions after the fact.

“The beautiful thing about BrightHire is it takes out a lot of that he said, she said — when it’s recorded, you really can’t dispute what was said during the interview.”
— Kristin Kelly, Senior Director of Talent Acquisition, Graham Healthcare Group

The Solution: Graham built a system where every interview is captured and every interviewer is prepared

Graham implemented BrightHire in January 2025, starting with the recruiting team.

Recruiters spent about a month getting comfortable with the tool before it expanded to hiring managers. By the time it rolled out more broadly, the team was already fluent. When questions came up, answers were easy to find, and any recruiter could support a hiring manager, not just those involved in the initial rollout.

The team invested heavily in making sure people felt prepared. Training included live sessions, recorded walkthroughs, a manager resource center, and step-by-step guides developed by recruiting operations. These covered everything from initial setup to how BrightHire joins video and in-person interviews, where to find and upload notes, and common FAQs. Recruiters also had their own guides for running phone screens and setting up interviews with hiring managers.

For hiring managers who felt unsure about getting started, the message was simple: if something doesn’t go perfectly the first time, the team will help you get it right. In the meantime, just run your interview the way you normally would. That framing made it easier to get started.

Leadership reinforced that this wasn’t optional. BrightHire became a required part of every interview across the organization, from recruiter screens to hiring manager conversations. Getting buy-in early from senior leaders helped make that stick. When the direction came from the top, it carried weight and gave the rollout clarity.

As Kristin put it, the team was intentional in how they introduced BrightHire. They prepared people well, kept the tone positive, and were clear about the direction they were heading.

With every interview captured and automatically linked to candidate records in Workday, the team now had something to return to.

Across the organization, people began reviewing recordings before moving candidates forward. They could revisit key moments, sharpen their notes, and build more accurate summaries. Being able to go back to the conversation, instead of relying on memory, changed how the team prepared and how confidently they moved candidates through the process.

“We wanted to take the burden off of hiring managers. Just import your notes, revise if needed. Make it simple.”
— Julie Hair, Talent Acquisition Operations Manager, Graham Healthcare Group

Why BrightHire Works: The right fit for healthcare: accurate transcription and native Workday integration

Graham came to BrightHire looking for a tool purpose-built for their world. General AI notetaking tools weren’t specific enough in their support for recruiting — and the team noticed. BrightHire stood out because it was built specifically for hiring, which meant the terminology, the workflow, and the overall experience were designed with recruiters and hiring managers in mind.

That specificity showed up in the transcription quality. Healthcare hiring involves complex terminology and in-person interview formats that other tools struggled to handle clearly. BrightHire’s ability to transcribe live, in-person interviews accurately — not just video calls — was a capability other tools lacked, and it made a real difference for a team that conducts interviews across a variety of settings.

The native Workday integration sealed the decision. Interviews are captured and linked automatically to candidate records in Workday, so the data lives where the team already works — no manual syncing, no switching between systems. And the experience for interviewers is simple enough to fit into a busy hiring manager’s day without adding to it, which is a big part of why adoption held without ongoing reinforcement.

“That’s why we chose BrightHire — not only the integration within Workday, but how it would be able to capture those notes and understand and evaluate from the healthcare perspective.”
— Kristin Kelly, Senior Director of Talent Acquisition, Graham Healthcare Group

The Impact: In one of the hardest markets to hire in, Graham built a process that holds up at scale

A little over a year in, BrightHire is embedded in every interview at Graham Healthcare Group.

The numbers reflect the consistency the team has built:

• 9,487 unique candidates interviewed, with 94% captured with BrightHire — making interview data consistently available across the organization.
• 61% of interviewers review their own recordings before moving candidates forward, one of the highest across BrightHire customers. Interviewers go back to sharpen their notes, recall specific moments, and build stronger candidate summaries before moving candidates forward in the process — leading to faster alignment, more confident decisions, and a better experience for candidates and hiring teams alike.
• 850+ hires made using BrightHire in 15 months, with hiring managers reporting that they show up to interviews more prepared and more focused on the candidate.

As BrightHire insights have been shared more broadly with leadership, interviewers have become more aware of how they show up in conversations — from how they ask questions to whether they’re leaving space for candidates to engage.

“Our leaders are a bit more conscious and aware of what they’re asking and how they’re talking through things — giving people time to ask questions. It’s creating better interviews, as well as better branding, and people remembering that they had a good experience with us.”
— Kristin Kelly, Senior Director of Talent Acquisition, Graham Healthcare Group