Lead Recruiter, Steer
interviews captured over two years
candidates hired on BrightHire
of interviews have been captured with BrightHire
hours saved
return on Steer’s investment
Waltham, MA
2006
120+ employees
Software Development
Steer has a high bar for hiring. As the company grew and interview volume increased, the recruiting team wanted to ensure that every candidate’s experience felt consistent, and that every hiring decision was grounded in clear, structured feedback.
Like many teams, Steer already had structured interview questions mapped to different stages. The challenge was making that structure easier to follow across interviewers, especially as more stakeholders got involved in hiring.
At the same time, the time and effort it took to complete scorecards added friction, which slowed down the overall process and made it harder to move from interview to a decision.
Steer’s team wanted a process that reduced subjectivity, strengthened accountability, and made it easier for interviewers to capture clear, evidence-based feedback without adding extra work.
“Before BrightHire, our hiring decisions were dependent on interviewers’ notes and recall, which made it harder to move quickly and confidently through hiring decisions.”
— Arianna Davis, Lead Recruiter, Steer
As Steer’s hiring volume increased, the team doubled down on structured interviewing. With more stakeholders involved in the process, consistency couldn’t rely on memory or good intentions alone. They needed a system that made structure easier to follow at scale.
BrightHire became the platform that supported that shift.
Interviews were recorded automatically, notes were generated immediately after the meeting, and those notes could be pushed directly into Greenhouse in just a few clicks. Interviewers didn’t have to start scorecards from scratch or piece together feedback after the fact.
That changed the day-to-day experience of interviewing.
Instead of juggling manual note-taking while trying to stay present, interviewers could focus fully on the conversation, and recruiters could trust that details wouldn’t get lost. When it came time to complete scorecards, the heavy lifting was already done.
Instead of relying on memory, hiring teams could refer back to what was actually discussed, which reduced subjectivity and supported clearer decision-making.
When questions came up about a candidate’s response or why someone made a particular recommendation, Steer’s team could go back to the interview itself and reference specific moments directly. That made it easier to align on candidates and avoid decisions being made on “in the moment” impressions alone.
“It integrated easily with Greenhouse, there were very few technical issues, and people took to it pretty quickly because it was easy to use.”
— Arianna Davis, Lead Recruiter, Steer
BrightHire became embedded at Steer because it gave the recruiting team visibility into what was happening across interviews, not just what was written on scorecards.
Instead of guessing where candidates were dropping off, the team could see pass-through rates by stage and quickly spot patterns. When pass-through rates dipped, feedback was unclear, or a candidate referenced something a stakeholder had shared, recruiters could go back to the interview itself and get the full context.
BrightHire also made it easier to coach and calibrate across hiring teams. When feedback was vague, recruiters could review interviews to understand what a stakeholder meant, clarify decision-making, and bring specific examples into coaching conversations. Instead of debating candidates based on incomplete notes, teams could discuss what happened in the interview with shared context.
Steer built interviewer training directly inside BrightHire, using clips to show what good questions sound like and how to structure interviews in a way that gets better signal. The team also tracked interviewer quality over time and kept an eye on patterns like talk time and process adherence, using BrightHire as a consistent way to maintain standards.
“Having clear data on our interview process helps us understand pass-through rates, see what’s working, and identify where things need to improve.”
— Arianna Davis, Lead Recruiter, Steer
Since rolling out BrightHire in early 2024, Steer has conducted more than 2,500 interviews and made over 100 hires using the platform.
Instead of slowing down as volume grew, Steer was able to move faster while keeping interview quality and decision-making standards intact.
During that time, 93% of interviews were captured in BrightHire, giving hiring teams the shared context they needed to stay aligned and make consistent decisions.
BrightHire returned more than 800 hours and an estimated $50,000+ to the business, delivering nearly a 4x return on Steer’s investment to date. That time wasn’t just saved, it was reinvested. Recruiters were able to manage higher interview volume, spend more time with candidates and hiring managers, and keep a structured process running without adding overhead.
BrightHire made it possible for Steer to grow efficiently and sustainably, without burning out recruiters or compromising the hiring bar.
As Steer continued to grow, the team later expanded BrightHire into early-stage interviewing with BrightHire Screen, helping them reclaim even more recruiting time without compromising candidate experience.
