Professions · Recruiters
Meeting notes for recruiters.
Hiring decisions are made in a debrief forty minutes after the interview, from four people's memories of four different conversations.
The intake meeting with a hiring manager sets everything that follows: what the role really is, what the manager will actually reject people for, and which requirements are negotiable. It is usually a twenty-minute conversation that gets summarised into a job description and then relitigated at candidate five. Recording it means you can point back to what was agreed instead of arguing about the brief.
On-site interviews and assessment days are where GetNotes fits rather than a call-recording tool: a candidate visiting the office, a panel round a table, a tour of the floor that turns into the most revealing part of the day. Speaker-labelled notes mean the interviewer can hold a conversation rather than type, and the write-up reflects the candidate's answers rather than the interviewer's impression of them.
The fairness argument is the serious one. A debrief where everyone works from a written record of what the candidate actually said is a better process than one where the loudest recollection wins, and it gives you something concrete when a decision is questioned. That only works if candidates are told they are being recorded and the record is used to support human judgement rather than replace it.
Where it earns its keep
An intake meeting that the job description does not match
The hiring manager described the role in one sentence that never made it into the brief, and you find out at candidate four that it was the only requirement they cared about. A recorded intake with the agreed must-haves listed as decisions keeps everyone on the same specification.
A panel interview where each person heard something different
Four interviewers, one candidate, and a debrief where the strongest opinion sets the tone. Working from a speaker-labelled transcript of what the candidate actually said turns the debrief into an assessment rather than a memory contest.
The tour of the floor that decides the offer
The formal interview is polite and uninformative; the walk to reception is where the candidate says what they actually want from the job. It happens off any call and off any calendar, which is exactly the meeting a notetaker bot can never reach.
How GetNotes works
- Record or upload. Hit record on your phone or laptop in the room — or drop in an audio file you already have. No bot joins anything.
- It writes it down. Every word transcribed, every speaker labelled, in 90+ languages including ones that switch mid-sentence.
- Share the minutes.Summary, decisions, and action items with owners — ready before everyone's back at their desk.
Questions, answered
Do I have to tell candidates they are being recorded?
Yes — tell them before you start and let them decline without prejudice. In some US states all parties must consent, and under UK and EU data protection rules you need a lawful basis and must be transparent about it. GetNotes records openly from a device on the table, so nothing joins the meeting unannounced.
Can GetNotes score or rank candidates for me?
No, and you should not want it to. GetNotes produces a transcript, a summary and action items — a factual record of the conversation. Turning that into an assessment is the hiring team's job, and automated scoring of candidates raises fairness and legal issues that a note-taking tool should stay well clear of.
Does it help with interviews conducted in another language?
Yes. GetNotes transcribes 90+ languages and handles candidates who move between languages mid-sentence, which is common in Indian and Gulf hiring markets. The panel gets one transcript covering the whole interview, so a candidate is not disadvantaged for being more precise in their first language.
How long do the recordings stay around?
That is your call. Recordings, transcripts and notes sit in private storage tied to your account, and you can delete any meeting permanently, audio included. Set a retention period that matches your data protection policy — candidate data should not sit in an account indefinitely just because storage is easy.
Other professions
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