BrightHire pricing and BrightHire Screen cost, with the interview vendors that publish a price

BrightHire does not say. We read brighthire.com/pricing on September 30, 2026. The page is titled Plans and Pricing and it lays out four products: BrightHire Screen, then three interview intelligence plans called Recruiters, Teams and Enterprises. Each one has a feature list and a Request a Demo button. There is no dollar figure anywhere in the page, no per-seat rate, no per-interview rate and no self-serve checkout. The FAQ on the same page says BrightHire will "work with you to tailor a solution that fits your goals and budget" and that the best place to start is a demo.

You will find BrightHire numbers elsewhere. Procurement marketplaces and competitor comparison pages publish median contract values and per-seat ranges for BrightHire. Some of them may be close to what you would pay, because those figures often come from real buyer submissions. But they are not published by BrightHire, they cover a period before Screen existed, and a contract median says nothing about what your team size and interview volume will be quoted. We do not repeat them, and neither should your budget memo.

The better move is to size the line from vendors that do publish. The table above gives you ten dated figures, from $60 per user a month for a notetaker and $59 a month for a pilot interviewer plan to $999 a month for a 2,000-interview tier. Take the band that matches the product you actually want from BrightHire, then ask BrightHire to quote on the same unit.

BrightHire sells two products that can be bought separately. The first is interview intelligence: recording, transcription and AI notes on the interviews your recruiters and hiring managers run over Zoom, Microsoft Teams, Google Meet, phone or in person. That comes in three tiers. The second is BrightHire Screen, the AI interviewer, which BrightHire says is "available with the full platform or on its own". Its FAQ adds that the three interview intelligence tiers share core capabilities and differ in "the breadth of included AI agents and copilots" and in features for complex hiring at scale.

Read together, that points to a quote built from two meters. Interview intelligence is the kind of product that is usually priced by the number of recruiters and interviewers who record, and the tier sets which agents and integrations you get. Screen is a first-round interviewer, so it is the kind of product priced by how many candidates it interviews. BrightHire has not published either unit, so ask for both in writing before you compare anything.

Two things on the page reduce the total. BrightHire states "there are no extra fees for training or implementation", and says most customers are set up in less than one day. Team and Enterprise customers also get dedicated customer success at no charge, according to the same FAQ. That removes line items that some quote-only vendors add, so check a rival quote for those fees before calling it cheaper.

Ownership is the other new variable. Zoom announced it was acquiring BrightHire, and Zoom's own blog states that "the transaction closed in December 2025" and that BrightHire customers keep access to the platform across any platform where they work. Neither company publishes a Zoom bundle price for BrightHire, but if your company already holds a Zoom Workplace contract, ask whether BrightHire can be added to it, because co-terming with an existing enterprise agreement is often where the discount sits.

There is no public BrightHire Screen pricing, and no BrightHire AI interviewer pricing in any other form on the site. Screen sits at the top of the pricing page with its own Request a Demo button and the label New. What the page does tell you is what the product does, which is what you are paying for.

BrightHire describes Screen as an always-on AI interviewer that runs a two-way, asynchronous interview by voice or video. It builds agents from your job descriptions and interview plans, uses questions and scoring rubrics you define, adapts interview length and focus, generates follow-ups for each role, and returns ranked output with transcripts, summaries and rubric-based scores that recruiters review in the ATS. One detail matters for volume: BrightHire says recruiters "select which applicants to move forward" before candidates are invited to the Screen interview. That is a recruiter-gated first round rather than an interview for every applicant by default, so estimate your Screen volume from the candidates your team will actually invite.

For comparison, our own plans are published per month with the interview count included. Starter is $149 for up to 100 interviews, which is $1.49 an interview if you use them all, and Scale is $999 for up to 2,000, about 50 cents each. Billed yearly, each is half that. Ask BrightHire for the all-in cost per completed Screen interview and you can put the two numbers side by side.

Of the three BrightHire plans, Recruiters is aimed at recruiting teams. BrightHire lists AI-powered recording and transcription, customizable AI interview notes, capture of video, phone or in-person interviews, AI candidate alerts, an AI chat assistant, candidate summaries and highlights, one-click ATS scorecard completion, Slack integration, chat and email support, SOC 2 and GDPR compliance, and a third-party bias audit.

Teams adds collaboration with sharing, clips and playlists, a copilot that builds job descriptions and interview plans, intake and debrief agents, a candidate rediscovery agent, interviewer coaching tips, topic coverage and quality analytics, side-by-side candidate comparisons, deeper ATS integrations with replays in the ATS, dedicated customer success, role-based access, consent and recording controls, and single sign-on.

Enterprises adds priority access to new agents, advanced talent insights, custom reporting, custom ATS integrations, roll-out support and training, quarterly business reviews, customized compliance detection, data retention and redaction, and a REST API. If SSO or an API is a hard requirement for your security team, note that neither appears on the Recruiters plan, which usually moves the quote up a tier.

Not a self-serve one that we could find. Every plan on the pricing page, Screen included, leads to Request a Demo or See a Demo, and the only other path is Sign In for existing customers. A BrightHire evaluation therefore starts with a sales conversation and usually a scoped pilot.

Plan that pilot like a purchase. For Screen, pick one real requisition with enough applicants to matter, write the rubric before the first interview, and have two recruiters score a sample of the same candidates independently so you can compare their ranking with the AI's. For the notetaker, measure whether scorecards actually get filled in faster. Ask up front whether pilot usage is charged and whether it is credited against a contract.

If you would rather see a scored first round before any call, the interview agent at the top of this page runs one on a role you name and returns the transcript, the scores and the ranking.

It depends on which BrightHire you mean. The interview intelligence platform earns its keep when many people interview and the problem is inconsistency: hiring managers who ask different questions, scorecards that stay blank, debriefs run on memory. Its own customer stories are growth companies with large engineering and sales hiring loops. A team of two recruiters running 15 hires a month may get less from recordings than from simply not having to run the first round at all.

Screen is the part aimed at recruiter hours. Run the numbers from your side. If each first-round phone screen takes a recruiter 20 minutes including notes and you run 200 a month, that is about 67 recruiter hours a month. Any tool that removes most of those hours at a known cost is worth a pilot. BrightHire Screen probably would, and it has the advantage of sitting in the same record as your later interviews if you already use the platform.

The open question is price against volume. A small team can compare a quoted BrightHire contract with a $149 or $399 plan that runs the same first round. Time to launch is part of the cost too: a quote needs a demo, a scoping call and a contract, a published plan needs a card.

Split them by what you are replacing. If you want the notetaker, the direct alternative that publishes is Metaview, which lists its AI notetaker free up to 25 calls a month and Pro at $60 per user a month for unlimited calls, read September 30, 2026. The other recording tools in this category mostly quote, and our Metaview competitors page compares the notetakers side by side.

If you want BrightHire Screen, the like-for-like rivals are the AI interviewers that publish: Fabric from $199 a month, InterviewFlowAI from $59 plus per-interview credits, TalentSprout from $199, and us at $149, $399 and $999. One-way video tools such as Hireflix at $75 a month and Spark Hire from $249 are cheaper, but candidates only record answers and someone on your team still watches and scores them, so the review labor stays with you.

Our own AI interview agent is priced in public on our pricing page. It interviews every applicant by voice or video, asks its own follow-up questions, scores what the candidate says against your written rubric, and hands back a ranked shortlist with transcripts. BrightHire is broader, with a full interview intelligence layer for the rounds your team runs later, and if that is a requirement it deserves its demo. If what you need is the first-round interview itself at a known price, compare the field on AI interview software or see how rubric scoring works on structured interview software.

Anchor first. Before the call, count the recruiters and interviewers who would record, and separately the first-round interviews a month you would send to Screen. Pick the published vendor in the table that best matches each and work out its monthly cost. Quote-only pricing is set against your perceived budget, and a written anchor is the only defense you have.

Then get six things in writing: the seat price for each interview intelligence tier and who counts as a seat; the Screen unit and rate, whether per interview, per candidate or flat; any minimum commitment and whether unused volume rolls over; which agents, integrations and SSO sit inside your tier; confirmation that training and implementation are free, as the pricing page says; and the renewal uplift. Those six turn a verbal quote into a three-year cost.

Finally, price the status quo. Recruiter hours spent on first-round screens are usually the largest number in this decision, and they are the number a vendor will lean on. Work them out yourself first. Our breakdown of candidate screening software shows how teams run that math before they sign.