AI notetaker for HiBob: what Bob Hiring's AI does, and why notetakers can't write into it yet

HiBob's recruiting module, Bob Hiring, uses AI in the evaluation step rather than the interview itself. It can draft scorecards, write up a summary from the scores interviewers give, and pull feedback together for hiring managers. It does not record or transcribe the conversation, and as of October 2026 its public API gives outside tools read access to hiring data but no documented way to write interview notes back.

That shapes your options more than any feature list. This page covers what Bob Hiring does natively, what the API allows, how Bob fits with a separate ATS, and how to get evidence from interviews into Bob evaluations by hand. Every vendor fact links to the page we checked.

What Bob Hiring does natively

From HiBob's Bob Hiring page, as of October 2026:

• AI scorecard generator: creates editable interview scorecards so evaluators stay consistent.
• Scorecard write-up: generates a written evaluation summary based on candidate scores.
• Evaluation overview: trends and insights from all evaluators' feedback for hiring managers.
• AI resume matching: matches each resume against role-specific skills and criteria, with evidence behind every score.
• Hiring assistant: access to job openings, candidates, interviews, approvals and pipeline health in one conversation.
• Scheduling: native Google and Outlook calendar integration and candidate self-scheduling.

HiBob's FAQ on the same page says Bob AI does not make hiring decisions: it summarizes candidate information, consolidates evaluator feedback and drafts content, and people decide.

Notice what the scorecard write-up works from: the scores. If an interviewer gives a 4 with no comment, the write-up has little to say. The quality of everything downstream depends on evidence going into the evaluation, which is exactly what a notetaker could supply.

What the Bob Hiring API allows

HiBob's developer documentation lists the interviews and evaluations endpoints as "Search interviews", "Search evaluations" and "Search evaluation scorecard templates", and the candidate, application and offer endpoints are search endpoints too. The separate Bob Hiring Partners API, as documented, covers background check partners reporting status back to Bob. We found no public endpoint for creating an evaluation, adding a note to a candidate or attaching a file, as of October 2026.

In practice that means a notetaker can read who is interviewing whom, but cannot post its summary into Bob Hiring through a documented route. If a vendor says it writes into Bob, ask it to show the note arriving in a live Bob account and to explain the mechanism.

What we checked for integrations

If you recruit in a separate ATS

Many Bob customers hire in another ATS and use Bob for the employee record. HiBob's marketplace pages describe this: Greenhouse pushes candidates to Bob when they are marked as hired, and Ashby pushes new hire data to Bob with a single click. Screenloop does the same from its own ATS.

In that setup the notetaker belongs with the ATS. Interview notes, recordings and feedback stay there, and only the hire moves to Bob, which is what you want: candidate interview content should not become part of an employee file by default. Our guides for Greenhouse and Ashby explain how notetakers write into those systems.

If you are choosing between recruiting in Bob Hiring and adding a separate ATS, interview notes are a fair tiebreaker. A separate ATS with documented notetaker integrations gets notes written back automatically; Bob Hiring keeps everything in one system but, for now, relies on interviewers pasting evidence themselves.

Getting interview evidence into Bob evaluations

For teams recruiting in Bob Hiring itself, the practical approach is a notetaker that does not depend on Bob, and a short paste into the evaluation. Make the notetaker's summary follow the Bob scorecard so the paste is quick.

1. Use the AI scorecard generator to set the criteria for the role, then edit them until each one asks for observable evidence.
2. Copy those criteria into the notetaker's summary template.
3. After the interview, paste one or two quotes per criterion into the evaluation comments and enter the score yourself.
4. Let the write-up work from better input. With evidence in each evaluation, Bob's write-up and evaluation overview have something concrete to summarize.

[Interview] – [Job opening] – [Date] – [Interviewer]

[Scorecard criterion 1]: "[candidate's words]"
[Scorecard criterion 2]: "[candidate's words]"
[Scorecard criterion 3]: "[candidate's words]"

Not assessed in this interview: [ ]
Concern for the next round: [ ]
Recorded with consent: [Yes / No]

Our guide to writing candidate notes in your ATS covers what to leave out before pasting.

UK and EU considerations

Many Bob customers hire in the UK and the EU, where recording an interview is processing personal data and needs a lawful basis, a clear notice and a retention period. A notetaker outside Bob is a separate processor with its own retention, so add it to your candidate privacy notice and your records of processing. Our guides to recording interviews under UK GDPR and the EU AI Act in recruiting cover the details. If your company has a works council, ask early whether it needs to be consulted before a tool that records interviewers is introduced. This is not legal advice.

Phone screens

Bob Hiring's page describes calendar scheduling, not calling. For phone screens, use a notetaker with phone capture or a desktop tool on the recruiter's computer, and say at the start of the call that it is recorded. Our guide to recording a phone screen compares the options.

Questions to put to HiBob and to vendors

Send these in writing and keep the answers with your vendor records:

1. To HiBob: is interview recording or transcription on the Bob Hiring roadmap, and will the Hiring API add endpoints to create evaluations, notes or attachments?
2. To HiBob: can evaluation comments hold a few hundred words of pasted text, and are they visible to everyone on the hiring team or only the evaluator and admins?
3. To a notetaker vendor: which Bob data do you read, with what credentials, and do you write anything back?
4. To a notetaker vendor: where are recordings stored, for how long by default, and can retention be set to match ours?
5. To both: when a candidate asks for deletion in Bob, how does the request reach the notetaker?

The second question matters more than it looks. If pasted interview evidence is visible to the whole hiring team, interviewers who have not yet submitted can read others' notes first, which undermines independent scoring. Decide whether to paste before or after everyone has submitted.

A two-week pilot

1. Pick one job opening with at least six interviews in the next two weeks, including phone screens.
2. Generate and tighten the scorecard in Bob, then build the matching summary template.
3. Paste evidence into each evaluation and time it. Over two minutes means the summary is too long.
4. Compare the scorecard write-ups for this opening with an earlier one. If they now cite specific answers, the approach is working.

What to check before rollout

Standalone tools, and who each option suits

Interview Signal has no HiBob integration. It is a desktop app with no bot that captures audio on the interviewer's computer, including phone screens, and exports a scorecard quoting the candidate that you paste into a Bob evaluation.

• A standalone notetaker plus a paste: teams recruiting in Bob Hiring.
• Your ATS's notetaker: teams that recruit in Greenhouse, Ashby or Screenloop and send hires to Bob.
• Typed evidence against Bob's AI scorecards: small teams with few interviews a month.