Audio to Markdown for HR — Interview Documentation
Candidate interviews need documentation — for hiring decisions, for fair-hiring compliance, for performance reviews of the recruiting process itself. Most teams take rushed notes during interviews and lose half the detail. Record the interview (with explicit candidate consent) and upload to mdisbetter.com — the structured Markdown comes back with speakers labelled, topics as H2 sections, timestamps for verification. NOT a Greenhouse/Lever/Workday replacement — no ATS integration, no team workspace, no candidate scoring. For manual post-interview documentation only.
Why this is hard without the right tool
- Candidate interviews need records for hiring decisions
- Fair-hiring laws require documentation
- Performance reviews from recorded 1:1s
- Compliance with two-party recording laws
Recommended workflow
- Get explicit candidate consent before recording any interview — disclose the recording at the start of the call and confirm consent on the record
- Record the interview using your video-call platform (Zoom, Teams, Google Meet)
- After the call, download the recording from the platform
- Upload to /convert/audio-to-markdown
- Download the structured Markdown — interviewer / candidate labelled, topics as H2 sections, timestamps inline
- Manually paste relevant excerpts into your ATS (Greenhouse, Lever, Workday, etc.) candidate notes field — there's no automated sync
- For internal calibration calls or 1:1s: same workflow, store transcripts in your team's document folder for reference
Be clear: mdisbetter is NOT an ATS-integrated interview tool
Tools like Greenhouse, Lever, Metaview, and Hireflix integrate with calendar/calling stacks, capture interviews automatically, push transcripts to ATS records, score candidates against scorecards, and provide team-wide hiring analytics. mdisbetter does NONE of that. We are a manual-upload tool. You record yourself, upload yourself, paste into ATS yourself. No team workspace, no candidate scoring, no ATS integration, no calibration analytics across interviewers.
Where mdisbetter fits in HR / recruiting
Solo recruiters or small HR teams without budget for ATS-integrated interview-intelligence tools. Hiring managers wanting personal post-interview transcripts for reference. Internal HR functions documenting 1:1s, performance review conversations, exit interviews — situations where the per-call manual workflow is acceptable. Recording-and-transcribing as standardised practice for fair-hiring documentation, where the transcript is the artefact of record but the storage is your existing HR document system, not a specialised interview platform.
Consent is non-negotiable
Many U.S. states require two-party consent for recording calls. The EU under GDPR requires explicit consent for recording and processing employee/candidate data. Some jurisdictions have specific employment-law requirements around interview recording. Always: disclose the recording at the start of the call, get explicit verbal consent on the record, document the consent in your hiring records, allow candidates to decline recording without penalty. mdisbetter doesn't enforce this — it's your responsibility before upload.
Fair-hiring compliance considerations
Recorded interview transcripts can be either an asset or a liability for fair-hiring compliance. Asset: documented evidence of consistent question structure across candidates (defensible if a hiring decision is challenged). Liability: documented evidence of inconsistent treatment, leading questions, or improper subject matter (a discovery target if a discrimination claim is filed). Use recording / transcription with the discipline that comes with both possibilities — standardised question scripts, calibrated interviewer training, deletion policies aligned with retention requirements. Consult your employment counsel on retention and disposal protocols.
For full ATS-integrated interview intelligence
If you need automated interview capture, ATS sync, candidate scoring against scorecards, team calibration analytics, and structured competency-based assessment — use the dedicated tools: Metaview, Hireflix, BrightHire. They're specifically built for this and integrate with the major ATSes (Greenhouse, Lever, Workday, Ashby). Their per-seat pricing reflects the depth; mdisbetter's manual workflow is the cheaper alternative for teams that don't need the depth.
For confidential / privileged HR matters
Internal investigations, harassment complaints, layoff conversations — material where the legal sensitivity is high — should not be uploaded to a third-party SaaS like mdisbetter. Run whisper locally on company hardware (MIT-licensed, runs entirely offline) or use an enterprise tool with appropriate confidentiality contracts. mdisbetter is appropriate for routine recruiting documentation; it is not appropriate for legally sensitive HR investigations.