Metaview can be used in a GDPR-compliant way. It offers a Data Processing Agreement, holds SOC 2 Type 2, and states it does not train AI models on customer data. If your recruiting team is comfortable with UK hosting, that paperwork is in order and you may not need to change anything. But Metaview hosts all interview data on AWS in the United Kingdom, which is outside the EU. For a European recruiting team whose bar is keeping candidate recordings physically inside the EU, that one fact is the whole decision.
Here is what Metaview's own documentation says, dated and quoted, what it genuinely gets right, and where the residency gap actually sits for EU and DACH hiring teams.
What Metaview's own documentation says
Everything in the table below comes from Metaview's public security documentation, accessed 14 September 2026. Where a claim is Metaview's own statement rather than an independent certificate, it is marked as such. No speculation, and where a fact is not published, that is noted too.
| Area | What Metaview documents |
|---|---|
| Hosting region | "Metaview hosts all data on an AWS UK environment." Data rests in the United Kingdom, outside the EU. |
| Encryption | 256-bit AES at rest and 256-bit SSL/TLS in transit. |
| Certification | "Metaview is SOC 2 Type 2 compliant." |
| GDPR and DPA | Provides a Data Processing Agreement and enables customers to process personal data in compliance with GDPR, CCPA, and other data-privacy laws. |
| Data retention | Default retention is 2 years, adjustable to any period on request. |
| Deletion | Recordings can be deleted on demand; Metaview confirms deletion in writing within 2 to 3 business days. |
| AI training | Metaview states it does not train AI models on customer data. |
| Sub-processor list | Not published on the public security or privacy pages; referenced inside the DPA, so you have to request it. |
Where Metaview stores your candidates' data
Metaview's security page is direct: "Metaview hosts all data on an AWS UK environment." For a recruiting team, that sentence means the interview recording and its transcript, including everything a candidate says about their health, family, salary, or immigration status, leave the EU and rest in the United Kingdom.
Post-Brexit, the UK sits outside the EU. Transfers of EU personal data to the UK are legitimate today because the European Commission has recognised the UK as providing adequate protection, and Metaview also offers standard transfer mechanisms through its DPA. Those are valid legal bases. They are not the same as keeping the data physically inside the EU. UK adequacy is a Commission decision that is periodically reviewed and can lapse or be renegotiated, and a provider that never moves the data out of the EU does not depend on it holding.
Give Metaview credit: training and deletion are handled well
It would be easy to attack Metaview on model training, and it would be wrong. A post that overstates loses trust.
Metaview states it does not train AI models on customer data. Its documentation also describes on-demand deletion with written confirmation inside 2 to 3 business days, and a default 2-year retention window you can shorten. For a category where "free" notetakers often mean your calls become training data, that is a genuinely responsible posture. We wrote about that trade in the hidden cost of free AI notetakers. So the argument against Metaview for a sovereignty-minded European recruiter is not "they train on your candidates." It is jurisdiction, and it is what you cannot see.
The gap you cannot see: sub-processors
The primary host is only half the picture. AI transcription and summarization usually run through additional sub-processors, and those can sit in a different country than the main database. Metaview does not publish its sub-processor list on its public security or privacy pages. It references the list inside the DPA, which means you have to request it and read where each processor operates before you can answer the residency question in full.
That is not a violation. A DPA-only sub-processor list is common. But for an EU recruiting team it is a step you cannot skip: ask for the current list, confirm each processor's location, and confirm the no-training commitment binds them too, not just Metaview. This is exactly the checklist our GDPR-compliant AI meeting assistant comparison scores across tools.
The consent problem is sharper in recruiting
Interview intelligence records a job candidate, who is the party with the least power in the room and the most to lose. In Germany and much of the EU, recording the non-public spoken word without the consent of all participants is a live legal issue, not a preference, and it can reach into criminal territory under Section 201 StGB. Deploying a recorder that captures employees on the interview panel can also trigger works-council co-determination.
None of this is unique to Metaview; it travels with any notetaker that joins the call. But it means consent has to be captured cleanly from the candidate and the panel before the bot records, not buried in a policy. We cover exactly what that requires in recording job interviews in Germany and the EU and in AI notetaker consent in Germany.
Recruitment is also treated as a high-risk use case under the EU AI Act, which raises the bar for how automated interview tooling is assessed and governed. We break down what that means for interview notetakers in the EU AI Act and interview notetakers.
Running this test against your own notetaker? Our free 15-criteria AVV and GDPR check walks through sub-processors, transfer mechanism, and hosting jurisdiction. No signup, and the samples are templates, not legal advice.
The EU-hosted alternative
If the requirement is EU in-region residency for candidate data, the fix is a provider that hosts inside the EU, not a UK host covered by an adequacy decision. Numi's meeting assistant records, transcribes, and summarizes interviews on European infrastructure in Frankfurt, Germany, inside the EU. Transcription is self-hosted in the EU, no US AI provider sits in the analysis loop, Numi publishes its DPA and sub-processor list, and it does not train on your data.
Be honest about the trade-off, because it matters for recruiting: Metaview has the stronger ATS story today, with native write-back to major applicant tracking systems. Numi produces summaries, action items, and decisions you can export and paste into your ATS, but it does not have native ATS write-back at this stage. If deep ATS automation is your hard requirement, that is a real point in Metaview's favour. If EU in-region residency is your hard requirement, that is the point in Numi's. For the direct feature-by-feature view, see Numi vs Metaview, and for the wider field, Metaview alternatives for European recruiting teams.
Metaview gets a lot right, especially on training and deletion. For a European recruiting team that has to answer for where candidate recordings physically live, "hosted on AWS in the UK" is the sentence that decides it.