AI recruitment company Metaview announced a $35 million Series B led by Google Ventures. Metaview was founded in 2018 by Uber and Palantir Alums, CEOs Siadhal Magos and Cto Shahriar Tajbakhsh, aims to revolutionize the company’s hiring process with the help of AI – a couple who have long seen it as the maturity of a technological revolution.
During his time UberMagos spent most of his time recruiting and witnessed first-hand that the process could become subjective and dispersed even among high-growth Fortune 500 companies due to the lack of clear data.
“For us, hiring meant interviews at the time. It meant spending time with other people to understand who they are. And, there was a special hiring cycle, and when we showed up in the report, I was just in the report… You just saw people who really knew how to run, people who didn’t know and nothing, what he told people, what he told him,” wealth.
“Some people are just so data-driven when it comes to sharing about candidates, while others are totally ongoing,” he said.
“It made me realize that even these amazing companies are fundamentally relying on people’s memory of these people’s interactions with humans, and if you’re going to have a lot to raise the hiring level, you’re going to have to take advantage of this conversational data.”
That’s what inspired the company’s flagship product, which is an AI-Notetaker that records and structures interview notes, so hiring managers don’t have to do that. Now, the company is planning to build a suite of AI tools designed to recruit and recruit processes.
$35 million for AI recruitment revolution
The couple’s history and knowledge of corporate recruitment workflows attracted Vidu Shanmugarajah, a partner at Google Ventures. He sees it as “a area that digitalizes a step away.” In terms of developing AI tools, the recruitment is very large and mature in terms of administrators.
“Previous AI, this is something you can do in recruiting and around. It’s kind of like Software 1.0… You can’t go as deep as possible. wealth.
Shanmugarajah said of Magos and Shahriar Tajbakhsh: “They have been hiring and hiring.”. “You need to spend a lot of time in the hiring workflow, which is what they did in their previous roles at Uber and Palantir, and you also need a hiring workflow that is able to really understand who the user is and who and how it has developed over time.”
Metaview’s latest round also includes continued support from existing investors, including Plural, Vertex Ventures, SeedCamp, Coelius Capital, True Equity, and Victor Riparbelli and Barney Hussey-Yeo, and was built in the first $7 million Series A in March last year.
The company plans to use the funds to build its complete AI tools, hire more employees at its London headquarters and expand its operations in San Francisco.
“Now, our focus is on really building the rest of the platform,” Magos said. “So, our big paper on the company, because it started. Obviously, AI will change the way we work.”
Automatic recruitment process
Metaview’s complete suite of AI tools is designed to simplify and enhance every stage of the recruitment process.
The company’s flagship product is an AI note-taking app for recruiters and hiring managers that records, analyzes and summarizes job interviews, but is also working on: AI reporting, a customizable reporting engine for optimizing hiring channels; AI answers are an always-to-handed assistant that provides instant information about any candidate, job or employment details; and AI jobs, which generates and maintains job descriptions so that teams can launch new searches in seconds rather than days.
Metaview says its clients, including Sony, Breakout, Elevenlabs and Deliveroo, can be kept for up to two hours after each interview and for each job position.
While other companies offer similar notes, Magos believes Metaview is protected from threats from universal tools Microsoft Co-pilot through its professional recruitment workflow.
Metaview integrates directly with recruitment tools such as applicant tracking systems to understand the specific context of the recruitment conversation.
Magos says that dedicated data and domain-specific post-training training enables Metaview’s AI tools to generate more accurate and relevant summary.
Limitations of AI recruitment
There are concerns about how much AI should be used in the hiring process, especially when decisions influenced or made by AI agents.
According to the EU AI law, it is related to human resources Application of artificial intelligence– Including recruitment – is classified as “high risk” due to its concerns about transparency, equity and moral significance.
Magos said the company is not trying to automate hiring decisions, but rather to automatically write jobs, find candidates and take interview notes to the administrators.
He said Metaview’s software never offers advice on the people we actually hire: “The boundary we are currently drawing is that we leave human interactions to humans. But some of the work related to spending a lot of time scrolling LinkedIn Finding these candidates is something we are working on. ”
Magos also told wealth The technology has the potential to get some subjectivity out of hiring and encourage more data-backed decisions.
But AI tools often bring their own biases to the table, which concerns the resource professionals.
For example, in a recent employer three quarters ISE Student Recruitment Survey They said they were concerned about the potential of bias and preferred a person-centered recruitment approach.
To address some of these problems, Magos believes that LLM provides a better voice-to-text system than most humans have tried.
When it comes to bias, Metaview’s biggest mitigation is to ensure that its AI assistants don’t become “a tool for judgment” or “proposal to whom to hire.”
