Metaview, the London-based company selling AI agents that run large parts of the hiring process, said Sept. 30 that it raised \$60 million in a Series C led by Insight Partners, with participation from GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural and Garuda Ventures. The round, announced roughly a year after its previous raise, brings total funding to \$110 million.
The money is going to scale the agent layer rather than the earlier analytics product. Metaview is taking fillmore, the autonomous recruiting coworker it introduced in June, to general availability alongside a set of new specialist agents, and it plans to grow headcount from about 80 to more than 250 by the end of next year while opening a New York office. That trajectory is itself a statement about where the company thinks the hiring funnel is heading.
The starting point was interviews. Founded in 2018 by former Uber and Palantir leaders Siadhal Magos, now chief executive, and Shahriar Tajbakhsh, the company's chief technology officer, Metaview first captured hiring conversations — more than six million to date — and now uses that shared context to drive connected agents across the rest of the process. Those agents source candidates before they apply, review inbound applications against the role brief, run structured screening conversations and turn human interviews into usable notes, with people setting the criteria and making the final call. fillmore operates inside Slack, researching prospective candidates, building target lists, writing personalized outreach, managing follow-ups and scheduling meetings. Metaview said the agent sourced, researched and contacted 52 candidates and booked five screening calls in one recent hire that went from first sourced to a signed offer in 30 days.
The demand-side numbers explain why investors are interested. Metaview cites Greenhouse benchmark data showing applications per recruiter up 412% as AI has made applying for jobs trivially easy, SHRM research putting average time-to-fill at nearly 45 days, and a Robert Half finding that close to half of hiring decisions are later regretted. Magos frames the moment as "recruiting's Claude Code moment," arguing that engineering teams have already moved from writing every line of code to orchestrating agents, and that hiring will follow.
Metaview says more than 7,000 companies hire through the platform, naming Deel, Affirm, Navan and Replit among customers and listing an integration footprint of 62 tools including Greenhouse, Ashby, Lever and Workday. It reports SOC 2 Type II, GDPR and CCPA compliance and an audit trail of the AI reasoning behind each output — the kind of governance detail that enterprise buyers now ask for by default. The claim that customers have cut time-to-hire in some cases by more than 75% is the company's own and has not been independently audited.
Hiring is also one of the most tightly regulated places to put an autonomous system, and the rules are moving while the products ship. Illinois law already requires employers to notify workers about AI used in specified employment decisions, and California's newly signed No Robo Bosses Act bars employers from relying solely on automated decision systems to fire or discipline employees, requiring human review instead. Recruiting agents that rank and screen candidates sit downstream of those rules rather than squarely inside them, but the direction of travel is clear.
The broader shift is from software that helps a recruiter work faster to agents that own a segment of the workflow, with a person stepping in at the decisions that carry legal exposure. Metaview's bet is that the administrative layer of hiring — sourcing, scheduling, chasing replies, writing notes — is exactly the kind of high-volume, time-sensitive work that agents handle well. The unanswered question for buyers is the one that applies to every agentic vendor this year: who is accountable when the agent optimizes for the wrong thing, and how would anyone tell.
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