Metaview Raises $60M to Expand Recruiting Agents

Metaview raised a $60 million Series C led by Insight Partners on September 30, 2026. The financing backs its expansion from interview notes into recruiting agents that can source candidates, handle early screening work and arrange conversations with hiring teams.

In his September 30 funding announcement, CEO Siadhal Magos put total funding at $110 million, said more than 7,000 companies hire with Metaview and wrote that “people stay in control of the decisions that matter.” GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural and Garuda Ventures joined the round. The customer count is Metaview’s own figure.

The recruiting work moving beyond interview notes

Metaview began with software that captures interviews and turns conversations into information hiring teams can use. Its broader platform now covers earlier stages of a search: agents can find prospective candidates, review incoming applications against a hiring brief and conduct structured screening conversations. Human interviews then add another set of signals to the hiring record. These tasks occur at different points in a search and give recruiters different information about a candidate.

An application submitted on a Sunday evening can receive an immediate review. Sourcing, application review and screening need not wait for a recruiter’s next available block of administrative time. Earlier automated review also makes the quality of the hiring brief consequential: the criteria supplied by people shape which applicants move toward a conversation.

The clearest currently available agent is fillmore. Metaview’s fillmore product description sets out a narrower role than the whole platform: it researches prospects, writes individual outreach across email, LinkedIn and WhatsApp, follows up and books screening calls. Recruiters provide a role description or example profiles before the search begins. A dedicated AI screening agent is among the additional products the new funding is meant to build; fillmore’s described handoff is the booked conversation with a person.

The approval point before a candidate meets the team

Fillmore’s scheduling workflow contains a concrete human decision. When an interested candidate wants to book, a recruiter receives a Slack message and can approve or decline the meeting. The same channel lets a hiring team approve outreach, give feedback and see pipeline updates, while the product requires an applicant tracking system as part of its setup. Those requirements place the agent alongside the existing hiring record.

The recruiter’s role begins before that approval. People define the role, provide examples of suitable candidates and set rules for what the agent can do. After a screening call, they can give a positive or negative signal, or notes about fit, which fillmore uses to adjust later sourcing. A person still conducts the booked screen and makes the hiring judgment. That arrangement leaves a consequential human checkpoint even though research, outreach, follow-up and scheduling can proceed without constant manual work.

What one reported hire shows

In one recent fillmore-assisted hire, AI sourced, researched and contacted 52 candidates, booked five screening calls, and the eventual hire reached a signed offer 30 days after being sourced. These company-supplied figures show the breadth of work assigned to the agent in that search. They cover one hire and do not establish an average across customers or isolate the agent’s contribution to the offer.

Which recruiting budgets the platform now reaches

Moving from notes to execution changes the potential software spend at stake. Interview capture addresses note-taking tools and the time spent assembling feedback. Sourcing and personalized outreach overlap with prospecting and engagement software; application review, screening and scheduling extend into work often supported by separate products or recruiter hours. These are categories of work the platform touches, rather than disclosed savings or evidence that customers have canceled other subscriptions.

An applicant tracking system remains in fillmore’s stated setup requirements, which makes the boundary clearer. Metaview is seeking more of the work surrounding a candidate record: finding people, starting contact and preparing the conversation. The record itself and the decision to hire remain within a human team’s process. That creates a different purchasing question from a standalone interview note tool: buyers must judge whether the agent’s booked conversations justify both its cost and the oversight it requires.

Where the Series C money goes next

The new funding is directed toward more recruiting agents, a larger team and training for talent professionals. The expansion plan calls for headcount to rise from 80 to 250 by the end of 2027 and for a New York office to open alongside teams in London and San Francisco. Hiring spans engineering, product, design and go-to-market roles. Metaview is also investing in 10x Recruiting, a community and training program for recruiters and hiring leaders using AI-powered hiring systems.

The planned screening agent will extend the company’s reach beyond fillmore’s booked calls, making its human review points a consequential part of the product’s next stage. Recruiting teams can already receive a candidate for a conversation through fillmore; they still decide whether that meeting goes ahead and whether the candidate receives an offer.