Recruiting is an $800 billion industry that still runs, in large part, on manual processes, fragmented tools and human guesswork. Metaview, the London-founded startup building what it calls an Agentic Recruiting Platform, just raised $60 million to automate it. The Series C, led by Insight Partners with participation from GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural and Garuda Ventures, was announced October 1 and brings the company’s total funding to $110 million.

The round is a bet on a simple observation: AI made applying for jobs trivially easy, and the system broke under the volume. Applications per recruiter have jumped 412%, and 53% of job seekers say they were ghosted by an employer in the past year. The old machinery can’t keep up. Metaview’s argument is that the fix isn’t better applicant tracking, it’s agents that do the work.

From interview notes to autonomous coworkers

Metaview started in 2018 as an interview-intelligence tool, capturing the conversations where hiring decisions actually form. The company has now processed more than 6 million interviews, and that corpus of conversation data feeds a suite of connected AI agents that operate across the whole hiring workflow: sourcing candidates before they apply, evaluating inbound applications against role briefs, running structured screening conversations, and converting human interviews into structured, reusable notes.

The headline product is Fillmore, an autonomous recruiting coworker that Metaview is taking to general availability with the new funding. Fillmore sources candidates, writes personalized outreach, manages follow-ups and books screening calls. A dedicated AI screening agent is in development alongside it. The crucial design choice: final hiring decisions stay with people. The agents do the work; humans make the call.

Metaview says the platform now serves more than 7,000 companies, from startups to the Fortune 100, including names like Deel, Affirm, Navan and Replit. In one example cited by CEO and co-founder Siadhal Magos, AI sourced, researched and contacted 52 candidates and booked five screening calls, and the eventual hire moved from first contact to signed offer in 30 days. The company claims customer time-to-hire reductions of more than 75% in some cases, though those are company-reported figures.

Where the $60 million goes

The raise funds three specific priorities. First, Fillmore’s general availability plus new specialist agents. Second, people: Metaview plans to grow from 80 employees to around 250 by the end of 2027, and open a New York office alongside existing hubs in London and San Francisco. Third, 10x Recruiting, the company’s training community for talent professionals, which teaches what Metaview calls “talent engineering”, the discipline of building and running AI-powered hiring systems.

That second priority is the tell. Tripling headcount in 15 months is a growth plan, not a maintenance plan. Insight Partners doesn’t lead $60 million rounds for companies that are going to coast. Ryan Hinkle, the Insight managing director on the deal, said Metaview brings “more structure and intelligence across each stage of hiring, from sourcing and screening through to the final decision,” and that the result is “better hiring decisions at scale, without losing the judgment that good hiring requires.”

The round comes just a year after Metaview’s previous financing, and the company has been stacking capabilities in the meantime. In August it acquired Reval, a California-based AI-native recruiting company, with both founders joining to accelerate Fillmore’s development. The platform integrates with more than 62 tools, including Greenhouse, Ashby, Lever, Workday, Zoom, Google Meet and Microsoft Teams, and carries SOC 2 Type II, GDPR and CCPA compliance.

Why recruiting is next

Siadhal Magos’ framing line for the announcement deserves quoting: “The best engineering teams have already moved from writing code by hand to orchestrating AI agents that do the work. Recruiting is next.” Software engineering was the first white-collar workflow to get the agentic treatment, and the pattern is now repeating across every department that runs on repetitive knowledge work.

We’ve seen the same movie in finance, where AI-native platforms like DualEntry are rebuilding ERP from the ground up, automating the repetitive tasks that used to define back-office jobs. Recruiting is arguably a better fit for agents than finance, because so much of the work is communication: outreach, scheduling, follow-ups, summaries. That’s exactly what agents are good at, and exactly what burns out human recruiters.

The ghosting statistic is the moral of the story. When 53% of candidates get ignored, the system isn’t just slow, it’s failing the people it’s supposed to serve. Agents that follow up reliably, screen consistently and keep candidates informed could make hiring better for both sides, not just cheaper for employers. The optimistic case for recruiting AI is that it fixes the experience, not just the spreadsheet.

The part that should stay human

To Metaview’s credit, the company draws a bright line: agents prepare, people decide. That matters more than any feature list. Hiring is one of the highest-stakes decisions an organization makes, and it’s also one of the most vulnerable to encoded bias. An agent that screens candidates needs to be auditable, and the human in the loop can’t be decorative.

The compliance posture suggests Metaview takes this seriously. SOC 2 Type II, GDPR and CCPA compliance, structured and reusable interview notes that create a paper trail for decisions, integrations with the HR systems where the audit data already lives. This is the unglamorous infrastructure that makes AI in hiring defensible instead of just fast. Speed without accountability in recruiting is how you get lawsuits.

The competitive picture

Metaview isn’t alone in this space, and the $60 million is partly a moat-building exercise. The recruiting software market spent years as a graveyard of applicant-tracking systems that organized data after humans created it. The agentic wave is changing the category’s definition: software that participates in producing hiring decisions, not just recording them.

What Metaview has that newcomers don’t is the data corpus. Six million processed interviews is a training and fine-tuning asset that compounds. The agents get better at evaluating candidates because they’ve seen more hiring conversations than any competitor. That’s the classic data moat, and it’s why the company’s origin as an interview-intelligence tool turned out to be a strategic head start rather than a pivot away from it.

The conversational layer is converging too. As AI voice stacks get fast enough for natural screening calls, the distance between a text-based recruiting agent and a voice-based one shrinks. Fillmore books screening calls today; the version that conducts them is clearly on the roadmap, even if nobody’s saying so out loud yet.

What it means for job seekers and hiring teams

If you’re hiring, the message is that the tooling is about to get dramatically better at the parts of recruiting nobody enjoys: sourcing, screening, scheduling, note-taking. The teams that adopt agentic recruiting early will move faster on candidates.

If you’re job seeking, the honest advice is to assume your first screen may be with an agent, and to treat it accordingly: clear, structured answers, specific examples, no rambling. The upside is that the ghosting era may finally be ending, and that’s worth celebrating.

Recruiting was always going to be rebuilt with AI at the core. Metaview just got $60 million to finish the job.