Metaview

Always a pleasure, Amsterdam! 🇳🇱 🫶 Loved bringing together 60 TA & People leaders for a special night alongside Greenhouse Software and WeAreKeen | Talent Partners. Big thanks to Ben Baillie-Lane from Mollie, Anastasia Pshegodskaya from Remote, and Florentine Vulink - de Beer from KPMG for sharing their takes on building a workforce strategy in an AI-first world. And always a treat to spend the evening with so many friends of Metaview. Until next time, Anna Smirnova, Niels van der Heijden, Toma Skimelyte, Jurjen Nielen, Toine Ruizeveld, Wesley Gilbert, Liliia Ivancha, Rico Habraken, Yvonne Williamson

Still drowning in interview notes, feedback chasing, and admin...instead of actually hiring? That’s where Metaview comes in. 🤝 We’re excited to announce that Metaview is returning to RecFest UK, as a Platinum Partner 🎉 Metaview is a platform of connected AI agents that help you hire radically more efficiently. Our agents source for you, review inbound applications, help you write your scorecards, and analyze your hiring process. We work with more than 5,000 high growth tech companies like ElevenLabs, Decagon, Abridge, & Replit, and established enterprises like Deliveroo, Riot Games, Affirm, & Deel. The result? Less admin, clearer signal, and more time spent where it matters most: with candidates. If your hiring process feels slower (and messier) than it should, this is one stand you won’t want to miss. 🎟️ Book your RecFest UK tickets now: https://lnkd.in/ebvUM4nd 🤝 Interested in sponsoring? With 90% of stands already SOLD, get in touch to explore the remaining opportunities: https://lnkd.in/eiJ5KEP8 #RecFestUK #RecFest26 #Metaview #Sponsor #AI #TATech #TalentAcquisition #TA #HR #Hiring

The entire AI-for-recruiting industry has told you the same thing: automate the admin, automate the drudgery, let humans do the thinking. That advice is now wrong. The models got better. They can actually think now. The most recruiting teams are still using AI like a fancy autocomplete: fill in the scorecard, draft the email, summarize the call. Useful, sure. But that's 20% better. The opportunity is 2000% better. Here's what that looks like in practice: When you're sourcing, most people still want the AI to pull up a list so they can go through each profile one by one. You're still doing the thinking. The AI just saved you some clicking. What you should be doing is giving the AI your intent, your context, what you've learned about who succeeds at your company, and letting it help evaluate and prioritize candidates with you. You become the operator. The air traffic controller. You spin up five searches with different strategies, and while the agent works, you're planning the next move. The same applies across the whole hiring workflow. The goal should be revolution, not evolution. Your recruiting engine working 24/7. Every interaction with the AI making the next person on your team smarter because the system compounds knowledge across the organization. That's what intelligence on tap actually looks like.

After our note-taking app Metaview announced a connector with Claude, I asked it to look back over recent interviews (over 150) and highlight the three key themes that came up regardless of role, sector or ownership model. Here's what it said: Transformation is the baseline, not a differentiator. Almost every strong candidate has a story about rebuilding a people function, redesigning an operating model, or leading through a major organisational change. The ones who stand out are those who can speak to the measurable outcomes, not just the journey. Talent strategy is finally being treated as a commercial conversation. The best candidates are talking about succession planning as a board-level risk, internal mobility as a cost and capability lever, and skills frameworks as drivers of business performance. Not HR programmes. Business outcomes. Senior HR leaders are being tested on commerciality more than ever. Whether it's equity structures, EBITDA contribution, or influencing a CEO on pay strategy, the bar for financial literacy and business acumen at CPO and People Director level has risen significantly. If you're considering your next move, these are the conversations you will be having. Do you feel prepared?

Hiring is a relay race, not a 100-yard dash. 🏃 AI has made individual recruiters dramatically faster. Sourcing, outreach, screening, follow-ups—work that used to take hours can now happen in minutes. But talent acquisition was never a solo sport. The real opportunity in recruiting AI is coordination: recruiters, hiring managers, interviewers, and leaders operating with shared context, signal, and momentum. That’s how AI moves from individual productivity lift to organizational advantage. Siadhal shares why superpowered recruiters don’t automatically create superpowered recruiting, and what it takes to build hiring systems that get sharper with every interaction. Read his thoughts here ⬇️