Engagement Associate, Metaview
$100-125k
3-5 days a week in office
AI built for recruiting
Open for applications
AI built for recruiting
21-100 employees
Open for applications
$100-125k
3-5 days a week in office
21-100 employees
Company mission
To power people decisions with the truth.
Role
Who you are
- Anywhere from 1-4 years post-academics, with some experience in one of the following: consulting, Customer-Success, or advisory; an ops, growth, GTM, analyst, chief-of-staff, or product-adjacent role at a software or AI company; or a junior role at a strong company with clear upward trajectory
- An appetite for the commercial side. You don't need to have owned a retention number yet, but you should want to, and be able to show you've been close to revenue, targets, or customers whose spend depended on your work
- Genuine, hands-on AI engagement. Shipped projects are the strongest signal, but hackathons, coursework, prompt-engineering work, published writing, or time at an AI-native company all count. What matters is that it's real
- Strong academic record or evidence of passions/extracurricular excellence
- Evidence of guiding customers or stakeholders (can be internal) through onboarding, rollout, or a change in how they work. Stakeholder management in consulting counts
- You're good in the room. You can run a session with an experienced operator, disagree with them, and have it land well
- Real product instinct. You have opinions about the tools you use and have got deep into at least one of them
- Structured execution - you use data and outcomes to show impact, not a list of responsibilities
- Clear, fast writing. Much of this job happens in Slack and email
- Curiosity about hiring as a craft, whether or not you've worked in it
- Our brand is intelligent, low-BS, authentic, and deeply customer-oriented. As a champion for our brand, you'll need to be these things too
- Ability to work in a hybrid model within New York
What the job involves
- Part solutions, part AI builder, commercially owned, on a book of smaller, faster-moving customers
- You'll carry GRR and NRR on your own book from early on. Retention is already strong across our customer base, so the ceiling now is expansion, and this seat is built for someone who wants that to be their number
- You own these accounts end to end. You run onboarding and shape the implementation around what the customer is actually trying to fix in how they hire, then stay with them as their teams and our agents change. Fewer stakeholders and shorter cycles than our largest customers, so decisions get made in the room and you find out quickly whether your call was right
- Much of that ownership is hands-on. Custom note templates, the reports their leadership is asking for, workflows that fit how they hire. You build it with them
- You'll also carry a few larger accounts, where the horizon is longer and you're moving a wider set of stakeholders toward the same outcome
- Own retention and growth on your book. GRR and NRR, with the renewals and expansion conversations that produce them
- Own your customers' outcomes end to end. Onboard them well, get them to value quickly, and stay close through the full customer lifecycle - because that's what the number rests on
- Be a partner, not a ticket queue. Run the sessions, make recommendations, and have a view on how they should be hiring and utilizing our agents
- Go deep on the product. Know what it does, where it bends, and what's coming
- Build with AI. Automations, agents, internal tools - we'd rather you engineered the admin away than powered through it
- Do your own analysis. We have no separate data team. You'll read usage data yourself, spot risk and expansion signals early, and know when to escalate
- Close the loop with Product. You'll see the same friction repeatedly before anyone else does. Make it impossible to ignore
Our take
Hiring is one of the highest-stakes decisions a company makes, yet it still runs largely on gut instinct. The talent acquisition software market is worth roughly $25 billion, but the interviews at its core, arguably the richest source of hiring signal, have historically vanished the moment they end. Capturing that unstructured conversation and turning it into usable data is a genuinely hard problem, and a fast-growing corner of the market.
Metaview was founded by Siadhal Magos and Shahriar Tajbakhsh, who saw the gap in hiring data first-hand while scaling Uber and Palantir. Built as an AI-native platform, it has captured over three million interviews, a proprietary and context-rich dataset that is hard to replicate. The company has raised more than $50 million from top-tier investors, with Google Ventures leading its Series B, and is growing five times year on year, with coverage in Fortune, Forbes, TechCrunch and The Times.
The pitch is to automate the toil and augment the human, and the depth of Metaview's hiring data sets it apart. But general-purpose AI notetakers and established hiring platforms are circling the same ground, and tightening regulation around AI and bias in recruitment adds pressure.
Freddie
Company Specialist at Welcome to the Jungle
Meet the team
Siadhal Magos, Co-founder & CEO
Insights
Company
Funding (last 2 of 4 rounds)
Jun 2025
$35m
SERIES B
Mar 2024
$7m
SERIES A
Total funding: $49.7m
Company benefits
- Competitive salary
- Meaningul equity
Company values
- Velocity
Company HQ
London, UK
Leadership
Shahriar Tajbakhsh
(Co-Founder & CTO)Previously a Software Engineer at Morgan Stanley and an Enterprise Tech Lead at Palantir Technologies.
Siadhal Magos
(Co-Founder & CEO)Previously the Head of Product at Osper and a Product Manager at Uber.
Salary benchmarks
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Diversity, Equity & Inclusion at Metaview
Siadhal Magos (CEO)
- We believe the best — and only — way to fast-forward to the truth is by thinking differently. And we can only think differently if we have unique and varied perspectives.
- We cultivate a high-trust environment for all team members. The only thing that matters is the quality of the work, and that we're having fun while we're producing it.
- As we grow, we are intent on achieving a better gender balance.
- Our product is itself one of the best tools for improving fairness and consistency of hiring practises. For example, Metaview's data shows that female candidates get 12% less air time during interviews than their male counterparts. By empowering customers with these insights, we are finally enabling them to solve the causes of these issues.
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