Uber and Palantir alumni raise $35 million to disrupt corporate recruitment with AI

During his time UberMagos spent a lot of time hiring, and even high-growth Fortune 500 companies saw firsthand how processes can be subjective and fragmented due to lack of clear data.

“For us, hiring at that point meant interviews. It meant understanding who they were to spend time with other people. And when I saw this particular employment loop, when we showed up in debriefing, you just saw this massive delta. luck.

“Some people were data-driven with facets they shared about the candidates, while others were doing it entirely in the gut,” he said.

“Even these incredible companies have realized that people still fundamentally depend on these human-human fragments of memory that have interactions between these humans and humans.

This led to the inspiration for the company’s flagship products. This is an AI-Notetaker that records and structures notes so that you don’t have to hire a manager. Now, the company plans to build a complete suite of AI tools aimed at the recruitment and hiring process.

$35 million for the AI ​​adoption revolution

Google Ventures partner Vidu Shanmugarajah attracted the pair’s history and knowledge of corporate recruitment workflows. He sees this as “where digitization skipped the step.” Recruiting managers is ripe for confusion when it comes to developing AI tools.

“Before AI, what you can do during hiring and hiring was very basic. It was like software 1.0. I couldn’t go as deep as possible with LLMS, but in order to do that, you need to be able to hire or hire workflows. luck.

“They have been building for employment and recruitment,” Shanmugaraja said of Magos and Sharia Tajibakhsh.. “You have to spend time hiring workflows. This has been done in previous roles with Uber and Palantir. You also need to be able to really understand and build who the users are and how hiring workflows have been developed over time.”

Metaview’s latest round includes ongoing support from existing investors including multiple, Vertex Ventures, Seedcamp, Coelius Capital, True Equity, Victor Riparbelli and Barney Hussey-Yeo, and will build the previous $7 million Series A in March last year.

The company plans to use the funds to build a complete suite of AI tools, hire more staff at its London headquarters, and expand its presence in San Francisco.

“Our focus is really building the rest of the platform,” Magos said. “So, our big paper for the company since its inception.. Clearly AI is going to change the way we work.”

Automate the employment process

Metaview’s full suite of AI tools aims to streamline and enhance every step of the recruitment process.

The company’s flagship product is an AI notebook taking app for recruiters and employment managers that records, analyzes and summarises job interviews, but it also works on AI Reports, a customizable reporting engine for optimizing recruitment funnels. AI Answers is always on assistants who provide instant information about candidates, jobs, or recruitment details. AI job posting also generates and maintains job descriptions, allowing teams to start new searches in seconds rather than days.

According to Metaview, customers including Sony, Brex, ElevenLabs and Deliveroo save 30 minutes per interview, up to 2 hours per job.

Other companies offer similar note-taking services, but Magos believes Metaview is protected from threats from generic tools. Microsoft Co-pilot through specialising recruitment workflows.

Metaview is designed to integrate directly with recruitment tools such as the applicant tracking system to understand the specific context in which conversations are adopted.

Magos says that specialized data and domain-specific post-training training can generate much more accurate and relevant summaries.

AI Employment Limitations

There are concerns about how much AI should be used in the recruitment process, especially when AI agents’ decisions are affected or are being made.

Under EU AI Act, HR related Uses of artificial intelligence– Including recruitment – Classified as “high risk” due to concerns about transparency, fairness and ethical implications in their use.

Rather than trying to automate employment decisions, Magos says the company relies on managers to write jobs, search for candidates and create interview notes.

He says that Metaview software never offers advice on who actually hires. LinkedIn Finding these candidates is something we are working on. ”

Magos also said luck This technology could remove some of the subjectivity from employment and encourage decisions supported by more data.

However, AI tools often bring to the table what HR experts worry about.

For example, three-quarters of recent employers ISE Student Recruitment Survey They said they were concerned about the potential bias and preferred a more human-centered approach to recruitment.

In response to some of these concerns, Magos argues that the speech-to-text system provided by LLMS is superior to most human attempts.

In terms of bias, the biggest mitigation in MetaView is ensuring that AI assistants will “make decision tools” and “create recommendations for whom they employ.”