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Metaview
Data to help optimise interviews
- 21-100 employees
- B2B
- Artificial Intelligence
- Recruitment
- HR
- Analytics
- SaaS
- 21-33 Great Eastern Street, London, UK EC2A 3EJ, GB
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Company mission
To power people decisions with the truth.
Otta's take
Theo Margolius
COO of Otta
According to Metaview, hiring teams are often relying on feelings and biased memories when making hiring decisions. Metaview aims to solve this problem by empowering organisations to make hiring decisions based on truth, at scale.
The company differentiates itself through the innovation of its product: Metaview analyses the data collected from interviews to provide interviewers with actionable insights, feedback, and coaching. This allows companies to optimise their interviews at a level rarely seen in enterprises.
Companies like Robinhood, AngelList, and Hudl are already using Metaview to hire better, faster, and without bias. Metaview is now focusing on producing collaboration features, deeper & more informative metrics about the health of interviews, and even more timely & effective interviewer training and coaching at scale.
Company values
- Own it end-to-end. From inputs to outcome: Our responsibilities do not stop at the edge of our skill sets or interests. We ship end-to-end and only stop when the customer has felt the benefit
- Actively transparent: We all work to operationalize transparency actively in how we communicate. Without all the information, how can you trust our amazing teammates to do amazing things?
- Work backward from the customer: It’s easy to get excited by cool ideas, or things that are “now possible”. But our customers have problems to solve, objectives to hit, and opportunities to sieze
- Optimise for rate-of learning: We treat learnings as the highest form of currency for delivering future impact, and act accordingly: we run experiments, question thoroughly, and talk to customers over and over. We covet earned secrets
- Drive to clarity: We believe upfront and ongoing alignment is a multiplier on our net effectiveness, so we value precise language and driving to clarity
Funding (last 2 of 3 rounds)
Mar 2024
$7m
SERIES A
Dec 2021
$6m
SEED
$14.5m
Total funding
This company has top investors
Founders
Shahriar Tajbakhsh
(CTO)Previously a Software Engineer at Morgan Stanley and an Enterprise Tech Lead at Palantir Technologies.
Siadhal Magos
(CEO)Previously the Head of Product at Osper and a Product Manager at Uber.
Diversity & 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.
- This is not just performative: Our small team of 10 already spans 7 nationalities.
- 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.
Endorsements
All
Autonomy (2)
Open and honest communication (2)
Challenging work (1)
Opportunities to learn (1)
Team energy (1)
Focus on employee wellbeing (1)
Fair compensation (1)
The team here have truly cultivated a safe space to share ideas and collaborate. I've found there is rarely a reason to send a DM. This creates constant confluence with team members (easing the snags of remote working), and makes context-discovery/transparency a natural feature of communication
Design
Open and honest communication
May 2022
As we are a small team, each player is encouraged to fully own their problem space (with support from adjacent team members). In relation to the product team, this means each person is able to deliver value end-to-end and has the autonomy to manage that feature's development.
Design
Autonomy
May 2022
The team here is, welcoming, friendly, and constantly communicating. This creates an environment that supports people to do their best work, sharing their blockers and celebrating wins openly.
Design
Team energy
May 2022
We're a small start up and growing fast. We're using the latest tech to develop our product, with scalability in mind. The problems we solve feel concrete, and require intelligence to solve.
Software Engineering
Challenging work
May 2022
All engineers are product engineers, and we own features end-to-end. This means lots to learn, and there's low repetitiveness. If we need a need feature using a tech that no-one has experience working with, someone will research it. We don't just pass off work to others in the team.
Software Engineering
Opportunities to learn
May 2022
We're currently a small engineering team. Each feature is owned fully by one person, and they have loads of autonomy to direct the feature's development.
Software Engineering
Autonomy
May 2022
At Metaview we're truly transparent with out communication. For example, there is rarely a reason to Direct Message (DM) someone on Slack — instead, we use Threads on public Channels. We also default to only creating public Channels. This improves context discoverability (e.g., via search) and increases serendipity and transparency. Feedback is also highly valued by everyone in the team!
People, HR, Recruitment
Open and honest communication
May 2022
The Founders are very output oriented. This comes with a great understanding for personal needs, whether it is flexible or remote work, great compensation and benefits, and a high amount of trust. I think this is the only company I've worked at that *truly* cares about their employees' real needs, without having to invite the team to a "spa day"!
People, HR, Recruitment
Focus on employee wellbeing
May 2022
Compensation is a very important pillar at Metaview. Regardless of where the employee is based, their package will be highly competitive. This is to ensure that each individual earns well enough to minimise worries and stress in their personal life and to be fair to everyone in the team. Everyone has a big chunk of equity as well, because it's our company too!
People, HR, Recruitment
Fair compensation
May 2022
Jobs (2)
Marketing
Sales & Account Management