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Metaview is an AI-native recruiting platform that automates and augments hiring for world-class companies like Brex, Affirm, Deel, ElevenLabs, and Airtable. Founded by alumni of Uber and Palantir, the company has raised over $50M (Series B led by Google Ventures) and is growing 5x year-over-year with strong product-market fit and customer enthusiasm.
As GTM Recruiter, you will partner directly with the Co-founder/CEO and GTM leadership to build a world-class commercial organization. You will own the full recruiting lifecycle for Go-To-Market roles, with emphasis on Sales, while also building foundational systems, processes, and tools that scale the hiring engine.
Key responsibilities:
- Partner with Co-founder/CEO and GTM leaders to define hiring needs across Sales, Customer Success, and Marketing
- Own end-to-end recruiting for GTM roles: sourcing, outreach, screening, stakeholder alignment, interviews, and offer processes
- Refine recruiting infrastructure and continuously improve systems
- Build a hiring machine that combines systematic rigor with human judgment, dramatically increasing hiring capacity
- Develop deep expertise in GTM talent markets—understanding where top operators are, what motivates them, and how to recruit them
- Surface pipeline realities to leadership and translate them into clear, data-driven decisions and trade-offs
The company operates with a core principle of velocity, optimizing for accelerated learning, doing great work, and communicating openly with full context. You'll work at the intersection of recruiting and AI, within a business operating at the bleeding edge of how hiring gets done with AI.
REQUIREMENTS:
- 3+ years in full-cycle recruiting at a fast-paced, high-growth B2B startup (experience hiring for GTM roles desirable)
- Skilled talent assessor with an unusually high bar; ability to identify intangibles that separate exceptional candidates from competent ones
- Established network in GTM talent markets, or demonstrated hunger and discipline to build one quickly
- AI-native: already using AI to move faster and hire better; comfortable experimenting without waiting for permission or playbooks
- Comfortable partnering directly with founders and GTM leaders; able to push back, hold the line on hiring bar, and earn trust
- Hunter mentality; persistence in recruiting top GTM talent
