$60m · Series C · HRtech · London, UK
London-based Metaview has raised a $60m Series C led by Insight Partners, with participation from GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural and Garuda Ventures. The company says the round takes its total funding to $110m and will support new recruiting agents, a New York office and growth from 80 employees to 250 by the end of 2027.
Metaview started by turning interviews into structured notes and data. It now positions itself as an end-to-end recruiting platform whose agents source candidates, review applications, conduct screening conversations and turn human interviews into usable hiring intelligence. The company says more than 7,000 organisations use the platform and that it has captured over six million interviews; those are company-reported figures rather than independently audited metrics. Business Wire release
From interview capture to workflow ownership
The commercial shift is from improving individual recruiting tasks to coordinating the workflow around them. Metaview's fillmore product can source candidates, write personalised outreach, manage follow-ups and book screening calls, while its screening and application-review agents operate on the same role criteria and interview context. That shared context matters because recruiting data is normally split across applicant-tracking systems, calls, notes and individual recruiters. If Metaview can keep those signals connected, it can become part of the operating layer for hiring rather than a replaceable transcription tool. Product overview
Metaview has also been buying capabilities to accelerate that move. In August it acquired Reval, an AI-native recruiting company whose founders had used software to source, screen and deliver candidates for more than 100 enterprises and agencies. Metaview said the acquisition would speed development of fillmore, which had attracted thousands of teams to its waitlist.
The Series C therefore finances a scaling test as much as a product roadmap. Metaview must show that agents can take on more of the sourcing-to-screening process without weakening recruiter control, candidate experience or the quality of final decisions. Its installed base and interview corpus may give it useful workflow context, but the harder proof will be repeatable customer outcomes as the platform expands beyond note-taking.
The company cites a recent fillmore hire in which AI sourced and contacted 52 candidates, booked five screens and helped move the eventual hire from first contact to signed offer in 30 days; that remains a company case study. Company case study
