10x Recruiting

Metaview just raised $60M led by Insight Partners, bringing total funding to $110M. 🚀

In this episode, Nolan Church sits down with Metaview Co-Founder and CEO Siadhal Magos to unpack why now was the right time to raise, what comes next, and why Metaview is betting on a connected platform of AI agents to transform how recruiting teams work.

Read more on the announcement: https://www.metaview.ai/resources/blog/metaview-raised-an-additional-60m-to-lead-the-shift-to-agentic-recruiting

[00:00] Intro

[00:24] Breaking news 60 million raise

[00:39] Metaview funding timeline explained

[01:51] Why raise capital now

[02:00] Proving the platform vision

[03:50] Net dollar retention proof point

[04:20] Why single platform ecosystems win

[05:56] Building AI you can trust

[06:44] fillmore and new form factors

[07:54] How fillmore works in Slack

[08:41] Landing Insight Partners deal

[10:23] Aligned thesis on platform strategy

[12:05] Building conviction into your cap table

[13:04] Avoiding the single product trap

[14:17] Why recruiting needs an AI platform

[15:20] Enjoy the founder journey

Richard Yan has spent his time at Airwallex scaling a global talent team through hypergrowth, from about 1,100 people to 2,800. 

His conclusion: hire for judgment over polish, decentralize AI adoption instead of dictating it from the top, and always dig past the confident-sounding answer.

In this episode of 10x Recruiting, Richard, Head of People and Talent at Airwallex and a former private equity and M&A consultant, breaks down why his team is hiring more than ever, how they get AI tools built and adopted across the company, and what still separates a great hire from AI slop.

You'll learn:

- Why Richard thinks most "AI layoffs" are really about over hiring
- How a single follow up question exposes "AI slop" in seconds
- Why back channel references still beat any AI assessment for senior hires

[00:00] Intro

[01:02] Operators moving into people roles

[02:12] Why AI layoffs are a cop out

[03:11] Decentralized AI transformation wins

[04:15] From private equity to people leadership

[07:49] The unplanned pivot into HR

[10:07] Scaling a global talent team

[11:24] Building your own AI tools

[13:35] Getting past the AI intimidation barrier

[15:56] Optimism versus AI doom

[18:45] Finding AI's real limitations

[22:01] Assessing candidates in the AI era

[24:30] Probing follow up questions

[28:38] Back channel references still matter

[33:47] Work Heaven versus work slop

[35:25] The athlete mindset at work

[37:10] There are no shortcuts

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

Ted Maguire has spent 12 years figuring out what actually works in executive search. His conclusion: map the market obsessively, challenge the client early, and stop trying to sell candidates.

In this episode of 10x Recruiting, Ted, Founder of Opal Partners and former executive recruiter at Uber and Khosla Ventures, breaks down the search process he uses to find and close the tiny number of people who can genuinely change a company.

You’ll learn:

• Why Ted maps up to 4,000 candidates and ranks every one from 1 to 4
• Why he deliberately starts with second-tier candidates before approaching the best
• How hard selling makes candidates less likely to tell you the truth
• Why honesty becomes a competitive advantage the more senior the search gets

The big idea: great executive recruiting isn’t about having the biggest network. It’s about doing enough work to know the market cold, then being direct enough to earn trust on both sides.

Key topics covered:

[00:00] Intro

[01:09] Challenging clients like a consultant

[02:39] The best executive search process

[04:48] Who is Vinod Khosla

[06:24] Recruiting inside a venture firm

[07:16] Handling intense personalities at Uber

[08:44] Mapping thousands of candidates by rank

[12:11] Going deep versus mercenary recruiting

[15:28] Stated versus revealed preferences

[17:13] Building trust without selling

[21:41] Why honesty beats bullshit

[22:51] Speaking truth without offending

[24:36] Inside the firm's daily operations

[28:30] Getting top executives on the phone

[30:41] When to introduce your best candidates

[33:00] Being polarizing and stern with clients

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

Most recruiting teams hire against a job description.

Patrick Circelli, Head of Talent at Cognition, thinks that's backwards.

In this episode, Patrick breaks down how Cognition builds one of the leanest, highest-performing recruiting teams in tech—from hiring around exceptional people instead of rigid roles, to treating recruiting as the company's most important operating function.

He also shares what "intensity" actually means, why founder-led recruiting scales further than most people think, and the questions that reveal whether a candidate is truly aligned with your company.

In this episode:

• Why the best recruiters bet on founders—and exceptional people—not perfect role fit
• The interview question that reveals whether someone will thrive in an intense culture
• How an eight-person recruiting team hires 10–20 people a week
• Why candidate experience compounds into your best future hires

Key topics covered:

[00:00] Intro

[00:42] Secret to picking generational companies

[01:39] Why believing in founders matters most

[04:52] Thriving inside intense company cultures

[06:25] Why intensity means different things

[08:06] Interview questions that reveal true fit

[10:03] Why talent acquisition beats everything else

[12:05] Graduating to work Heaven explained

[14:30] Kids and 80 hour weeks

[16:44] Keeping recruiting teams lean and mighty

[18:00] Surgical sourcing and 50 percent referrals

[20:32] What to measure recruiters on

[22:20] Sign on bonuses and benefits culture

[23:38] Why great benefits are underused

[26:37] Hiring beyond the role shape

[33:25] Playing the long game with networks

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

AI makes building dramatically easier. The best builders start with proximity: the problems they understand deeply, the workflows they touch daily, and the taste they’ve earned through reps.

In this episode, Nolan sits down with Viet Nguyen, former Head of Rec Ops at Vercel who’s now running his own shop, to talk about selfish software, AI slop, and why the final 20% of any AI workflow is where the real craft lives. Viet breaks down how he’s building tools for his own recruiting work, from a live knowledge base of recruiting benchmarks to a searchable, enriched map of his personal network.

The takeaway: AI leverage comes from solving the right problem with the right workflow. Build it, buy it, or redesign the system around the outcome the business actually needs.

Key takeaways:

• Why “selfish software” is unlocking a new wave of builder energy
• How AI slop is raising the bar for quality, taste, and judgment
• Why recruiting teams should operationalize their internal networks
• How to prioritize AI projects around business pain and measurable leverage

Key topics covered:

[00:00] Intro

[00:52] Why AI slop is becoming more niche

[02:03] The hardest final 20% problem

[03:11] Selfish software as the unlock

[04:42] Why buying AI beats building solo

[05:15] What changed with Claude Code

[06:31] Building a recruiting reports MCP

[10:00] Pumping out tools in 2 hours

[14:37] Automating daily contact cards

[18:34] Operationalizing your LinkedIn network

[22:36] Baking your taste into search

[26:22] The richest referral network idea

[29:29] How Viet structures consulting engagements

[33:47] Start from business value not shiny apps

[36:11] Doing work that gives you energy

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

After bringing 45 top talent leaders together for the 10x Recruiting Retreat in Park City, Utah, Nolan and Siadhal unpack the clearest signal from the room: recruiting leaders are asking how to make AI work at scale.

This episode gets into the messy middle of AI adoption: why tinkering is easy, transformation is hard, and why recruiting teams face a much higher trust bar than engineering teams when deploying AI. Nolan and Siadhal also dig into candidate assessment, AI fluency, agent ownership, and why the most strategic recruiting still looks a lot like old-school detective work.

Key takeaways:

• Why most talent teams are still experimenting with AI, not scaling it
• How companies should think about hiring dedicated AI enablement roles
• Why assessing AI fluency is becoming a core hiring challenge
• Why relationship-led sourcing may become even more valuable in an AI-native world

Key topics covered:

[00:00] Intro

[01:11] AI transformation versus experimentation mindset

[02:28] FOMO overtaking fear of AI adoption

[03:01] Scale versus experiment challenge

[04:01] Few teams achieving real AI leverage

[05:09] Testing for AI fluency remains unsolved

[06:18] Hiring dedicated AI transformation specialists

[07:36] Separating workflow transformation from execution roles

[09:17] Resource dedication enables AI success

[10:26] Private investigator sourcing approach returns

[11:29] LinkedIn made recruiters lazy

[12:36] AI won't kill recruiting jobs

[13:39] Strong employer brands lag AI adoption

[15:21] Everyone feels behind on AI progress

[16:13] Trust requirements limit AI recruiting automation

[18:15] Precision matters more than speed

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

Recruiters are often told to “be strategic.” Lucy Lynn, Head of Talent at Cleo, shows what that actually looks like.

In this episode, Lucy unpacks how her team manages stakeholders with data, structure, and a healthy intolerance for wasted recruiter time. 

From weekly hiring dashboards to scorecard SLAs, monthly CEO reviews, and business-priority hiring reviews, Lucy explains how Cleo turns recruiting from a reactive service function into a decision-making engine.

The big takeaway: recruiters don’t earn influence by having stronger opinions. They earn it by bringing better evidence.

You’ll learn:

• How Cleo uses throughput, conversion, and latency to diagnose hiring problems
• Why Lucy won’t let her team start a search without the right documentation
• How monthly CEO reviews help recruiting leaders turn data into business action
• Why prioritization meetings should be tied to company OKRs, not whoever shouts loudest

Key moments:
[00:00] Intro

[02:52] Mastering Stakeholder Management Workshop

[05:39] Weekly Dashboard for Every Stakeholder

[08:10] Stakeholder SLAs and Scorecard Requirements

[10:22] Hard Line on Role Documentation

[13:00] Executive Search Profile Exploration

[16:21] Standardized Interview Process Design

[19:29] Monthly CEO Review Deep Dive

[23:47] Data-Driven Hiring Bias Challenge

[27:53] Monthly Priority Ranking Meetings

[30:26] Executive Team Battle for Resources

[33:41] Resolving Hiring Priority Disagreements

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

Most recruiters are waiting for AI to hand them perfect answers.

Cassie Chao Leemans is doing something better: building the tools she wishes existed.

In this episode, Cassie, Talent Partner at Craft Ventures, breaks down how she went from “not technical” to building her own AI-powered recruiting workflows with Claude Code, Supabase, Metaview, and a lot of late-night tinkering. She shows what it actually takes to turn messy recruiting context into usable systems—and why the best AI outputs don’t come from one magical prompt.

Key takeaways:

• Why “one-shotting” AI products is mostly fantasy
• How Cassie built tools to prep calls, search her network, and surface high-signal candidates faster
• Why recruiting expertise, taste, and judgment matter more in an AI-enabled workflow

Key topics covered:

[00:00] Intro

[01:37] Cassie builds AI tools for recruiting utility

[06:01] From recruiting to coding without technical background

[09:49] Making time for AI experimentation

[12:56] Building Radial, the AI recruiting assistant

[18:03] Iterative approach to AI product development

[22:32] Claude Code vs Claude AI decision making

[24:04] Building a custom CRM with AI

[30:07] Choosing Supabase for database architecture

[34:06] One shot AI products aren't real

[37:07] Managing broken features while building

[41:20] Trust the system you built article

[45:00] Hierarchy of hiring signal sources

[48:30] Spiky people and back channel references

[50:31] Building at the tip of AI spear

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

In this episode, Scott Bianco, Head of Talent at Hebbia, breaks down why great recruiters are becoming more valuable, not less. As AI strips out admin, the bar rises for the work that actually matters: judgment, relationships, candidate calibration, and taste.

Scott and Nolan get into:

•  Why AI will expose bad recruiters and amplify great ones 
•  Why recruiter taste is hard to teach and impossible to fake 
•  How the best recruiters build trust, not just pipeline 

Key moments: 
[00:00] Intro

[03:45] Hebbia's Evolution from Semantic Search to Financial Services AI

[05:13] Joining as First People Hire at 20 Employee Startup

[06:07] Surviving Early Stage Recruiting Through Grit and Focus

[08:49] AI Use in Interview Processes and Assessment Strategy

[13:13] Engineering Teams Becoming Multi-Skilled Through AI Tools

[16:49] Why Highly Customized Outreach is Overrated

[22:15] AI Killing Bad Recruiters and Making Great Ones Lethal

[24:46] The Doorman Fallacy and Future of Recruiting

[27:55] Developing Taste in Talent Assessment

[31:19] Learning Follow-Up Questions from Recruiting Mentors

[34:31] Curiosity as the Compass for Deeper Candidate Understanding

[37:34] Playing the Infinite Game in Recruiting Relationships

[39:41] Building Community with Fellow Heads of Talent

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x

Mike Moriarty left the VC life to build Arsenal Pulse, a recruiting firm focused on defense, aerospace, and manufacturing. After years of being embedded with high-performing founders at Human Capital, he uncovered the recruiting tactics that actually drive an advantage when capital isn't the bottleneck—talent is.

In this episode, Nolan talks to Mike about what separates average recruiting from the kind that changes company trajectories. This one is packed with practical ideas: from treating recruiting like a true operating function, to creating candidate experiences that actually feel different, to why involving spouses in senior hires is wildly underused.

Key takeaways:

• Why the best recruiters act like operators, not coordinators
• Why “being human” is still an unfair edge in hiring
• The simple offer-stage move that can dramatically improve close rates

Key topics covered:

[00:00] Intro

[05:39] Arsenal Pulse Building Defense Tech Talent

[08:04] Human Capital Partnership Model vs Advisory

[12:34] Founders Don't Want Management

[16:27] Scaling Recruiting Teams in Hard Tech

[20:25] Getting on the Ground With Clients

[24:23] Vetting Founders Who Can't Hire

[27:19] Including Spouses in Job Offers

[29:21] Exclusive Events Beat Career Fairs

[32:22] People Function Needs Actual People Leaders

To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x