Metaview raises $60M for agentic recruiting. Keep the hire human

Agentic recruiting just got a $60 million vote of confidence. Metaview announced a Series C on September 30, led by Insight Partners, and moved its autonomous recruiting agent, fillmore, to general availability. The pitch is that agents run the top of the hiring funnel while people make the decision. For a small business that hires five people a year, that split is exactly the right one — and it is the part you have to enforce yourself.

What actually happened

Per the company's Business Wire release, the round was led by Insight Partners with GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural and Garuda Ventures participating. Total funding is now $110 million. Metaview says it serves more than 7,000 companies, including Deel, Affirm, Navan, Replit and Airwallex, and has captured more than 6 million interviews to date.

The product news is fillmore. Metaview describes it as an autonomous recruiting coworker that handles top-of-funnel logistics: candidate engagement, follow-ups and interview booking. It now ships alongside specialist agents across sourcing, application review and interviewing. Metaview also recently acquired Reval, an AI-native recruiting startup. The company, founded in 2018 by Siadhal Magos and Shahriar Tajbakhsh, says final hiring decisions stay with people.

The money funds headcount growth from 80 to 250 employees and a New York office alongside London and San Francisco.

Why agentic recruiting matters for your business

The honest bottleneck in small-business hiring is not judgment. It is logistics. The owner reads 200 applications at 11pm, forgets to reply to the good candidate, and loses them to a faster employer. Scheduling, reminders and "we got your application" messages are where agents earn their cost.

Screening is different. When an agent ranks or rejects candidates, it makes an employment decision on your behalf. In New York City, Local Law 144 already requires a bias audit and candidate notice before you use an automated employment decision tool. Other jurisdictions are moving the same way. "The vendor handles it" is not a defense you get to use.

So draw the line on purpose:

Automate the calendar, not the cut. Let the agent book interviews, send reminders and chase no-shows. Keep a person on every reject decision.

Log what the agent said. Every candidate message an agent sends is your company talking. Keep the transcript where you can export it.

Ask the vendor for the audit. If a tool scores candidates, ask for its most recent bias audit and the data it was run on. No document, no scoring feature.

Own your candidate pipeline. Your applicant data should export cleanly to a spreadsheet or your own database. If it can't, you are renting your hiring history.

Sources: Metaview via Business Wire, Yahoo Finance, NYC DCWP.