About the role
Coding was first. Recruiting is next — and we're building it. We're designing a coworker, not a piece of software. Taste is how it earns trust. We are an applied AI lab building end-to-end recruiting agents that feel like coworkers. Metaview helps organizations hire with radically more speed and precision. We automate toil and augment humans for teams like Brex, Affirm, Deel, ElevenLabs, and Airtable. Founded by Siadhal Magos and Shahriar Tajbakhsh, who scaled Uber and Palantir, we have raised over $100M from top-tier investors. We are growing 5x year over year, our customers are raving fans of the product, and our story has been covered in Fortune, Forbes, TechCrunch, and The Times. Now is the time to re-engineer how work gets done with AI at the core, and our toughest challenges still lie ahead. We are looking for people seeking the hardest, most fulfilling work of their lives. We have one value: velocity. Not motion for its own sake, but real progress. We ship every day, ship on Fridays, and skip the tickets, roadmaps, and design-doc theater. We barely write code by hand anymore: every builder on
the team orchestrates a stack of agents, and we ship 8x what we did a year ago with the same small team. The designer who can prototype is lethal here — you can take an idea from sketch to shipped without waiting on anyone. Process stays light, standards stay high, and feedback loops stay short. What you'll build Day to day, you'll design and build: the look and feel of new product experiences across the hiring workflow — from first sketch to shipped pixels interfaces that make AI agents feel transparent, trustworthy, and genuinely like a coworker the moments where conversational signal becomes something a user can see, trust, and act on prototypes that prove out an idea fast — in Figma, in code, or somewhere in between the craft bar for the whole product: motion, density, hierarchy, the details that make it feel inevitable
What you'll own In your first 3-6 months, you should: own and ship meaningful product areas end-to-end, from problem definition through rollout set how Metaview's AI products look, feel, and behave in real customer workflows turn messy, ambiguous problems into interfaces that feel obvious in hindsight contribute to the bar across craft, execution, and product judgment What we're after We're likely to be excited by people who: have shipped beautiful, complex products in fast-moving software environments can design and are comfortable bringing it to life themselves — in Figma, in code, or both have a real point of view on products: what's great, what's broken, and what they'd change care about the pixels, the motion, and the details most people never notice like ownership, ambiguity, and working shoulder-to-shoulder with engineering, product, and customers want to help define what AI-native software feels like while the shape of the company is still being formed What you bring Helpful signals include experience with: shipping products where the pixels matter — rich, interactive frontends, not just a button that calls an API design systems, real-time collaboration, or other genuinely hard interaction problems AI-native interfaces: agent interactions, streaming and loading states, the in-between moments of a conversation side projects or a portfolio that show real obsession with craft startup or scale-up environments where iteration speed and ownership are both high What you want to know A small, sharp, in-person team in San Francisco. Best ideas win on merit, not ceremony. Want to know what it's actually like? Read our unfiltered Slack at metaview.ai/careers#slackbook . We pay in the top 10% of the SF market — salary and meaningful equity. Our process is fast and direct. It's not unusual to hear back the same day. We operate with a simplified leveling, early-career, mid-career, and staff and above. Your level sets your comp. No back-and-forth, no games. We track the market closely and adjust when it tells us to. Market refreshers, twice a year. We re-benchmark against the market two times a year and move comp up when it drifts — so "top 10%" stays true, not just true on your start date. Promotions and raises on a real cycle. We review level and scope roughly every six months. When your
