Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.metaview.ai

About the company

Metaview builds AI tools used by recruiting teams, starting with interview note-taking and expanding into a broader “AI recruiting platform” that supports sourcing, evaluation, and hiring workflows. The company positions the product around reducing admin work while keeping interview evidence and signals easy to review later. Metaview is London-founded and has grown a US go-to-market footprint, with public hiring focused heavily on sales and customer-facing roles alongside engineering. Metaview has publicly announced a $35m Series B led by Google Ventures.

Locations and presence

Metaview is headquartered in London, with a US office presence in San Francisco and US roles advertised as on-site or hybrid. Public role pages and reposts suggest teams work in-person by default for several GTM roles.

Palpable Score

66.0

/ 100

Metaview is a solid option for early-career candidates who want a sharp, high-tempo environment, especially through entry-level SDR hiring with a clear path toward closing roles. The score is capped because early-career access is concentrated in a narrow set of roles, and public evidence on promotion and retention is still thin outside a small review footprint.

Pillar 1: Early-career access

Score

11.0

/ 20

The company hires Sales Development Representatives tagged as entry level, with the role framed as a “future closer” pathway into Account Executive work.
Metaview’s publicly visible openings skew toward experienced profiles in several core tracks (for example quota-carrying AEs at 3+ years and manager roles), which narrows 0–3 year access outside SDR.
The company does not show a visible internship or graduate intake funnel on its main public careers surface, so entry points look role-by-role rather than cohort-based.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company has multiple candidate reports describing a responsive process that moves quickly and uses role-relevant tasks rather than abstract puzzles.
Metaview has interview feedback describing multi-stage loops (including CEO involvement for some roles and take-home work for some functions), which adds structure but can add time burden.
The company’s main “open roles” hub is hosted on Ashby and is hard to access without JavaScript, which makes quick role comparison less transparent for candidates.

Pillar 3: Learning and support

Score

13.0

/ 20

The company explicitly frames “rate-of-learning” and fast iteration as the core operating principle, which fits early-career hires who want steep responsibility quickly.
Metaview has employee review text pointing to learning from strong teammates in engineering, alongside the expectation of wearing multiple hats.
The company does not publish junior-specific onboarding ramps, mentoring cadence, or progression levels on the careers page, so support is real in culture signals but not operationally spelled out.

Pillar 4: Pay fairness and stability

Score

15.3

/ 20

The company has publicly reposted pay transparency for US sales roles, including an SDR salary range shown on job boards and a $230k–$300k range shown for a mid-market AE role.
Metaview repeatedly states compensation includes cash plus equity across GTM postings, which supports longer-term alignment rather than cash-only offers.
The company does not publish salary bands consistently across all roles and geographies on its primary careers site, which limits pay comparability for early-career applicants outside US GTM.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company has a positive employee sentiment snapshot on Glassdoor (high overall rating and a strong “would recommend”), but the review count is still small.
Metaview has a LinkedIn GTM update describing SDR-to-AE promotions and rapid scaling of the sales org, which is a concrete early-career outcome signal for the sales track.
The company does not publish outcome proof like promotion timelines across functions or 12–24 month retention metrics, so non-sales early-career outcomes remain hard to verify from public sources.