Andrew Olsen was one of Metaview’s founding US sellers. Standing in for CEO Sahil, he argued that recruiting teams need to move from AI adoption to transformation.
Super-powered individuals, slow organizations. Most people on recruiting teams now use AI to work faster. The process around them hasn’t changed. If a 60-day process holds only 10 hours of real work, making that work 10x faster still leaves you a 59-day process.
The waste is in the waiting. Days waiting for target lists, inbound applications sitting until someone checks, handoffs between coordinator, recruiter and hiring manager, executives’ calendars and the endless candidate chasing. (And, of course, the scorecards.) The goal: fewer places where a human is the bottleneck, while keeping humans where their judgment matters.
What agents add: they’re always on, keep learning, act without being asked and find workarounds.
Always on. Applications get reviewed as they arrive, not in a Monday batch, and candidates can take AI screens on their own time, often outside work hours. Metaview’s sourcing agent, Fillmore, replies to candidates right away.
Learning and proactive. When one customer opened a new PM role, the agent surfaced strong candidates from a similar role 3 months earlier, with nobody rerunning a search. Ideal candidate profiles update as reviewers’ patterns change.
Resourceful. When a candidate’s email bounced, the agent found another address on their personal website. When a candidate couldn’t commute for one role, it suggested another opening that fit.
His closing point: smarter models matter, but context is what makes agents useful. Even the smartest person in the room is useless if they just walked in.
