Engagement Associate

Metaview is an AI company focused on recruiting. We build AI agents that help world-class companies hire with radically more speed and precision. We automate the toil, and augment the human for companies like Brex, Affirm, Deel, ElevenLabs, and Airtable.

Founded by

Siadhal and

Shahriar after their experiences scaling Uber and Palantir, we’ve raised over $50m from top-tier investors. Most recently, Google Ventures led our series B. We’re growing 5x YoY, our customers are raving fans of the product, and our story has been covered in Fortune, Forbes, TechCrunch, and The Times.

It’s still day 0: Now is the time to re-engineer how work gets done with AI at the core, and our toughest challenges still lie ahead. We’re looking for people seeking the hardest, most fulfilling work of their lives.

How we work

Four principles guide us:

Velocity.

Optimize for rate of learning. Take action, get feedback, get better.

Hospitality.

Sweat the experience. Delight customers, candidates and colleagues, even when it’s inconvenient.

Transparency.

Public unless private. Share context openly within the company so people and agents can take initiative.

End-to-end.

Deliver outcomes, not tasks. Step beyond your job description and see the work through.

The role

Part solutions, part AI builder, commercially owned, on a book of smaller, faster-moving customers.

You'll carry GRR and NRR on your own book from early on. Retention is already strong across our customer base, so the ceiling now is expansion, and this seat is built for someone who wants that to be their number.

You own these accounts end to end. You run onboarding and shape the implementation around what the customer is actually trying to fix in how they hire, then stay with them as their teams and our agents change. Fewer stakeholders and shorter cycles than our largest customers, so decisions get made in the room and you find out quickly whether your call was right.

Much of that ownership is hands-on. Custom note templates, the reports their leadership is asking for, workflows that fit how they hire. You build it with them.

You'll also carry a few larger accounts, where the horizon is longer and you're moving a wider set of stakeholders toward the same outcome.

Key ownership areas

Own retention and growth on your book.

GRR and NRR, with the renewals and expansion conversations that produce them.

Own your customers' outcomes end to end.

Onboard them well, get them to value quickly, and stay close through the full customer lifecycle - because that's what the number rests on.

Be a partner, not a ticket queue.

Run the sessions, make recommendations, and have a view on how they should be hiring and utilizing our agents.

Go deep on the product.

Know what it does, where it bends, and what's coming.

Build with AI.

Automations, agents, internal tools - we'd rather you engineered the admin away than powered through it.

Do your own analysis.

We have no separate data team. You'll read usage data yourself, spot risk and expansion signals early, and know when to escalate.

Close the loop with Product.

You'll see the same friction repeatedly before anyone else does. Make it impossible to ignore.

What you bring

• Anywhere from 1-4 years post-academics, with some experience in one of the following: consulting, Customer-Success, or advisory; an ops, growth, GTM, analyst, chief-of-staff, or product-adjacent role at a software or AI company; or a junior role at a strong company with clear upward trajectory.
• An appetite for the commercial side. You don't need to have owned a retention number yet, but you should want to, and be able to show you've been close to revenue, targets, or customers whose spend depended on your work.
• Genuine, hands-on AI engagement. Shipped projects are the strongest signal, but hackathons, coursework, prompt-engineering work, published writing, or time at an AI-native company all count. What matters is that it's real.
• Strong academic record or evidence of passions/extracurricular excellence.
• Evidence of guiding customers or stakeholders (can be internal) through onboarding, rollout, or a change in how they work. Stakeholder management in consulting counts.
• You're good in the room. You can run a session with an experienced operator, disagree with them, and have it land well.
• Real product instinct. You have opinions about the tools you use and have got deep into at least one of them.
• Structured execution - you use data and outcomes to show impact, not a list of responsibilities.
• Clear, fast writing. Much of this job happens in Slack and email.
• Curiosity about hiring as a craft, whether or not you've worked in it.
• Our brand is intelligent, low-BS, authentic, and deeply customer-oriented. As a champion for our brand, you'll need to be these things too.
• Ability to work in a hybrid model within New York.

What we offer

Base pay within our salary range is determined by a candidate's skills, expertise, or experience. For this role, our current base pay range is:

$100,000 - $125,000.

An environment that fosters cohesion, collaboration, and performance with transparency at the heart of what we do and how we communicate.

Supreme rate-of-learning as we re-orient how the world works with AI.

High compensation, through cash and equity.

Unlimited AI -

Unlimited access to ChatGPT, Claude, Cursor, and any other AI tools you need to move faster.

Build your own toolkit -

We'll provide the latest hardware, software, and equipment you need to do your best work.

Ramp card for success - a company card to invest in the things that help you succeed:

• Lunches, dinners whenever you're in the office
• Home office upgrades
• Community memberships
• Books and learning resources
• Event attendance
• Professional development