Metaview

Last week, we brought together 60 of SF’s top talent leaders for an epic 10x Recruiting event. Hosted at GV (Google Ventures)’s beautiful Ferry Building HQ, leaders from Groq, NVIDIA, OpenAI, and more packed the room for a night of connection, insight, and energy. And Nolan led an incredible conversation with Amina (Vercel's Head of Talent), Rhys (GV's Exec Talent Partner), Cho (Luma AI's Head of People), and our own Siadhal — diving into real talk about raising the bar in the AI era. This community is just getting started. 💥 Want to be in the room for the next one? Drop us a line.

Recruiting leaders brought the 🔥 at RecFest: 🌶️ Gut feel might be the last human advantage in hiring decisions 🌶️ Talent density is way overhyped  🌶️ Resumes don’t have to be 1 page—and shouldn’t include your hobbies Thoughts? 👀

Humans + AI = the best recruiting team ✨ Meet some of the team making Metaview magic happen everywhere—RecFest included 🎪

🤝 Trust is the new currency of hiring, and transparency is how you earn it.🤝 In the final episode (for now 😉) of The Situationship Between AI & TA, I sat down with Siadhal Magos once again to talk about where recruitment is heading, and how we can keep trust alive in an AI-driven world. His perspective was simple but powerful: 💬 “Big thing is to sort of treat decisions about talent with quite a lot of reverence. You don’t want AI responsible for making decisions because AI can make decisions, but obviously, the quality of those decisions is questionable.” 💬 “Clarity around the rights that a candidate has as it relates to how companies’ products and AI are using their data.” Basically, don’t let AI decide; let it inform. And be upfront about how you’re using it. The more transparent you are, the more credibility you earn. I couldn’t agree more. In fact, I think transparency will soon evolve from a nice talking point to a measurable metric. Imagine this: 📊 Companies being rated on “AI Transparency Scores” or “Candidate Trust Indexes,” right alongside ESG and DEI metrics. 👀 Candidates comparing how openly companies disclose their use of AI before even applying. Wild? Maybe. But if trust is already influencing consumer decisions, why wouldn’t it do the same for career decisions? It also means the role of TA will expand again, becoming part data guardian, part storyteller, part brand protector. Because if we’re the human side of hiring, it’s on us to make sure AI stays fair, transparent, and human-centred. For me, this isn’t just about compliance; it’s about integrity. Candidates deserve to know how their data is used, who sees it, and what it means for them. That level of honesty isn’t scary, it’s empowering. 🙏 Huge thanks to Siadhal Magos for joining me (and for building one of the few AI tools I genuinely trust, Metaview). So, what do you think? Will “AI transparency” become a defining employer-brand differentiator? Or will it take a few scandals before companies start treating it seriously? 👀 Watch this space, The Situationship is far from over… #TheSituationshipBetweenAIandTA #FutureOfHiring #AIRecruitment #HumanInTheLoop #CandidateExperience #TrustAndTransparency #RecruitmentInnovation #TalentAcquisition #OpenToWork

Most recruiting teams stop at “offer accepted". Not Evan Connor. As VP of Talent at Ambience Healthcare, Evan's team runs onboarding, tracks quality of hire, and even built a pitch certification every new hire completes. Why? Because recruiting isn't just filling seats. It’s building teams that perform. Check out the latest 10x Recruiting episode for more from Evan on: ✔️ How to grow elite recruiters instead of trying to hire them ✔️ Why recruiters should own onboarding, and how to do it right ✔️ The counter-sell: how to scare off the wrong candidates on purpose Check it out ⬇️

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