How-To Recruiting emails going to spam: what to check before a sequence starts, and what to watch once it runs. An unanswered follow-up in a spam folder reads like a candidate who said no. Five sender checks to run before a candidate sequence starts, and what to watch once it runs.
Recruiting Metrics Do referred candidates actually interview better? In the one large study with interview scores, referred candidates scored only a little higher. See where referrals really pull ahead, how referred hires do on the job, and how much weight a referral should get.
Sourcing Which roles to hand to an autonomous outbound recruiting agent, and which to keep. You have more open roles than outbound hours. A few searches get a proper push into the market. The rest wait on inbound and hope the right person applies. An
Recruiting tools Diversity sourcing tools, sorted by the pipeline gap each one fills. Four reasons a pipeline comes back narrow, the tools that address each one in their makers’ own words, and the question to answer before you buy anything.
Application Review How to evaluate an AI screening tool: a 30-question rubric. A feature checklist rewards whoever built the most features. This rubric scores evidence instead: 30 questions across six areas, a 1 to 5 scale, and the non-negotiables that should end an evaluation early.
How-To Using interview recordings to train interviewers: what candidates need to have been told first. Which parts of an interview are worth teaching from, how to build interviewer training around them, and what candidates need to have been told before their recording is used.
Screening Contradictory answers in an AI screening call: how recruiters check consistency before a candidate moves forward. Read the answers a role depends on against each other, then send each contradiction still open to the person who can settle it, as one question with both answers quoted.
Screening Accessibility in AI screening interviews: accommodations, alternative paths, and what recruiting teams need to test. Can an artificial intelligence (AI) screening call work for candidates who need accessibility accommodations, like more time, no camera, written questions, or a person on the line? For a lot
How-To A candidate complains about an interviewer: how to review the recording before you respond. Secure the record, give it to a reviewer outside the hiring loop, listen to that one conversation for what the complaint alleges, and answer the candidate with what it shows.
Screening License and certification checks in a screening call: what the call can collect and what still needs verification. An artificial intelligence (AI) screening call can ask a candidate about their license: which one they hold, which state or body issued it, when it expires, and whether it’s
Screening How to QA AI screening interviews: drift checks, sample audits, and exception reviews. Read each rating against its own call, hold the screen to how often your recruiters agree with each other, and run three reviews on a cycle: a sample audit, a drift check, and an exception queue.
Technical Recruiting The vibe-coding competency: how to assess engineers who build with AI. Vibe coding is a competency you can specify: four things to assess, and where to set the bar depending on what the code can break.
Interview questions The 20 best screening interview questions, & what to ask next. Discover 20 screening interview questions to assess experience, motivation, and role fit, plus how to ask better follow-ups and avoid rigid interview scripts.
interviewing Second interview questions: what to ask after round one. Most second-round question lists are written by someone who never saw the first interview. How to build the set from what round one left unresolved, and what a second conversation still cannot settle.
Sourcing AI talent rediscovery in your ATS: what to check before you call the past pipeline empty. A rediscovery search that brings back no one is evidence about your records as well as your candidates. Four checks to run before you tell a hiring manager the past pipeline is exhausted.
Sourcing Who not to contact: building a do-not-contact list for candidate sourcing. A do-not-contact list works when every name carries who asked for it and who owns it, and when it’s checked before anyone starts receiving messages. An understanding with another employer goes to counsel with its record intact.
Screening How to test an AI screening interview before you roll it out to candidates. Somebody’s going to find the problems in your new artificial intelligence (AI) screening call. Better it’s your own team during a pilot than your first batch of applicants.
Recruiting tools The best recruitment automation tools in 2026. Almost every recruiting tool now says it automates something, so the label won’t tell you what changes for your team. A more useful way to sort these tools is
Screening Multilingual AI screening: how to hold one standard when candidates answer in different languages. Decide which language the job needs before the screen goes live, then score every answer against a rubric that names the evidence. Any result language might have moved goes to someone who reads the original.
Must-haves, preferences, and red flags: how to settle conflicting signals in AI application review. Label every criterion as a must-have, a preference, or a red flag before review starts, then decide in writing what happens when two of them clash.
One requisition, several levels: when to split the ideal candidate profile before AI reviews applications. Split the profile when a requirement differs between the levels or countries a requisition covers, and use four questions to find that difference before the first application is read.
When to close a job post: a stopping rule based on qualified applicants, not total volume. Close a job post when it has drawn the qualified applicants your interview slots need, on a rule you set before it went live, and keep reviewing everyone who applied before the close.
One applicant, three open roles: how to handle multiple applications at once. When one person applies to three of your roles, each application needs its own decision from its own hiring team, and the person needs one recruiter who keeps them informed.
Recruiting A practical guide to AI scheduling. You know what great looks like, and you can find the person who has it. What you can’t find is time. Time to fill and time to hire stretch
news We raised an additional $60M to lead the shift to Agentic Recruiting. Metaview, the Agentic Recruiting Platform, raised a Series C led by Insight Partners, with participation from GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural, and Garuda Ventures.
