Interviews Interviewer bias: how to reduce subjectivity in interviews at scale. When dozens of interviewers read one scorecard differently, a candidate’s result depends on who was on their loop. Calibrate the bench on a recorded interview, then keep checking where its ratings drift apart.
Recruiting process Interview rubrics: how to standardize and supercharge your hiring process. Most rubrics settle the competencies and leave the levels to adjectives, so one interviewer’s 3 is another’s 4. Write each level from answers candidates have given, starting with the 3, and the number on a scorecard starts to mean one thing.
How-To Recording interviews: why, how, and tips to do it right. A recording settles what a candidate said, as long as your team has decided the rules first. Write down what candidates hear before the call and what happens to the file after it, then record every interview a candidate agrees to.
How-To How to build a hiring pool to keep your talent pipeline full. Give every line of your hiring plan a reserve of people your team has met, with the date each one gave you, and write to them before the role opens.
Screening Fake job applications: how recruiters can spot and stop resume scams. A resume is the part of a fake application a scammer controls best. Check what has to agree with it, and let a failed check decide who leaves the process.
Recruiting 101 Interview feedback explained: how to give recruitment feedback that helps. Interview feedback helps when every line starts from something the candidate said and ties to a line of your rubric. These five habits keep every line tied to the candidate’s words across a whole panel, and get a short version to the candidate within 48 hours.
How-To The recruiter's guide to assessing candidate responses. Judge each answer in a recruiter screen against what its question was there to settle. Keep the candidate’s words, and ask another question before a thin answer counts against them, so the hiring manager gets a note they can check.
Statistics 3 reasons recruiters need to build AI skills now. Most recruiters already know AI is changing the role. The question that still trips people up isn't whether to learn it. It's whether the gap between
Statistics Hiring efficiency: how AI recruiting tools save time and improve performance. We surveyed 380 TA pros from around the world and asked them how they’re using AI within their roles and what the results have been. Discover what they had to say and what this looks like for the future of the industry.
research-insights Data report: the impact of the AI-enabled recruiter. Crucial insights from an original survey of hundreds of recruiters and talent leaders.
10x Recruiting Stakeholder influence masterclass with Cleo’s head of talent. Recruiters are often told to “be strategic.” Lucy Lynn, Head of Talent at Cleo, shows what that actually looks like. In this episode, Lucy unpacks how her team manages stakeholders
Product updates Metaview Sourcing now integrates with Workday. The Metaview + Workday integration lets recruiting teams rediscover past candidates and keep ATS records up to date as new sourcing takes place.
Recruiting 101 Source of hire explained: how to track and optimize recruiting channels. Many source-of-hire reports credit the careers page for hires that a referral or a recruiter started. Record where each candidate first came from, then read where each source’s candidates stop and change that stage before you cut the source.
Recruiting tools AI notetakers for recruiting: 8 tools compared. Run the same recruiter screen through Otter, Zoom AI Companion, and a recruiting-specific note taker. The transcripts look similar. The notes do not. One captures small talk and a
Product updates Fraud detection is now built into Application Review 0:00 /0:23 1× With AI making it trivial to blast hundreds of applications in minutes, inbound pipelines are filling up with noise — fake profiles, bot submissions, and candidates
10x Recruiting How AI turns recruiter taste into measurable hiring signal. Hebbia's Head of Talent Scott Bianco on why AI exposes weak recruiters and makes great ones lethal, the doorman fallacy, and why taste only comes from reps.
Product updates Metaview's AI Notes understand technical interviews Metaview’s AI Notes now capture code, debugging steps, and system design diagrams during technical interviews using automatic conversation types and screen-aware summaries.
Sourcing Candidate outreach: how to personalize & connect at scale. Candidate outreach stays personal at scale when the effort goes into why each group on your list would move. Write that pitch once per group with the hiring manager, and give each person one fact you could defend.
10x Recruiting Flock's VP secret. Laura Barnes went from recruiter to VP of Talent at Flock Safety in five years. Her quality-of-hire system is measurement without punishment, and the operating model behind it.
Recruiting 101 Candidate experience: 10 ways to improve and personalize it at scale. Candidates judge your hiring process by whether anyone remembered what they said. These ten practices, in the order candidates meet them, carry each candidate’s own words into the close and the rejection without adding hours to anyone’s week.
Product updates Metaview Outreach: Candidate sequences built into your sourcing flow Now, you can build and launch personalized, multi-step outreach campaigns directly inside Metaview.
Recruiting The talent engineer. The talent engineer is the new TA hire who builds the hiring systems other recruiters operate on. Here is what the role actually does, why it didn't exist before, and how to hire one.
Product updates January 2026: More sourcing signal, less scramble See what's new in Metaview for January 2026. Releases include smarter prompts for AI reports and templates, custom ATS fields, and upgraded technical interviews.
Interviews Phone interviews done right: best practices for recording and note-taking. A phone interview gives you nothing but audio. Ask for the recording out loud and read the facts back before you hang up, so the call you keep is one you can quote.
Recruiting AI candidate screening: the 3-bucket playbook for high-volume hiring. An AI sort says how well each application fits, and a recruiter still has to own what happens next. Give each of three buckets an owner and a reply time, and keep the middle one generous until your recruiters’ own moves show the sort can be trusted.
