- Customer: Lindy
- Headquarters: San Francisco, USA
- Company size: 50 employees
- Uses Metaview for: Application Review; Sourcing; Screening, Outreach
Lindy is a new breed of AI employee. It’s in your Slack, joins meetings, learns your organizational context, connects to all your tools, and takes on work much like a human team member would.
The fast-growing startup maintains a very high bar for hiring quality, and tight criteria for company tools. The San Francisco talent market is hyper competitive, and they need an edge to find the best hires.
When their in-house recruiter left, founding member and Head of Sales Lindy Drope (we’ll use “Drope” to avoid confusion) chose to take on the responsibility herself. Already leading go-to-market, product, and now hiring, Drope wanted to automate as much as possible without sacrificing quality and speed. So she leaned on Metaview as her own AI recruiting teammate.
Today, Lindy has automated much of their recruiting workflow with Metaview, creating better experiences for candidates and for Lindy's hiring managers. They source, research, screen, and move exceptional candidates through their funnel without any dedicated recruiting help.
Lindy previously used Juicebox, but moved to Metaview when they saw how much more powerful AI sourcing could be.
Results at a glance.
- 2–4 hours saved per day screening inbound candidates
- Another 2–4 hours saved on sourcing, candidate research, and filtering
- Up to a week faster reviewing inbound candidates
- 2–3 team members hired per month without burdening Lindy's engineering team
- Screening went from 8–9 interviews to find someone worth advancing to consistently putting high-quality candidates in front of the team
- Five figures in estimated recruiting fees avoided
Days saved on inbound review.
As an innovative AI startup, Lindy sees extremely high application volume for every open position. Reviewing these manually would eat up virtually all of Drope’s working day. “Even with 50 candidates, and it’s usually much more, it would just take me so long to go through those myself.”
Metaview automates application review and triages candidates, so Drope can get straight to the most interesting profiles. “I have a very tight shortlist: these people are great, these ones may be okay (and this is why), and these ones don't need my time. That's exactly what Metaview does.”
Drope estimates Metaview saves her between two and four hours each day on inbound screening alone. And because candidates are evaluated immediately instead of waiting for Drope to find time to work through a queue, the whole review process is days faster.
Metaview has probably sped up our inbound review process by one week. I love the screening aspect of Metaview so much.”
Smart sourcing without endless clicks and open tabs.
Sourcing, researching candidates, filtering results, and distilling them into useful lists saves Drope another two to four hours at a time, she says.
But it’s also the quality and accessibility of candidate data that makes such a difference. “When [Metaview] is sourcing, you can click on a company and immediately see that it’s fintech. Or you can click on their role and go straight into their LinkedIn.”
The contrast with traditional recruiting software is night and day. “Have you ever used an ATS? You have to click so many times to do the most simple thing.”
Metaview learns the team’s preferences and working style, and adapts its suggestions to match. And these iterations, improvements, and tailored suggestions don’t take hours of careful work. In fact, they typically only take seconds.
“Sometimes I’ll just copy/paste feedback from my CEO straight into Metaview. I trust it to grab what I’m saying and update its own prompt.”
No formatting issues or messy UI. This is fast, effective recruiting built on natural language.
Spotting top talent where LinkedIn falls short.
Lindy has access to extraordinary Bay Area AI talent. But competition is fierce. The company can’t rely on the same old strategies to find the young, ambitious people it needs.
“We’re hiring scrappy engineers, sniping people right out of university. But if I look at their LinkedIn right now, there wouldn't be a lot there.” The kinds of people they want may have limited traditional work experience. But there’s great signal out there, and AI agents are perfectly placed to find it.
“You can have Metaview go into their GitHub and see if they're contributing, or maybe posting on Substack. I would have to have an assistant to spend a day going through GitHub repos and Substacks to do that otherwise.”
Lindy looks for evidence of hustle, zero-to-one experience, rapid career progression, startup exposure, previous founder experience, and contributions outside someone's day job. “I get the agent to look at their personal website, or the volunteer work they’ve done.
Those aren't criteria that fit neatly into traditional ATS filters. But Metaview’s trainable agents deliver the level of specificity that normally requires teams of specialists.
It can just keep iterating. You get really rich lists which then feed directly into outreach.”
Giving engineering hours back to engineering.
No good recruiting process rests on one person alone. Drope needs Lindy’s engineers to validate skills and progress technical candidates through rounds.
Before Metaview, engineers could sit through eight or nine screening interviews before finding a candidate worth progressing. “Doing all those screening interviews only to say no is a big weight for a small team of engineers,” says Drope. “It's a lot of context switching, and we really try to reduce that.”
Now, Metaview handles the early rounds. Agents review applicants against Lindy’s specific hiring criteria before they reach an engineer. Instead of using interviews to determine basic fit, they spend their time assessing candidates who have already cleared Lindy’s bar and are genuinely worth considering.
“Our Head of Engineering even told me that Metaview was handling his recruiting work for him. And every single person we screened was a great fit to move forward to the technical interview.”
This gives Lindy more than a faster recruiting process. It protects the company’s most valuable time, while maintaining its high hiring bar.
Metaview gives us so much value that even if we're only hiring like one or two roles a year, and we're hiring way more than that, I'd still definitely pay for Metaview.”
AI recruiting software for people with a high bar for AI
Building an AI company means Drope has an extremely high bar for software. That made the simplicity of adopting Metaview important. After seeing sourcing and screening demonstrated, Drope started a trial, connected Lindy's ATS (Teamtailor), and quickly decided to sign up.
“The onboarding was stupid simple. I just clicked three buttons and Teamtailor was connected. Wow, that was so easy and intuitive, and I just get it. And things aren't breaking. And then I was just like, sign me to an annual agreement.”
The ease of use continued far beyond her onboarding. Drope likens Metaview to the Notion or Linear of recruiting. “They really nailed the dream UI and UX.”
Perhaps the most telling description is how Drope now thinks about Metaview itself: not as another piece of recruiting software, but as additional capacity on the team.
“It's just so worth it. It's really an employee. And maybe I'm just AI-pilled, but it's like a junior employee to me.””
