Metaview is where you find the candidates who aren’t on job boards. 70% of the workforce is passive.
They’re not applying anywhere.
This is how you reach them.
Unlike LinkedIn Sales Navigator where you manually build Boolean searches and scroll through profiles, Metaview’s AI sourcing agent does the heavy lifting. You describe the candidate you’re looking for and it searches its database to surface matches.
You can feed it context in multiple ways: type a natural language description of your ideal candidate, upload a job description, paste a sample resume of someone who’s a good fit, or even let it pull requirements directly from an intake call it recorded.
The agent builds a candidate profile based on your input, then surfaces relevant candidates matched to your actual needs, not just keyword matches.
Step 1: Open Metaview and navigate to AI Sourcing.
Step 2: Describe the role. Be specific about what matters most. Instead of “senior software engineer,” try: “Senior backend engineer with 5+ years in distributed systems, experience at high-growth startups, comfortable leading a small team, based in the US or open to US remote.”
Step 3: Review the candidates Metaview surfaces. Each one comes with a profile summary and match reasoning so you can quickly decide who’s worth reaching out to.
Step 4: For candidates you want to contact, grab their details (name, company, background highlights) and feed them into Claude for personalized outreach.
Be specific about what makes someone a great fit, not just their job title. The more context you give the AI, the better the matches. Mention things like: types of companies they’ve worked at, specific technologies or skills, team size they’ve managed, industries that transfer well.
If your first batch of results isn’t quite right, give Metaview feedback. The agent calibrates over time based on what you tell it is a good or bad match.
Use Metaview’s notetaking intelligence alongside sourcing. If you’ve recorded intake calls through Metaview, it can find candidates similar based on the discussion - it's one of the fastest ways to build a quality pipeline.
Before sending candidates to Claude for outreach, grab: name, current title, current company, years in role, and one specific detail about their background. That specific detail is what Claude needs to write a personalized first line that gets replies.