Podcast
10x Recruiting
Hosted by Metaview · EN
10x Recruiting is the podcast from Metaview that brings you real, unfiltered conversations with today’s top talent leaders. In each episode, Nolan Church (former Carta CPO & DoorDash Head of Talent) and his guests will challenge popular thinking and spark new ideas about what it takes to build world-class teams. We’ll bring you actionable tactics you can actually put into practice now and real metrics to understand what great looks like. Always with an eye towards the future, we’ll keep you in the know about how to stay ahead of the curve in the ever-evolving world of recruiting.
17episodes
Episodes
Newest firstAll episodes
Inside the 10x Recruiting Retreat
2d ago00:18:47Tap to summarizeAfter bringing 45 top talent leaders together for the 10x Recruiting Retreat in Park City, Utah, Nolan and Siadhal unpack the clearest signal from the room: recruiting leaders are asking how to make AI work at scale.This episode gets into the messy middle of AI adoption: why tinkering is easy, transformation is hard, and why recruiting teams face a much higher trust bar than engineering teams when deploying AI. Nolan and Siadhal also dig into candidate assessment, AI fluency, agent ownership, and why the most strategic recruiting still looks a lot like old-school detective work.Key takeaways:Why most talent teams are still experimenting with AI, not scaling itHow companies should think about hiring dedicated AI enablement rolesWhy assessing AI fluency is becoming a core hiring challengeWhy relationship-led sourcing may become even more valuable in an AI-native worldKey topics covered:[00:00] Intro[01:11] AI transformation versus experimentation mindset[02:28] FOMO overtaking fear of AI adoption[03:01] Scale versus experiment challenge[04:01] Few teams achieving real AI leverage[05:09] Testing for AI fluency remains unsolved[06:18] Hiring dedicated AI transformation specialists[07:36] Separating workflow transformation from execution roles[09:17] Resource dedication enables AI success[10:26] Private investigator sourcing approach returns[11:29] LinkedIn made recruiters lazy[12:36] AI won't kill recruiting jobs[13:39] Strong employer brands lag AI adoption[15:21] Everyone feels behind on AI progress[16:13] Trust requirements limit AI recruiting automation[18:15] Precision matters more than speedTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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Stakeholder influence masterclass with Cleo’s Head of Talent
3w ago00:37:35Tap to summarizeRecruiters 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 with data, structure, and a healthy intolerance for wasted recruiter time. From weekly hiring dashboards to scorecard SLAs, monthly CEO reviews, and business-priority hiring reviews, Lucy explains how Cleo turns recruiting from a reactive service function into a decision-making engine.The big takeaway: recruiters don’t earn influence by having stronger opinions. They earn it by bringing better evidence.You’ll learn:How Cleo uses throughput, conversion, and latency to diagnose hiring problemsWhy Lucy won’t let her team start a search without the right documentationHow monthly CEO reviews help recruiting leaders turn data into business actionWhy prioritization meetings should be tied to company OKRs, not whoever shouts loudestKey moments:[00:00] Intro[02:52] Mastering Stakeholder Management Workshop[05:39] Weekly Dashboard for Every Stakeholder[08:10] Stakeholder SLAs and Scorecard Requirements[10:22] Hard Line on Role Documentation[13:00] Executive Search Profile Exploration[16:21] Standardized Interview Process Design[19:29] Monthly CEO Review Deep Dive[23:47] Data-Driven Hiring Bias Challenge[27:53] Monthly Priority Ranking Meetings[30:26] Executive Team Battle for Resources[33:41] Resolving Hiring Priority DisagreementsTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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Why to prioritize AI learnings as your new hobby
May 500:51:31Tap to summarizeMost recruiters are waiting for AI to hand them perfect answers.Cassie Chao Leemans is doing something better: building the tools she wishes existed.In this episode, Cassie, Talent Partner at Craft Ventures, breaks down how she went from “not technical” to building her own AI-powered recruiting workflows with Claude Code, Supabase, Metaview, and a lot of late-night tinkering. She shows what it actually takes to turn messy recruiting context into usable systems—and why the best AI outputs don’t come from one magical prompt.Key takeaways:Why “one-shotting” AI products is mostly fantasyHow Cassie built tools to prep calls, search her network, and surface high-signal candidates fasterWhy recruiting expertise, taste, and judgment matter more in an AI-enabled workflowKey topics covered:[00:00] Intro[01:37] Cassie builds AI tools for recruiting utility[06:01] From recruiting to coding without technical background[09:49] Making time for AI experimentation[12:56] Building Radial, the AI recruiting assistant[18:03] Iterative approach to AI product development[22:32] Claude Code vs Claude AI decision making[24:04] Building a custom CRM with AI[30:07] Choosing Supabase for database architecture[34:06] One shot AI products aren't real[37:07] Managing broken features while building[41:20] Trust the system you built article[45:00] Hierarchy of hiring signal sources[48:30] Spiky people and back channel references[50:31] Building at the tip of AI spearTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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Why taste is the moat in recruiting with Hebbia's Scott Bianco
Apr 2100:43:07Tap to summarizeIn this episode, Scott Bianco, Head of Talent at Hebbia, breaks down why great recruiters are becoming more valuable, not less. As AI strips out admin, the bar rises for the work that actually matters: judgment, relationships, candidate calibration, and taste.Scott and Nolan get into: Why AI will expose bad recruiters and amplify great ones Why recruiter taste is hard to teach and impossible to fake How the best recruiters build trust, not just pipeline Key moments: [00:00] Intro[03:45] Hebbia's Evolution from Semantic Search to Financial Services AI[05:13] Joining as First People Hire at 20 Employee Startup[06:07] Surviving Early Stage Recruiting Through Grit and Focus[08:49] AI Use in Interview Processes and Assessment Strategy[13:13] Engineering Teams Becoming Multi-Skilled Through AI Tools[16:49] Why Highly Customized Outreach is Overrated[22:15] AI Killing Bad Recruiters and Making Great Ones Lethal[24:46] The Doorman Fallacy and Future of Recruiting[27:55] Developing Taste in Talent Assessment[31:19] Learning Follow-Up Questions from Recruiting Mentors[34:31] Curiosity as the Compass for Deeper Candidate Understanding[37:34] Playing the Infinite Game in Recruiting Relationships[39:41] Building Community with Fellow Heads of TalentTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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Why being human is still an edge in hiring
Apr 700:37:39Tap to summarizeMike Moriarty left the VC life to build Arsenal Pulse, a recruiting firm focused on defense, aerospace, and manufacturing. After years of being embedded with high-performing founders at Human Capital, he uncovered the recruiting tactics that actually drive an advantage when capital isn't the bottleneck—talent is.In this episode, Nolan talks to Mike about what separates average recruiting from the kind that changes company trajectories. This one is packed with practical ideas: from treating recruiting like a true operating function, to creating candidate experiences that actually feel different, to why involving spouses in senior hires is wildly underused.Key takeaways:Why the best recruiters act like operators, not coordinatorsWhy “being human” is still an unfair edge in hiringThe simple offer-stage move that can dramatically improve close ratesKey topics covered:[00:00] Intro[05:39] Arsenal Pulse Building Defense Tech Talent[08:04] Human Capital Partnership Model vs Advisory[12:34] Founders Don't Want Management[16:27] Scaling Recruiting Teams in Hard Tech[20:25] Getting on the Ground With Clients[24:23] Vetting Founders Who Can't Hire[27:19] Including Spouses in Job Offers[29:21] Exclusive Events Beat Career Fairs[32:22] People Function Needs Actual People LeadersTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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What we're cooking: Claude Code, MCPs, & AI Sourcing
Mar 2600:22:41Tap to summarizeIn our first "What we’re cooking" segment, Nolan and Siadhal share what they’ve been building—and what it signals about where AI recruiting workflows are heading.Siadhal demos the latest from Metaview’s AI sourcing agent: sourcing candidates from past conversations, not just the public web, and finding highly specific profiles—like designers who were at Stripe during its early growth.Nolan walks through a custom executive search dashboard he built from scratch with Claude Code in under an hour.We cover how to: Tap into past candidate conversations as a high-signal sourcing layerLeverage nuanced prompts to unlock a new level of precision in AI sourcing Build custom dashboards and workflows in under an hour—no technical expertise requiredBest watched with video! https://youtu.be/E6ifGoog9FAKey moments: [00:00] Intro[00:43] MCPs[02:57] Sourcing Agent New Capabilities[05:05] AI Reasoning Trail Transparency[07:46] Building Executive Search Dashboard[11:05] Custom Software Strategy Discussion[14:42] Company Vintage Sourcing Intelligence[16:56] Natural Language Company Research[18:37] Ideal Candidate Profile Evolution[20:29] Claude vs Platform Approach[21:48] Context Driven Candidate Rendering[22:13] Future Building AccountabilityTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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“How I went from recruiter to VP in 5 years” with Flock’s Laura Barnes
Feb 2600:41:55Tap to summarizeLaura Barnes doesn’t believe in average careers.She joined Flock Safety as a recruiter. Five years later, she’s VP of Talent at one of the fastest-growing companies in America — solving 20% of crime nationwide.In this episode, we go deep on what it actually takes to scale yourself as fast as your company. From crying in the shower to reinventing herself every year, Laura shares a brutally honest look at elite talent leadership.This is a masterclass in conviction, quality of hire, and what separates good from great.You’ll learn:The real reason most people don’t scale with hypergrowth companiesHow Flock measures quality of hire (without creating fear)What great managers do differently in performance managementKey topics covered:[00:00] Intro[02:15] 3 Keys to Rapid Career Growth[03:36] You Can't Teach Gut[06:09] Dad's Corporate Success Story[08:14] Early Leadership Challenges[09:22] Joining Flock as Solo Recruiter[13:30] What is Flock Safety[16:42] Handling Public Controversy[18:52] Quality of Hire Journey[22:11] Survey Questions and Feedback[24:02] Bad Managers and Hiring[27:14] Engineering Hiring Success[29:42] Assessing Manager Candidates[31:00] PIP Success Story[34:42] Moving Too Slow Problem[38:15] Scaling Faster Than Business[39:33] Being Likable Matters[41:19] Operating Above Your LevelTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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Why the best employer brands attract — and repel
Feb 1800:48:01Tap to summarizeThe best employer brands don’t try to appeal to everyone. They attract the right people — and actively repel the wrong ones.In this episode, Kellie McCann (ex-Amazon, Walmart, Robinhood) breaks down why authenticity in employer brand isn’t about polishing perception, it’s about reducing friction. If your culture demands intensity, say it. If leadership changes direction often, own it. Clarity filters talent faster than spin ever will.We get candid about Glassdoor manipulation, “Great Place to Work” awards, layoffs, and why most companies reach for bandaids instead of fixing root causes.Key takeaways:Why attracting and repelling are two sides of the same strategyHow honesty reduces recruiting friction and improves quality of hireThe real reason companies manipulate perception instead of fixing cultureWhy employer brand often only truly changes when revenue is at riskIf you want a talent brand that actually holds up under pressure, this one’s for you.For more from Kellie, check her out on LinkedIn: https://www.linkedin.com/in/kellie-mccann-talent-branding/ And to learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10xKey topics covered:[00:00] Intro[03:14] Employer brand dirty game tactics[04:42] Great place to work awards exposed[08:34] Marketing talent attraction effectively[11:43] Does employer brand really matter[16:02] Distinguishing your company from competitors[21:16] Authenticity versus sanitized corporate messaging[26:23] Glassdoor reviews manipulation secrets[34:33] Employer brand as company mirror[39:00] Amazon layoffs and hiring contradictions[42:27] Power shift between employers employees[46:43] Sales impact on company behavior
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AI lawsuits, workplace romance, and lazy backchanneling
Feb 1200:36:51Tap to summarizeIn this episode, Nolan and Siadhal give their take on three spicy conversations shaping recruiting today:The Eightfold lawsuit—and why AI-assisted application review actually increases fairness Drama between former OpenAI execs and what it says about relationships at work What people get wrong about exec backchannelingKey takeaways:Most resumes aren’t reviewed at all. AI makes “invisible” candidates visible.Audit trails > gut instinct. You can’t fix bias you can’t see.Backchannels should inform decisions, not replace them.The best recruiters and hiring managers pressure-test references instead of hiding from friction.To learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10xKey topics covered:[00:00] Intro[02:14] Eight Fold Lawsuit Analysis[04:50] AI Screening Credit Report Claims[08:33] Human Bias vs AI Transparency[16:07] Thinking Machines Drama Unfolds[18:25] Fifty Billion Dollar Valuation Reality[21:38] Workplace Relationships Power Dynamics[25:26] Meeting People in Digital Age[28:34] Back Channel Reference Crutch Problem[31:19] Executive Hiring Negative Feedback[34:50] Running Better Reference Checks[36:04] AI Agent Reference Discovery
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Inside how Deel hires 3,000+ people a year
Jan 1600:41:05Tap to summarizeDeel hires at a pace most teams can’t imagine—3,000+ hires and 1.5M+ applications a year, and a recruiting team that stays lean by design.In this episode, Nolan sits down with Alan Price, Global Head of TA at Deel, to unpack what it actually takes to hire at that scale—without burning out your team or breaking candidate experience.They go deep on:Why AI screening is improving candidate experience, not hurting itHow Deel processes 1.5M applications with ~70 recruitersWhen high-touch recruiting matters—and when it doesn’t A practical framework for measuring quality of hire over timeKey moments: [00:00] Intro[06:13] Dealing with rapid growth exhaustion[07:04] Leadership means always being on[11:11] 3000 hires and billion dollar ARR[13:33] Scaling 300 hires per month[14:45] Breaking down hiring channel strategy[18:09] AI revolutionizes resume screening[20:31] Candidates fear AI job displacement[26:16] Database search unlocks hidden talent[29:40] Silver medal process evolution[33:49] Measuring quality of hire effectively[37:59] Rise methodology for recruiting excellence[39:19] Surfing the wave of AI changeTo learn more about Metaview, the AI platform for 10x recruiting teams, head to www.metaview.ai/10x
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