Engagement Manager

Metaview is an AI company focused on recruiting. We build AI agents that help world-class companies hire with radically more speed and precision. We automate the toil, and augment the human for companies like Brex, Affirm, Deel, ElevenLabs, and Airtable.

Founded by Siadhal and Shahriar after their experiences scaling Uber and Palantir, we’ve raised $110m from top-tier investors including Google Ventures and Insight Partners.

It’s still day 0: Now is the time to re-engineer how work gets done with AI at the core, and our toughest challenges still lie ahead. We’re looking for people seeking the hardest, most fulfilling work of their lives.

Four principles guide us:

• Velocity. Optimize for rate of learning. Take action, get feedback, get better.

• Hospitality. Sweat the experience. Delight customers, candidates and colleagues, even when it’s inconvenient.

• Transparency. Public unless private. Share context openly within the company so people and agents can take initiative.

• End-to-end. Deliver outcomes, not tasks. Step beyond your job description and see the work through.

As an Engagement Manager, you’ll own our largest and most complex customers: the tech companies whose hiring people pay attention to, and the executive search firms at the top of their market. You’ll spend most of your time with talent leaders at companies like Brex and Deel, working through what AI actually changes for how they hire.

Part solutions, part AI builder, and deeply commercial. You own the entire end-to-end journey of how a customer engages with the product, and you're measured on the revenue that comes out of it.

GRR and NRR on your book are your north star. You’ll drive adoption, depth of usage, and genuine advocacy, and you’ll work hard at all three, because that’s what makes the number real. But you’re accountable for the success of our customers and revenue, not for a health score

We're growing 5x year over year and that growth has produced a set of accounts that need someone operating at this level. There’s a way we do this, but a lot of it is still being built. You’ll run with a lot of autonomy, and what you work out becomes how the Engagement team works. You’ll also have more influence on what we build next then anyone outside the engineering team, because you’ll see what these customers need before we do.

• Own GRR and NRR on your book. Protect the base, grow the accounts that should grow, and know at any point which of your customers are moving which way and why. That includes running the renewal and expansion conversations yourself, pricing, and the objections included, in partnership with sales.

• Own the end-to-end customer journey on your accounts - onboarding, adoption, retention, expansion.

• Build the senior relationships. Recruiters through to C-level, with the goal that your customers bring you into their planning rather than telling you about it afterwards.

• Make the value case in their terms. Recruiter capacity, cost per hire, time to fill, hiring manager hours - the case that justifies the renewal before you're asked for it.

• Lead the change management. Getting a recruiting team to genuinely change how it works, not just switch the tool on. Adoption is how the number gets made, not a goal in itself.

• Build with AI yourself. Shape their instance around how they hire, with the templates, reports, and analytics that answer their questions. Automate your own workflows rather than waiting for someone to build it for you.

• Do your own analysis. We have no separate data team. You'll pull the non-obvious insight out of usage data yourself and act on it early enough to matter.

• Build the methodology. Turn what you learn into how the Engagement team works, and get the pricing pressure, competitive losses, and product friction in front of Sales and Product with enough clarity that they act.

• 5+ years in consulting, customer success, solutions, engagement, or strategy roles serving B2B software customers, at a high-growth company or a top-tier firm.

• Commercial ownership of a book: renewals, expansion, and the retention number that came with it. If you've held a revenue-retention target, say what it was and what you did to it.

• Comfort with the commercial conversation - pricing, negotiation, and objections handled rather than escalated.

• Credibility with both executive sponsors and day-to-day operators. You can run an exec workshop and get hands-on in a rollout.

• Strong analytical judgment. You use product usage data and account signals to spot risk, diagnose what's actually blocking adoption, and decide what to do next.

• Hands-on with AI beyond casual use - something you've built, automated, or genuinely changed about how you work.

• You've led customers through real workflow or technology change, rather than providing reactive support.

• Our brand is intelligent, low-BS, authentic, and deeply customer-oriented. As a champion for our brand, you'll need to be these things too.

• Ability to work in a hybrid model within New York.

• Base pay within our salary range is determined by a candidate's skills, expertise, or experience. For this role, our current base pay range is: $150,000 - $200,000.

• An environment that fosters cohesion, collaboration, and performance with transparency at the heart of what we do and how we communicate.

• Supreme rate-of-learning as we re-orient how the world works with AI.

• High compensation, through cash and equity.

• Unlimited AI

  • Unlimited access to ChatGPT, Claude, Cursor, and any other AI tools you need to move faster.

• Build your own toolkit

  • We'll provide the latest hardware, software, and equipment you need to do your best work.

• Ramp card for success - a company card to invest in the things that help you succeed:

  • Lunch, dinner & coffee whenever you're in the office

  • Home office upgrades

  • Books and learning resources

  • Community memberships

  • Event attendance

  • Professional development