We raised $5.5M, and we're now Metix AI.

A sharper name, and the funding to build it out.

A founding-engineer brief goes in.

Metix AI runs the search. Booked interviews come back on a calendar. I dropped anyone whose last three years were an 80-person platform org with no product ownership. Founding seats fail when the first engineer expects a recruiter and a manager. 142 cleared the bar and were contacted. I ranked the 6 who came back by whether they have already been employee two or three.

Thinking…

Answer the role questions to refine your candidate search.

Founding engineer. Booked interviews out.

I dropped anyone whose last three years were an 80-person platform org with no product ownership. Founding seats fail when the first engineer expects a recruiter and a manager.

$49

Entry plan. 3 interview-ready candidates on 1 active role.

860M+

Profiles in 190+ countries.

0

Credits spent in a month nobody clears the bar. A credit is a person, not a click. Company-reported delivery clock lives on the interview-scheduling page.

The split

What you keep. What Mira runs.

Same loop as the rest of the product. The bar, the outreach approval, and the interviews stay with you.
You - No recruiter on staff
You still own the brief, the bar, and the interviews. Nobody else has to.
Mira - The continuous search
A paused search decays. Mira keeps it moving while you ship the product.

The outcome

Three interview-ready candidates on one active role. Zero credits if nobody clears the bar.

When founders use this

The searches a calendar keeps killing.

Ask how hiring is going and you hear about the pipeline. Ask to see it and you find twelve tabs, a spreadsheet last touched nine days ago, and four half-written messages. None of the stages is hard alone. What is hard is that they arrive continuously, and the person doing them is also closing a customer, fixing a deploy, and raising a round. A sourcing seat makes the finding stage faster for whoever operates it. If the operator is the founder, in the gaps, the seat changed nothing.

The first engineer, or the fifth

No sourcing muscle, no dedicated recruiter. Write the role once, and interviews land while you ship. Hiring managers in the same bind have their page.

A paused search that went cold

The reply from Tuesday is not frozen while you ship a launch. The loop keeps moving when you do not. That is the arithmetic, not a character test.

An agency fee that is the wrong size for this hire

SHRM's published contingency band is 20 to 25 percent of first-year cash. For an early hire that fee often buys more certainty than the role needs. The $49 plan is the other shape. Fee analysis.

Three reqs, no bandwidth

Plans step up to 12 active roles at Scale. You still approve outreach and take interviews. Mira does not become an unsupervised employee.

Your part of the loop

What the week actually asks of you.

1. One brief, kept current
   You - once
   Role, bar, range, and dealbreakers, written while the need is still fresh.

2. The search that never pauses
   Mira
   Sourcing across 860M+ profiles, replies handled, and screening against the bar you approved, so the hiring manager is not looking at another raw list.

3. You approve every message
   You
   Goes out under your name, so approval is a real checkpoint. Sending and follow-ups then run without you.

4. You interview and decide
   You
   Calendar blocks with screening evidence. Decision, offer, and hire never left your desk.

Pricing

Published plans. Credits move on the interview.

A credit is one interested, interview-ready candidate. If nobody clears the bar, the credit stays unspent. Yearly billing saves 10 percent. Volume and specialized hiring is quote-only.

Starter - $49/mo

The first role off your plate.

• 3 interview-ready candidates / mo
• 1 active role

Most popular - Growth - $89/mo

More than one front.

• 12 interview-ready candidates / mo
• 3 active roles

Professional - $159/mo

Real hiring volume.

• 30 interview-ready candidates / mo
• 6 active roles

Scale - $299/mo

Hiring like it is the job.

• 75 interview-ready candidates / mo
• 12 active roles

Monthly list prices, checked against the pricing page. Trial: 14 days, 3 New Roles, 12 Credits, no card.

FAQ

What does a founder still have to do when Mira runs the search?

The employer-side work is four items: write and approve the role brief, approve the outreach that goes out under your name, keep the hiring bar current when Mira asks for a decision, and take the interviews. Everything between those points, sourcing, outreach, screening and scheduling, runs inside the loop.

How is this different from buying a Recruiter seat and doing it yourself?

A seat is a search tool you still operate. Mira is the loop that keeps running when you do not: sourcing, approved outreach, screening, scheduling. You still write the brief, approve messages, and take interviews.

Do I need an ATS before using Metix AI?

No. Candidates arrive as booked first interviews with the screening evidence attached, so a calendar and an inbox are enough at the start. Teams that already run an ATS keep it; Metix AI is not an ATS and does not replace the system where you track applications, scorecards and offers.

What happens if no candidate clears the bar in a month?

Nothing is spent. Credits are only consumed when a candidate who clears your approved bar and confirms interest is booked. A month with zero qualified candidates is a month with zero credits used.