# 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](/content/built-for/hiring-managers/index.html). ### 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](/content/blog/agency-fee-vs-software-cost/index.html). ### 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](/content/pricing/index.html). 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.