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

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

An ML Platform Engineer brief goes in.

Metix AI runs the search. Booked interviews come back on a calendar.

I searched for people who have owned a training cluster, not people who have only fine-tuned a model on a laptop. PyTorch was pass-fail. Cluster ownership broke ties. 173 cleared the bar and were contacted. I ranked the 6 who came back so a recruiter can spend the hour on intake and the close, not on another Boolean window.

Thinking…

Answer the role questions to refine your candidate search

ML platform engineer. Booked interviews out.

I searched for people who have owned a training cluster, not people who have only fine-tuned a model on a laptop. PyTorch was pass-fail. Cluster ownership broke ties.

860M+ Profiles in 190+ countries, searched against your bar.

$49 Published entry.

Test one role before you re-shape the desk.

24h First interview scheduled in 95% of roles:

a confirmed slot, not a same-day meeting. Company-reported.

Recruiters keep judgment. Mira keeps the pipeline moving.

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

Intake, the bar, the close

Recruiters keep judgment. Mira is not a replacement for TA, and not another seat to operate.

Mira

Sourcing off the desk

Search, first outreach, screening, and scheduling run as one loop after you approve.

The outcome

A pipeline that does not stall

Hiring managers see booked slots, not a spreadsheet of names that never moved.

A recruiting team does not fail because it forgot how to hire. It fails because sourcing, first outreach, and scheduling are a continuous job, and the same people are also running intake, calibrating hiring managers, and sitting panels, which is why a good desk still looks like it is drowning. Mira takes that continuous job so recruiters keep the work that actually uses their judgment. If that split is wrong for your desk, this is the wrong purchase, and a sourcing seat you will operate yourselves is the honest alternative.

Four desks this actually fits.

Founders with no recruiter start at Founders. Search firms start at Agencies. Hiring managers who own a req start at Hiring Managers. This page is for in-house TA whose recruiters already know how to hire, and still spend the week sourcing, chasing replies, and booking screens because nobody else will. Mira does not take intake, the bar, or the close. It takes the continuous pipeline hours that bury a team that is otherwise good at people.

1. Sourcers who never surface

The week is search, InMail, and calendar tetris until Mira takes that loop, and recruiters spend the hours on intake, calibration, and the close instead of living in a Boolean window.

2. A req that has been open a quarter

The list exists, but the follow-through does not, so the hiring manager sees a booked slot rather than another spreadsheet of names that never moved.

3. Hiring managers jumping the queue

They can run a brief without stealing a sourcer, TA still owns the bar if you set it that way, and outreach still needs an approval before anything goes out under the company's name.

4. You already have an ATS

Keep it, because Metix AI is not an ATS: candidates arrive as booked interviews with evidence attached, and you track applications and offers where you already do.

What stays on TA's desk.

1. Intake and the bar You write the brief and keep it current, because no system should invent what your company will actually hire.

2. Sourcing and outreach Mira, after you approve. Sourcing runs across 860M+ profiles, and messages go out under the name you chose, only after sign-off.

3. Screening and booking Mira screens replies for interest and fit against your bar, then books the interview, so TA is not handing over another list that never moved.

4. Interviews and close You. Interviews and the close stay yours. Mira does not sit the panel or negotiate the offer.

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

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

FAQ

Before you start.

What does the recruiting team still do?

Intake, the hiring bar, outreach approval, and the interviews stay on your desk. You write the brief, approve every message before it sends, keep the bar current, and take the final interviews and the hiring decision. Mira does not replace the recruiter; it takes the search off their plate.

What does Mira run for an in-house team?

Mira runs sourcing across 860M+ profiles in 190+ countries, personalized outreach you approve first, screening for genuine interest and fit, and interview scheduling through to a booked first conversation.

Will hiring managers bypass TA if they can start a search themselves?

They can write a brief without stealing a sourcer. TA still owns the bar if you set it that way, and outreach still needs approval before anything goes out under the company name. Many desks keep TA on intake and the close, and point Mira at the reqs that have been waiting. Hiring managers who own a req without TA have their own page at /built-for/hiring-managers.

Does this replace our recruiters?

No. Recruiters keep the work that needs judgment: intake, the bar, the interviews, and the close. Mira runs the continuous pipeline hours that bury a team in sourcing. Metix AI is not an ATS and does not replace the system where you track applications, scorecards, and offers.