MetaDay fact sheet

Last updated: 14 October 2026

MetaDay is the AI recruiter that runs the whole hire, with your team. It is an end-to-end AI recruiting platform that runs the hiring work between a hiring manager's brief and the final decision: sourcing, job board posting, outreach and follow-up, phone calls, screening, interviews and negotiation, all inside boundaries the company approves. It then hands the hiring team three finalists for the final interview and the decision. Buyers looking for an AI recruiting platform, agentic AI recruiting or AI recruiting agents will find all of that inside MetaDay, where an AI agent called Ryan carries out each hire. MetaDay calls this category Hiring Execution.

Key facts

Who it's for

• Startups and scale-ups that need to hire well without building a recruiting team, from founders trying AI hiring for the first time to teams hiring one role at a time.
• Companies hiring continuously, with several roles running at once on the Scale plan.
• Healthcare groups, where demand is constant, roles are critical and every week a position stays open has a real cost. MetaDay is partnering with Mondzorggilde, one of the largest dental care groups in the Netherlands.
• Independent recruiters, through the MetaDay Network: free to join, and MetaDay takes 0% of their placement fees.

The first five hires covered quality assurance, account management, go-to-market, accounting and clean energy engineering, so runs are not limited to one type of role.

How a hiring run works

A run is a plan with clear boundaries for the AI. It sets where to look, who to reach, how to sell the opportunity, what to ask on the call, which criteria matter and how far the AI can go on the offer. The company sets the boundaries, Ryan runs everything inside them, and the hiring team keeps the decision.

MetaDay executes Within approved boundaries The team decides

1. Brief Ryan once. The hiring manager describes the role in the app or in Slack. MetaDay builds a run for that role from hundreds of ready-made templates, or the manager picks a template directly, and the manager approves the boundaries.
   The team decides
2. Source the whole market. MetaDay searches for candidates directly.
   MetaDay executes
3. Post to job boards in parallel. At the same time, the role goes to the job boards that fit the industry, and MetaDay keeps promoting it to the right people. MetaDay asks first when a decision is needed, for example whether to pay to boost a listing.
   MetaDay executes
4. One ranked pool. Everyone who comes in, sourced or applied, goes into one pool, scored against the criteria the manager agreed at the start. The team can change the criteria mid-run, but MetaDay asks for the reason first.
   Within approved boundaries
5. Personal outreach and follow-up. MetaDay contacts each candidate personally and follows up until it gets an answer.
   MetaDay executes
6. A real call. The strongest candidates get a phone call that sells the role, answers their questions and aligns expectations on salary, timing and the role itself, so nobody discovers a mismatch at the offer stage.
   Within approved boundaries
7. Screening, interviews and negotiation. MetaDay screens and interviews every candidate against the same criteria, then settles salary, terms, start date, notice period and working arrangement within the limits set in the run. Anything outside those limits goes back to the hiring team.
   Within approved boundaries
8. A shortlist of three, then the decision. MetaDay hands over three finalists with the evidence. The final interview, the judgement and the hiring decision stay with the hiring team.
   The team decides

The manager can follow each step of the run live. Each completed hire feeds back into its run, so the next one is quicker and more reliable. Watch a real run.

What MetaDay is not

Proof

World Mobile Group: open role to signed hire in one working day

World Mobile Group, the mobile network company, needed a QA specialist. The hiring manager briefed Ryan in Slack and started the run. MetaDay sourced candidates, contacted them, ran the screening calls, aligned expectations and arranged the interviews. The chosen candidate completed the interviews, a validation step and an introductory call, accepted the role, joined the company's Slack workspace and was ready to start before the end of the same day.

"We made the hiring decision. MetaDay executed everything else."

Micky Watkins, CEO, World Mobile Group

Sources: Sovereign Magazine interview with Roi Elco (6 October 2026) · World Mobile Group's post on LinkedIn

Five hires in the first 30 days

In its first 30 days in the market, MetaDay made five hires, with the roles growing more senior over the month:

• QA specialist
• Key account manager
• Go-to-market specialist
• ACCA-qualified accountant
• Lead hydrogen engineer, in clean energy

Mondzorggilde partnership

MetaDay is partnering with Mondzorggilde, one of the largest dental care groups in the Netherlands, to run its hiring.

Candidates choose to negotiate with the AI

Candidates can settle salary, terms and start dates with MetaDay's AI or with the hiring team directly. 82% choose the AI first (company figure).

Tested before launch

Over the eight months before launch, MetaDay was tested across hundreds of thousands of candidate profiles, thousands of applicants and thousands of calls, with pilot customers and hiring managers shaping each run.

Governance and data

How control works

• Boundaries first. The company defines the boundaries and the AI works inside them. Anything outside the approved boundaries comes back to the hiring team instead of being guessed.
• The decision stays with people. The final interview and the hiring decision always belong to the hiring team.
• Consistent criteria. Every candidate is scored against the criteria agreed at the start. A change mid-run is allowed, but MetaDay asks for the reason first, because it affects every candidate already in the run.
• AI transparency. Candidates are told from the start that they are speaking with an AI, in line with the EU AI Act, and they can choose to speak with the team instead. Where applicable, they can opt out of certain AI-assisted steps without it counting against them.

How data is handled

• GDPR-aligned. The customer is the data controller and MetaDay is the data processor, acting on the customer's instructions.
• The customer owns all hiring, interview and candidate data. MetaDay does not sell personal data.
• Data is encrypted in transit (SSL/TLS) and at rest (AES-256), on industry-standard cloud infrastructure with logical separation between customers.
• Role-based access controls limit who can see candidates, interviews and hiring data.
• Customers can delete candidate profiles, interviews and conversations at any time and configure retention.
• Interview recording and AI analysis run only when the customer turns them on, and candidates are informed.
• Data comes from the customer, from candidates themselves, and from professionally sourced public data supplied by licensed providers, used only for recruitment.
• MetaDay keeps an internal incident response process. As an early-stage company, it is building toward further certifications as customers require.

Full details: Security and privacy at MetaDay.

Pricing

Prices in US dollars as published on metaday.ai/pricing on 14 October 2026.

FAQ

Last updated: 14 October 2026. Questions about this fact sheet: info@metaday.ai · Newsroom