Account Executive, Mid Market

Metaview · New York City, NY

Base: Not disclosed
OTE: $230K–$300K
Quota attainment: Not disclosed
Posted: 11mo ago

Why it matters: OTE tells you what you could earn. Attainment tells you how realistic it is.

Ask: “What percentage of fully ramped reps hit quota last year?”

Still open · checked 2h agoon Metaview's careers page

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What Metaview sells

AI helpers that speed up company hiring

Hiring new people means a lot of slow, repeated work for recruiting teams. Metaview builds AI helpers that take over much of that busywork, so companies like Brex and Airtable can hire faster and more precisely. The human recruiter stays in charge while the AI handles more of the toil.

In plain English, from their own job posts. Something wrong? Tell us

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The Braun Read

Worth a look

Solid on the basics. Use the first call to fill in the gaps.

Pay: OTE is listed. Ask what the base is.
Transparency: Says nothing about quota, attainment, deal size, territory or sales cycle.
Pipeline: A mix of self-sourced pipeline and inbound or SDR help.
Time on market: Open 354 days. Ask why it's been hard to fill.
Company hiring: 15 sales roles open, hiring at a steady pace.

Red flags

None spotted.

Worth asking about

Open 90+ days. This role has been posted for three months or more. Ask why it's been hard to fill, and whether anyone left it.

Green flags

Publishes OTE. It tells you the on-target earnings up front. Most postings don't.

Based only on what the posting says. Flags are a starting point for your first call, not a final judgment.

Questions to ask on the first call

Built from what this posting leaves out. How they answer tells you as much as what they say.

1.
This role has been open a while. What's made it hard to fill?
The answer tells you what candidates saw that made them walk.
2.
What percentage of fully ramped reps hit quota last year?
OTE is what you could earn. This is how likely you are to earn it.
3.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
4.
Has the comp plan changed in the last 12 to 18 months? What changed?
A plan that changes every year means the goalposts keep moving.
5.
Who sits with reps and reviews calls each week?
Coaching is often what's behind a good or bad attainment number.
6.
Why is this role open? Did someone leave, or is it new?
New headcount is growth. A replacement means someone left. Ask why.

When the offer comes

Save these for later. They land better once they've said yes to you.

1.
Can I see the full comp plan in writing, including clawbacks and accelerators?
What's in writing is what gets paid. Read it before you sign.
2.
Can I see the actual comp distribution for the team last year, not just the OTE?
The spread shows what most reps really take home. OTE is just the target.
3.
I'd be walking away from earned commission to join. Is there room for a sign-on bonus to help cover that?
Leaving money behind is a fair reason to ask. The worst answer is no.

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The role

Sell Metaview's AI recruiting agents to mid-market tech companies. Upsell product-led growth users to enterprise plans and run complex, multi-stakeholder deals from first contact to close.

Mid-Market · Mixed

Selling motion

Mixed

Who you're selling to

Buyer:: Recruiting and hiring teamsIn their words: “Metaview is an AI company focused on recruiting. We build AI agents that help world-class companies hire with radically more speed and precision.”
Industry:: TechnologyIn their words: “complex sales, preferably to mid-market or small enterprise customers in tech”
Company size:: Mid-Market

Pipeline expectations

A mix of self-sourced pipeline and inbound / SDR support.

Compensation

$230K–$300K OTE

What is not disclosed

This posting doesn't tell you:

Base salary
Quota size
Quota attainment
Average deal size
Territory
Sales cycle length

The questions above cover the big ones.

Full posting

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 https://www.linkedin.com/in/siadhal/ and Shahriar https://www.linkedin.com/in/s16h/ 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. HOW WE WORK 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. THE ROLE We’re growing rapidly in the US, Europe, and beyond. To maximize and capture the demand for our product, we’re adding to our sales team. This will accelerate our growth, deepen our engagement with our community of customers and prospects, and help us set the foundations for a broader build-out of our sales team in 2026. Key ownership areas: - Identify prospects from our product-led growth engine, and upsell them on the benefits of an enterprise plan. - Develop expert-level insight on the impact and pragmatic application of AI in the recruiting process. - Win complex sales with many stakeholders from first contact, to pitch, to close. - Feed your hard-earned learnings from the market into the founders and product team, so we can continue to improve a category-defining product. - Build an extensive network by working with the next generation of iconic companies. WHAT YOU BRING - 3+ years quota-carrying experience in B2B SaaS sales. - Experience with complex sales, preferably to mid-market or small enterprise customers in tech. - Thrived at another fast-paced SaaS startup or scaleup. - 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. - Sharp, systematic, resilient, and motivated to win. - Happy to work in a hybrid working arrangement. We aim for 3 days per week in the office. WHAT WE OFFER - The best co-workers you’ll ever have, in an environment that fosters cohesion, collaboration, and performance. - Supreme rate-of-learning as we re-orient how the world works with AI. - High compensation, through cash and equity. - All the benefits you’d expect and more.

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