← Built for

Hiring when nobody on the team owns recruiting.

A search needs continuous hours. Everyone already has a full-time job that is not this one, which is why founder-run pipelines stall in the gaps between deploys and customer calls even when the bar itself is clear. Mira runs the loop. You keep the brief, the bar, and the interviews.

Start with your hardest role → See what stays on your desk
Free 14-day trial with 3 New Roles and 12 Credits. No card required.

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 a 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.

Founding engineer. Booked interviews out.

I dropped anyone whose last three years were a 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

Interviews you did not chase

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

Pause a search and it dies, and that is not a metaphor. The candidate who replied with interest on Tuesday is talking to companies that have someone whose whole job is keeping that conversation moving, and by the time you circle back the reply is cold, which is how founder-run pipelines lose people they already had. Mira is the loop that does not wait for a gap in your calendar. You still decide. You just stop being the operator of every stage that is not a decision.

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.

01

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.

02

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.

03

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.

04

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. 01 One brief, kept current You · once Role, bar, range, and dealbreakers, written while the need is still fresh.
  2. 02 The search that never pauses Mira Sourcing across 860M+ profiles, replies handled, screening against your bar. A delivery lead checks every candidate.
  3. 03 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. 04 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.
Start hiring
  • 3 interview-ready candidates / mo
  • 1 active role
Most popular

Growth

$89/mo
More than one front.
Start hiring →
  • 12 interview-ready candidates / mo
  • 3 active roles

Professional

$159/mo
Real hiring volume.
Start hiring
  • 30 interview-ready candidates / mo
  • 6 active roles

Scale

$299/mo
Hiring like it is the job.
Start hiring
  • 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.

Other desks and markets

Hiring Managers → Recruiting Teams → Agencies → Tech Companies → Healthcare → Cybersecurity → FinTech → Cross-border →
FAQ

Questions before you start.

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. This site has not published an hours-per-week figure.

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. This site has not published an hours-per-week savings figure. What is published is the shape of the product: credits move only when a qualified, interested candidate is booked, and a month with zero such people is a month with zero credits used.

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 delivery lead reviews every candidate before handoff, and a month with zero qualified candidates is a month with zero credits used.

Keep reading

How the product does this: Mira, the loop with no handoff back

Hiring managers who still need interviews this month August 24, 2026You own the bar and the interviews. Mira runs sourcing, outreach, and booking so the req is not stuck behind someone else's queue. Hiring when the recruiting team is buried in sourcing August 24, 2026In-house TA keeps intake, the bar, and the interviews. Mira runs sourcing, outreach, screening, and scheduling. Pay per interview-ready candidate, from $49/mo.

The search keeps moving
while you build.

Write the brief once, then take fourteen days with no card while the bar stays where you set it.

Start with your hardest role →
Free 14-day trial with 3 New Roles and 12 Credits. No card required.