- Customer: Kognitiv
- Headquarters: Newton, Massachusetts, USA
- Company size: 270 employees
- Uses Metaview for: Interview notetaking; Sourcing; Competitive intelligence; Reporting
Kognitiv Inc. is a trusted global Workday Services Partner. Since 2016, they have helped organizations get more value from Workday through post-go-live support, technical integrations, and new module rollouts.
But Kognitiv's own talent team faced challenges with its hiring process. Although Kognitiv had a structured recruiting process, ad hoc feedback capture wasn't giving enough visibility into what actually happened in interviews, making it difficult to spot inconsistencies, identify coaching opportunities, and understand the evidence behind hiring decisions.
Kognitiv turned to Metaview to capture that missing context, while keeping Workday at the center of its talent operations.
Based on a pilot with 40 Kognitiv recruiters, hiring managers, and interviewers.
A lean talent team hiring specialized talent worldwide
Around 90% of Kognitiv's roles are for highly specialized Workday consultants. While a certification or resume mentioning Workday is easily searchable, neither demonstrates the real-world configuration expertise Kognitiv is hiring for.
“We need actual, hands-on depth of knowledge about these candidates,” says VP of People Strategy and Operations Kristina Bernhard. “And that's something that LinkedIn or a resume is never going to be able to tell us.”
Despite their extensive experience, questionnaire responses and free-form interview feedback weren't giving the TA team enough insight into what was actually happening in interviews.
“Our notes quality was garbage,” Kristina says. “We had zero insights into what was actually happening in our interview process, leading to more follow-ups, Slack messages, and calls to surface the context behind the scorecard ratings.”
Interviewers would reach different conclusions about the same candidate, with no clear rationale. “There were people rated as a strong fit by some people, then a weak fit by others. That is a large inconsistency in those ratings. My team had to try to get real feedback from all these hiring managers, which can be difficult because of how fast we move, we can’t always even get them to do an intake meeting.”
Metaview’s templates let Kognitiv tailor interview notes around the role, conversation, and information hiring managers actually need. Kristina describes the resulting note quality as “10 out of 10” from the initial recruiter conversation through the rest of the process.
That richer context helps Kognitiv make decisions faster. Hiring managers can understand why a candidate should move forward without asking recruiters for additional information or scheduling another conversation simply to gather more context.
It's speeding up our time in deciding who to move forward and who not to. And it's already reducing the amount of interviews we have to do.”
Adding deep recruiting intelligence inside Workday
Metaview is the ideal complement to Workday. Kognitiv gets richer interview context and deep sourcing capabilities, while hiring managers and interviewers keep working in the system they already use.
“You want a tool that helps maximize your investment, not replaces it,” Kristina says. “Metaview's bringing data and context to all of the things that Workday can't currently measure, so you can tie them together.”
Tight integration between the two platforms is critical. Metaview's browser extension brings interview and sourcing insights into the Workday workflow. Kognitiv's hiring managers can immediately fill in interview feedback without leaving the candidate profile.
“Workday has the baseline data, but Metaview has all the context. Not the scorecard or disparate notes that somebody fills out. It has the actual context to feed into your intake meetings, sourcing, application reviews, interviews, and screening.”
How interview context becomes recruiting insights
That additional context also gives Kognitiv new ways to analyze its hiring process. The team is building Metaview reports from information captured in interviews that previously lived in conversations or incomplete spreadsheets.
My team can build their own AI reports to slice and dice candidates with the right context of a conversation. And that lived nowhere before.”
Technical interviews are a particular case in point. “We're doing Workday-related configuration interviews. I can put all that into a report, all the technical interviews we did based on the specific skill like Workday Benefits or Integrations, for example.”
Metaview’s AI agents make it easy to interrogate those conversations, ensure the right questions are asked, and look for holes in the process. And it even feeds directly into learning and development at Kognitiv.
“I can ask AI for the common gaps, or the questions that people are struggling with in interviews. I'm giving that feedback directly to the team that develops our technical training, to say that these gaps in our ecosystem come from other partners and competitors. We train on these gaps, so that people are up to our standards of what we consider best-in-class consulting work for our customers.“
Turning candidate conversations into competitive intelligence
Kognitiv is also using Metaview to capture market intelligence hidden inside candidate conversations. Candidates from competitors naturally share context about their strategies, ways of working, rewards packages, and experience during interviews.
Previously, Kognitiv tried to track those insights manually in a Google Sheet. “It was never accurate. It was never filled out,” Kristina says. Now, it’s all recorded without even trying.
“Metaview is doing that for us now. What did somebody say about their territory and sales prospecting strategy? What did they say about their current bonus structure? I can see all of that easily in Metaview.”
The team builds competitor benchmarking reports with custom AI fields that automatically pull from conversations. They get a structured source of competitive intelligence without asking recruiters to remember to capture additional data after every interview.
In Workday, you can't build a report unless you're a specific administrator. But I can do that in Metaview. And so we're building these great competitor benchmarking reports.”
Building more of the recruiting process around better context
Kognitiv is exploring how the same context can improve other parts of recruiting. That includes sourcing for hard-to-find Workday talent and mapping markets as it expands into new territories.
“Take this intake meeting that was recorded by Metaview. Now take these past three interviews that you have from Metaview of our strongest fits. Now do some additional market mapping,” Kristina explains. “That's what's going to get us where we need to go for sourcing.”
That mapping capability isn’t just helpful for hands-on sourcers. It can also directly feed into overall company strategy.
“We're launching in new markets, and we’ll continue to do so. Now we can understand the actual talent pool available in these markets. If we want to launch in LATAM, for example, talent mapping helps us understand where we can actually hire people.”
“I was trying to use LinkedIn for that: how many people even just have the word Workday in their profiles or work at a Workday partner. You get really raw numbers, at best.
Metaview Sourcing is much more precise, and that directly drives my executive business case about where we should be hiring when we expand.”
Managing high application volumes without sacrificing quality
While Kognitiv's recruiting often focuses on niche, hard-to-find consultants, it can still be overwhelmed by volume. Internal operations roles can attract more than 200 applications within 24 hours, while one recent senior role accumulated 600+ applications. That quickly creates an enormous manual workload.
And then there’s fraud. Kristina estimates that across Kognitiv's roles, around 30% of the resumes they see aren’t genuine. They often include fabricated Workday experience and resumes tailored to match job descriptions exactly.
“Writing a fake Workday resume is a legit business, and now people can just do it using AI. We see the same resume over and over and over, copy and paste. My team is drowning trying to give every candidate a genuine look, to find the right people at the speed that we need to,” Kristina says.
“If Metaview didn’t have fraud detection, I wouldn’t even look at it.”
Metaview’s Application Review gives Kognitiv a way to prioritize applicants without simply trusting the candidates who look strongest on paper.
“Workday has a version of candidate rankings and can resurface old talent pools, but it doesn't have the fraud detection like Metaview’s Application Review. And it doesn’t have the context: Here are our intake meetings, and the three best people we hired. Build your app review based off this.”
Metaview gives the Kognitiv team another way to surface the right candidates, identify suspicious applications, and focus limited recruiting time where it matters most.
Everyone wants Metaview rolled out company-wide
Kognitiv started with a three-month Metaview pilot of 40 employees. The original goal was better interview feedback and context. But the impact was immediate for the people conducting interviews.
In Kognitiv's post-pilot survey, 100% of users said Metaview helped them be more present and engaged with candidates. The same 100% said submitting scorecard feedback was faster and easier.
Users estimated they saved 10–20 minutes per scorecard, while every respondent rated the quality of Metaview's insights as “high” or “exceptional.”
100% told us that we had to roll this out companywide. And 100% said they'd be disappointed if we took it away.”
Candidate adoption was strong, too. Kognitiv built Metaview consent and opt-out information directly into its automated interview process, and only six candidates opted out during the pilot.
It’s another proof point that efficient, high-functioning AI recruiting tools are better for everyone involved. At Kognitiv, that means recruiters, hiring managers, interviewers, candidates, and executives like Kristina.
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