Account Executive

How Vatica Health scaled by 800% with Workable. A healthcare technology company that grew eightfold in seven years needed a recruiting platform that would scale with the business. Who is Vatica Health. Vatica Health is a healthcare technology company that has been working with primary care providers since 2012, helping them improve value-based care processes and deliver better outcomes for their patients. Today the organization employs approximately 800 people, including an offshore team that joined following a merger with Coziva in late 2025, and operates across clinical, operations, and corporate functions spanning sales, product, technology, engineering, and more. Leading talent acquisition for the entire organization is Jessica Wagner, Manager of People Operations and Talent Acquisition. Jessica has been with Vatica Health since 2019 and manages all recruiting efforts alongside a team of three contract recruiters and an HR generalist. In seven years, she has watched the company grow from 100 employees to 800 - and Workable has been the platform that kept hiring infrastructure aligned with that growth every step of the way. Quick results. | Category | Metric / Outcome | Business Impact | | Time Saved | 15 to 20 minutes saved per candidate screening | Meaningful capacity returned to a team managing 30 to 40 concurrent specialized roles | | Inbound Quality | 95 to 98% of roles filled through inbound applicants | Active sourcing rarely required despite holding a LinkedIn Recruiter seat | | Concurrent Roles | 30 to 40 open roles managed simultaneously | Full hiring load across clinical, operations, and corporate functions handled by a team of 6 | | Time to Hire | ~45 days average | Consistent velocity across a diverse and specialized role mix | | Longevity | 7 years on Workable | Platform has scaled alongside the business from 100 to 800 employees without a system change | What hiring looked like Before Workable. Before Workable, Vatica Health's recruiting ran through standalone platforms - primarily Indeed and ZipRecruiter - with no unified system to manage candidate pipelines, coordinate hiring manager feedback, or bring consistency to the process. When Jessica joined in 2019, the organization had just transitioned from a basic job-posting plan with Workable to a more comprehensive account, drawn in part by the ability to have a real ATS without the cost overhead that typically comes with enterprise recruiting software. At the time, the company had 100 employees and relatively modest hiring needs. The infrastructure that worked then would not hold up as the organization scaled Why Workable. The initial draw was straightforward: cost and capability. Workable offered Vatica Health the ATS framework they needed at a price point that made sense for a company still in its early growth phase. What kept them on the platform for seven years - across a 700-person expansion, a major merger, and the full evolution of the recruiting function - was something different entirely. "I get calls every year from other companies with other ATS systems trying to get us to switch over. But even with other ones we've looked at, the comparison and the cost perspective - we've been such a solid client to Workable over these last seven years. There's really no need to move, because it's working." How Workable changed hiring at Vatica Health. 1. One Posting, Multiple Markets Among the features that have most directly changed how Vatica Health operates is the ability to consolidate multi-location job postings. Where the team once created separate postings for each market - individual listings for Rochester, Buffalo, and every other geography where a registered nurse role was open - they can now publish a single posting that covers all relevant locations simultaneously. Hiring managers see one unified pipeline rather than ten separate ones, and the administrative overhead of managing and closing duplicate postings has been eliminated entirely. 2. Automation That Removes the Manual Layer Workable's automated response functionality is embedded throughout Vatica Health's hiring pipelines and has meaningfully reduced the manual coordination that previously consumed recruiter time. When a nurse candidate advances to the assessment stage, a clinical assessment is sent automatically. When a candidate is disqualified, the notification goes out without anyone on the team lifting a finger. When a hire is made, a welcome email and a reference-gathering follow-up deploy in sequence. "It's cut down on a lot of manual process that we were doing previously. Now we just move them through, and we don't have to worry about whether we emailed this candidate or followed up." 3. Scorecards That Keep the Process Consistent With a team of contract recruiters handling different roles and different hiring managers involved across functions, consistency in evaluation is a deliberate priority. Vatica Health uses Workable's scorecards to ensure every recruiter is asking the same questions in every prescreen, and that the information reaching hiring managers is structured and comparable across candidates. 4. The Metaview Integration: 15 to 20 Minutes Back per Screening One of the highest-impact efficiency gains Vatica Health has achieved through Workable came via an integration rather than a native feature. By connecting Workable with Metaview, an AI notetaker built specifically for recruiting, the team eliminated the manual note-taking that had been adding time to every candidate screening. What once took 45 minutes now takes 30 to 35. Metaview records the conversation and drops a hyperlink directly into the candidate's Workable profile so hiring managers can review the interview without scheduling a separate debrief. Across a team managing dozens of active roles, that time compounds quickly. 5. Hiring Manager Visibility Without the Friction Getting hiring managers genuinely engaged in the process without overcomplicating their experience is a challenge most recruiting teams know well. At Vatica Health, the combination of Workable's interface and its tagging and commenting functionality has made it work. When a recruiter completes a screen and logs feedback, they tag the hiring manager directly in the system. The manager gets a notification and can click through to the candidate profile and feedback in one action - no login friction, no searching. "It's there, and they can see the feedback without having to dig." 6. Reporting That Informs the Business As Vatica Health has grown and undergone a major merger, leadership demand for recruiting data has grown alongside it. Jessica uses Workable's reporting to run quarterly diversity reports, track time to hire and time to fill, and generate weekly pipeline updates for individual hiring managers showing how many candidates are in each stage at any given moment. What was once a manual, Excel-driven process is now largely automated within the platform - and as Workable's reporting capabilities have expanded, the team is actively working to migrate more of their manual tracking into the system entirely. 7. Self-Scheduling That Candidates Actually Appreciate Vatica Health's new hire surveys include a section on the recruiting experience, and the feedback has been consistently positive. Candidates cite efficiency, timely updates, and the self-scheduling feature as highlights of the process. The team is actively evaluating whether to make self-scheduling a default automated action at the HR phone screen stage - sending the scheduling link automatically when a candidate advances, rather than waiting for a recruiter to trigger it manually. Business Impact. Seven years after first implementing Workable, Vatica Health is a fundamentally different organization than the one that signed on. The company has grown eightfold, absorbed a merger that added 300 employees and an entirely new population of hiring managers with no prior ATS experience, and built a recruiting function capable of managing 30 to 40 concurrent specialized roles across clinical, operations, and corporate functions. Through all of that change, the recruiting infrastructure stayed constant. New managers from the merged organization found Workable intuitive enough to use without formal training. The platform scaled with the business rather than becoming a bottleneck to it. With a new HRIS partnership on the horizon and Workable's 2026 feature roadmap in view, Vatica Health is looking forward rather than backward. The goal is to close the last remaining gap in the process - the manual handoff between Workable and the HRIS when a hire is made - and let the full recruiting lifecycle run with even less friction than it does today.

CoRecruit vs Metaview for recruiter phone calls (2026). Josh Kirkham Last updated: Read time: Key takeaways. * CoRecruit and Metaview are both built for recruiting, but they serve different markets. CoRecruit is built for third-party agencies and staffing firms; Metaview is built for corporate TA teams running structured interview loops. * 91% of recruiter conversations happen over the phone. Metaview wasn't designed for that. CoRecruit was. 91% of recruiter conversations happen over the phone. That single data point (pulled from CoRecruit's own customer base) shapes how this comparison should be read. If a recruiting tool can't handle phone calls well, it's missing the channel where most of the job actually happens. So: CoRecruit vs Metaview. Both record and transcribe calls. Both use AI to surface insights, but they were built for different audiences, and that difference shows up fast when a recruiter is three calls deep into a search assignment and needs something that works in their workflow. Here's what the data shows. What is CoRecruit? CoRecruit is an AI recruiting platform built specifically for third-party staffing agencies. It handles call recording and transcription, but also AI-generated candidate submittals, job order documentation, and coaching scorecards, all in the same platform. The entire workflow is oriented around the call patterns that define agency recruiting: high-volume outbound, phone-first, fast turnaround. What is Metaview? Metaview is an AI meeting assistant built for hiring teams. It records and transcribes interviews, generates summaries, and helps with note-taking across video and audio calls. Metaview was designed for in-house recruiters running structured interviews on video platforms. That's its audience and its use case. Third-party staffing agencies, contingency recruiters, and search firms occupy a completely different world. Fast-moving sourcing calls. Candidate pitches. Client development conversations. Mostly outbound and over the phone. Metaview works well for what it was built for. That's just not what most agency recruiters do all day. CoRecruit vs Metaview: head-to-head comparison. The G2 data below is based on verified user reviews from both platforms. | Feature | CoRecruit | Metaview | | Product Direction Score | 9.9 | 9.4 | | Ease of Use | 9.0 | 9.6 | | Phone Call Support | Native | Limited | | Primary Audience | Staffing agencies (80.3%) | General HR / Recruiting | | AI Interview Agent Category | Yes (9.4) | No | | Video Interviewing Category | No | Yes | For a detailed comparison of the above, go here. Where CoRecruit has the edge. Phone calls are the primary workflow. CoRecruit handles the full lifecycle of a recruiter's call day: cold calls initiated directly from the browser, inbound call-backs, VoIP built into every plan with unlimited US/Canada calling. Metaview is designed for scheduled interviews already on the calendar. It doesn't support cold calling from the browser or inbound call-backs. When 91% of recruiter conversations happen over the phone (many of them unscheduled), this features gives a great edge. It automates what comes after the call. Metaview produces clean transcripts and summaries. CoRecruit takes that a step further: it generates client-ready candidate submittals, pushes structured data into specific ATS fields (not just a text dump into the notes section), and lets teams train the AI on their own examples so the output matches the agency's voice. That's the difference between a notetaker and a workflow tool. Built for agency recruiters specifically. 80.3% of CoRecruit's G2 reviewers are in staffing and recruiting. Metaview's user base spans computer software (14%), IT (12.4%), and financial services (9.3%) - it's a broader tool serving a broader audience. CoRecruit's 40+ integrations are also purpose-built for third-party recruiting firms, with ATS depth that goes beyond what generalist tools offer. Where Metaview has the edge. Built for structured video interviews. Metaview is purpose-built for the formal, calendar-driven interview loops that corporate TA teams run on Zoom and Google Meet. It holds an 8.5 score in the Video Interviewing category on G2. For in-house hiring teams running multi-stage interview processes, Metaview fits the workflow better. Features built for corporate TA. Metaview includes AI sourcing agents, interviewer coaching, job description generation, and hiring analytics. For corporate TA teams, that scope has appeal. For agency recruiters, most of those features sit outside the core workflow. Pricing. | Pricing | CoRecruit | Metaview | | Free tier | 7-day free trial | 25 conversations/month | | Entry price | $64/user/month (annual, 1+ users) | $60/user/month (monthly) | | Mid-tier | $54/user/month (annual, 10+ users) | Custom pricing | | Enterprise | $50/user/month (annual, 25+ users) | Custom pricing | | VoIP included | Yes - unlimited US/Canada | No | | ATS integration included | All plans | Pro and above | What does this mean for agency recruiters? The usability gap holds immense importance here. CoRecruit is built for recruiters running agency workflows, not general users taking meeting notes. The onboarding reflects that: it takes some setup to get scorecards, call recording, and submittal generation all working together. That setup pays off within weeks. Reviewers report meaningful improvements in scorecard adherence and time saved on candidate documentation. Metaview, for what it does, is very polished. If a team's primary need is clean interview transcripts and summaries for video calls with candidates or hiring managers, Metaview delivers that. But if the workflow is outbound sourcing calls, candidate pitches, and client development conversations, predominantly over the phone, then Metaview is not a fit. Figures from G2 comparison data based on verified user reviews. All scores current as of June 2026. Table of contents. Frequently asked questions. Does Metaview work for phone calls? Metaview supports audio recording, but its core product is optimized for video interviews on platforms like Zoom and Google Meet. Agency recruiters making high volumes of outbound phone calls will find CoRecruit's phone-first architecture a better fit. Is CoRecruit easier to use than Metaview? Based on G2 data, Metaview scores higher on ease of use (9.6 vs. 9.0) and ease of setup (9.6 vs. 8.8). CoRecruit's deeper feature set for agency workflows, scorecards, AI submittals, job order documentation, requires more initial configuration. That trade-off is intentional: the tool is built to do more. What is the AI Interview Agent in CoRecruit? CoRecruit's AI Interview Agent is a distinct G2 category where CoRecruit holds a 9.4 score. It goes beyond transcription to generate candidate submittals, populate job order documentation, and surface structured insights from calls - automating the admin work that follows a recruiting conversation.