Metheion is growing as we welcome Tomas Schreuder as our new CTO.
Why Tomas, why Now?
We are increasingly expanding across software engineering, AI, data, cybersecurity, IT, embedded software, and other technical disciplines. Tomas brings the engineering and software expertise we need to build our recruiting capabilities across these fields, both in the technology we use and in how we technically evaluate candidates.
Tomas is a data and full-stack engineer with experience building technology products across multiple startups. His work spans data science, machine learning, LLM systems, quantitative simulations, cybersecurity, APIs, databases, and high-volume data pipelines.
He brings experience working on HR-tech products end-to-end, directly solving the technical challenges of turning large volumes of candidate and job data into a functioning recruitment pipeline. At Jobortunity.ai, he worked across the full product stack, including infrastructure, data pipelines, automation systems, and matching systems, building an engine behind the application that connects people with relevant job opportunities.
Building the recruiting engine
On the technology side, Tomas will lead the development of our tech pipeline, including candidate discovery, sourcing, candidate data processing, matching, internal recruiting tools, and the workflows behind them.
Technical evaluation first
On the recruiting side, Tomas will lead searches and technical evaluation of candidates across software engineering, AI, data, cybersecurity, IT, embedded software, and other technical disciplines.
With Tomas joining, we want to use new technologies to change how tech recruiting should operate, at both the client and candidate levels.
More of the repetitive work around sourcing, research, data processing, matching, and candidate management can be handled by software and automation. That gives our technical experts more time to do the work that can never be outsourced to software alone:
conducting deep dives into clients’ products and technology;
preparing well-structured technical interviews;
interviewing candidates;
and evaluating whether candidates’ technical skills are a good match for the engineering challenges our clients need to tackle with a new hire.
More technical depth with much less guesswork
This allows us to make technical evaluation an integral part of every search, helping our clients meet candidates who have already been tested against the role's actual technical requirements, with a clear understanding of their strengths and gaps before investing time in interviews, and make hiring decisions with substantially more technical information than a CV alone can provide. For candidates, it means being evaluated on the engineering work they can actually do, their technical reasoning, and their ability to solve the problems the role demands, rather than being filtered out because their CV just happens to not use all the right keywords.
