Antimetal had just raised its $20M Series A and was ready to turn product momentum into a real go-to-market engine.
The New York company describes itself publicly as "the autonomous system for production." Inside the business, the next stage depended on people. Antimetal was moving from founder-led selling into a broader GTM motion, and the first outbound hires needed to set the bar.
Grant, Head of Operations at Antimetal, was one of the company's first business hires. Recruiting was only one part of his job.
"I'm supporting recruiting, operations, finance, legal - wearing all the hats at this phase of growth." - Grant
Antimetal first brought on Talentpluto for a founding SDR search. The company did not need resume volume. It needed someone who could come from a strong outbound environment, move earlier, learn quickly, and help build the motion from the ground up.
"We brought on Talentpluto when we were looking to make our first go-to-market hire." - Grant
Pluto surfaced Owen, an SDR from Ramp. He was not actively looking, but he had the early-stage pull Antimetal needed. After a 10-minute conversation with Pluto, his profile and context reached Antimetal quickly, and he was introduced to Matt, Antimetal's CEO, within 24 hours.
That first hire proved the model. Pluto was not just matching a title to a job description. It was capturing the story behind the candidate before Grant ever spent time in an interview.
"There's only so much that you can get from quickly looking at a LinkedIn profile or at a resume." - Grant
As Grant reviewed candidates and gave feedback, Pluto learned what Antimetal needed across the company, the team, the bar, and the traits that mattered in a founding GTM hire.
"Pluto formed a really deep understanding of our business and who we needed to bring on next." - Grant
Then came Lucy.
Lucy Flanagan was working in Australia after helping Telnyx kickstart its APAC office. She wanted to move to New York and join an earlier-stage company, but she was outside the obvious local candidate pool. Pluto understood that context and surfaced her to Antimetal as the next outbound hire.
"We were able to find via Pluto one of the best SDR candidates I've ever spoken with. She was working in Australia at the time and looking to move to New York." - Grant
For Antimetal, that was the power of the agentic layer. Pluto could understand both sides of the match, what Grant needed in the company and what a candidate like Lucy was trying to do with her career.
"Pluto was able to surface candidates that really raised the bar for our company, and that I wouldn't have found on my own using traditional sourcing tools." - Grant
Owen became Antimetal's founding SDR. Lucy became SDR number two. Together, they became the founding outbound team.
"I've hired our entire outbound team via Pluto." - Grant
Grant describes those hires as top 1% talent in their fields. They gave Antimetal the foundation to build outbound and grow top of funnel as the company moved deeper into its Series A stage.
"Working with Pluto, we've been able to rapidly build out that team and rapidly grow top of funnel." - Grant
The relationship kept expanding. After Owen and Lucy, Antimetal continued hiring other people through Talentpluto, including a Business Operations hire and additional GTM and Ops work.
The workflow fit the way Grant already worked. He could use Pluto in Slack and in the platform, give feedback, review richer candidate context, and keep hiring moving while carrying the rest of the operations load.
"The process of working with Pluto has been really fast and easy." - Grant
"I was blown away by how much the agent was capable of doing." - Grant
Antimetal did not just fill two SDR seats. It built a founding outbound team through a system that understood the company, represented candidates beyond their resumes, and kept learning as the hiring bar evolved.
Tell Pluto who you're hiring. Build the team that raises the bar.