Bulk hiring software that interviews everyone, not just a shortlist

For BFSI sales, BPO ramp-ups, retail seasons and plant operators - where applications arrive faster than any team can phone-screen them.

The problem is coordination, not judgement

Volume hiring rarely fails because a team cannot tell a good candidate from a weak one. It fails because four thousand applications arrive, three recruiters have to phone-screen them, and the whole season is spent on the logistics of getting people onto calls. By the time the good candidates reach a hiring manager, most of them have taken another offer.

The usual fix is to screen harder - keyword-filter the CVs, interview the top few per cent, and accept that the rest were never really assessed. That is not a judgement process. It is a rationing process wearing one.

How a bulk campaign runs

• 1

  Publish one link

  Paste the job description; the interview, the rubric and any coding task are built from it. You get a single link to put on a job board, a WhatsApp broadcast, a walk-in QR code or your careers page.

• 2

  Candidates self-serve

  They verify email and phone, upload a CV, and interview when it suits them - which for someone working a current shift is often late at night. No scheduling, no coordinator, no calendar.

• 3

  Everyone is assessed the same way

  Every CV scored against the role, every interview run to the same rubric, every score pointing at the moment that earned it. Integrity signals are recorded and shown to a human rather than acted on automatically.

• 4

  You open a ranked shortlist

  And a funnel that names every drop-off, so you can see whether you are losing people at OTP, at CV upload or at the camera check - and fix the step that is actually leaking.

Where this fits in India

The bulk-hiring shapes we see most are BFSI sales executives, BPO agent ramp-ups for a new client, retail festival staffing, and manufacturing operators hired in seasonal waves. All four share the same two features: the volume is lumpy, and most candidates are more fluent in a regional language than in English. Both are the reason a scheduled, English-only phone screen is the wrong tool.

If you are hiring freshers from campus, that has its own shape - see campus hiring. If you are ramping a contact centre, see BPO hiring.

Common questions

What counts as bulk hiring?

Any role where applications arrive faster than a team can interview them - typically fifty or more hires of the same role. In India the common shapes are BFSI sales executives, BPO agent ramp-ups, retail festival staffing, manufacturing operators and campus intakes.

How many candidates can be interviewed at once?

There is no queue and no scheduling. Candidates interview themselves whenever they choose, so a thousand people can sit an interview on the same evening. Nobody on your team attends any of them.

What does bulk hiring cost per candidate?

CV scoring is 25 credits per CV and a twenty-minute voice interview is 800 credits, where one credit is one rupee. A thousand-applicant campaign that interviews everyone who qualifies comes to roughly three and a half lakh, or about ₹13,500 per shortlisted candidate.

Can candidates answer in their own language?

Yes. Over twenty languages, ten of them Indian. A candidate answers in Marathi or Tamil and the report comes back to you in English, with a CEFR level if the role needs spoken English.

Do we still need to screen CVs first?

Only if you want to. Because interviews cost per minute rather than per recruiter-hour, most customers interview everyone who gets through verification and use the CV score for ranking rather than as a gate.