In periods of rapid expansion, small teams often face intense pressure to hire quickly. With limited personnel to manage applications, interviews often begin stretching late into the day, communication slows, and candidates become frustrated. What were once manageable gaps in the process soon become impossible to ignore. RedyHire was created to step into that gap to make hiring faster, fairer, and more predictable.

The idea emerged when the founder, Aditya Kapoor, while building a new product line at Swiggy, experienced firsthand the costs of slow recruitment, which overwhelmed HR teams, engineering leads split between delivery and interviews, and declining candidate engagement. Joining him in shaping this mission, co-founder Anu Smita brought strong frontline HR experience, helping define the operational clarity needed to solve hiring at scale.

The engineering-led, customer-driven approach at RedyHire has always followed one principle, which is to build only what removes friction. This practical philosophy is reflected across its core modules ResuMate for rapid and accurate shortlisting, SkillLens for validating real on-the-job skills, SecureSight for proctoring and identity assurance, and AIInterview, powered by our AI interviewer Nirmala, which helps preserve senior interviewer bandwidth.

Each module is designed to evaluate genuine ability rather than rely on surface-level CV signals. As Aditya Kapoor, Founder & CEO of RedyHire puts it, “If it doesn’t reduce friction or save time, we don’t build it”.

Solving Hiring Complexity with Intelligence
Scaling an AI hiring platform required solving technical, ethical, and workflow challenges simultaneously. Candidate fraud and AI-assisted
cheating demanded robust identity verification and proctoring; scarce interviewer bandwidth meant assessments had to be predictive and precise; and fractured toolchains forced duplicate effort and lost context.

RedyHire rejected the conventional product structure in favor of small cross-functional engineering pods working directly with customers and hiring managers. This allowed for rapid iteration on assessment design, proctoring heuristics, and integration points sans heavy documentation cycles.

The result is a single continuous hiring flow, shortlisting to verification, where assessment outcomes feed interview prompts, interviewer notes enrich candidate profiles, and hiring decisions get surfaced with contextual insight. Integrations with ATS and calendar systems are treated as first-class pieces of the experience, so data and actions move naturally rather than via spreadsheets.

RedyHire delivers what others can’t — intelligence engineered into every step, elevating talent acquisition into a decisive strategic advantage

Measurable Impact at Enterprise Scale
RedyHire’s impact is reflected in measurable outcomes. A major customer filled 200 prompt engineer roles in just 1.5 months with a three-person hiring team, supported by automated screening and more than 10,000 SkillLens assessments, while SecureSight maintained assessment integrity throughout. Another enterprise hiring niche technical roles now sees 70 percent fewer L1 loops and nearly 40 percent faster time-to-hire, allowing senior engineers to focus only on validated candidates.

These results highlight its dual advantage of speed and quality without added complexity. The roadmap remains customer-led, with several advanced capabilities in private testing, including deeper role modelling, predictive interviewer recommendations, and enhanced enterprise compliance controls. As one customer noted, “A three-member team delivered what normally needs twenty-five”.