Good at Hiring brings structure, speed, and clarity to recruitment — treating companies and candidates as priorities, not trade-offs.
First qualified profiles on your desk within 2–4 working days of brief sign-off.
You're billed when someone joins. Nothing upfront, no retainer, no surprise invoices.
If a placement doesn't work out within the cover window, we replace — in writing.
No silent rejections. Status updates and a respectful close for everyone in process.
Good at Hiring exists to fix what hiring has normalised — silence, misalignment, and wasted potential. We bring structure, speed, and clarity, while treating both companies and candidates as priorities, not trade-offs.
For companies, every hire is an investment in growth and performance. For candidates, it's livelihood, dignity, and long-term opportunity.
We partner with startups and growing businesses to deliver fast, reliable hiring — while ensuring every candidate experiences clear communication and respect throughout the process.
No false promises. No silence.
Just clarity, communication, and care — for both sides of the table.
We focus on the right fit, not just quick closures — because long-term success depends on alignment from both sides.
To deliver fast, structured, and transparent hiring solutions that align business needs with human needs — ensuring better outcomes for both.
To build a hiring ecosystem where companies grow with the right people, and individuals build careers with dignity, flexibility, and purpose.
From a single senior role to a full hiring quarter — we run mandates the same way: brief, screen, shortlist, close. Clear process, fast cadence, no filler.
We screen profiles and streamline hiring to get results that last. Same care, whether it's one senior hire or a hundred field placements.
First qualified profiles within 2–4 working days. Most mandates close in 14 days, not weeks of waiting.
No placement, no fee. We're paid for outcomes, not effort. Replacement guarantee covers early attrition.
Human screening on top of ATS filtering. Relevance and fit before volume — every shortlist, every time.
Weekly client updates and daily candidate touchpoints. Personalised feedback for everyone interviewed.
We don't chase volume. We don't ignore candidates. We don't rush closures. We don't pick sides. Here's what that looks like in practice.
Sourcing → Screening → Shortlisting → Closure. The same five-step rhythm runs on every mandate — so you always know where things stand.
We sit with the hiring manager to map the role beyond the JD — must-haves, dealbreakers, team chemistry, compensation bands, and the realistic candidate pool.
Active sourcing across our network, talent communities, and select platforms. Every outreach is personalised — no copy-paste blasts that hurt your brand.
ATS shortlist meets human conversation. We assess fit, motivation, and grounded compensation expectations before a profile reaches your inbox.
We coordinate panels, prep candidates, and run a feedback loop on every round — both ways. No silent rejections, no over-promised timelines.
Offer alignment, counter-handling, joining check-ins at day-7, 30, and 60. Replacement guarantee in writing — so your risk is genuinely covered.
"Hiring isn't just a process — it directly impacts lives and business outcomes."
I built Good at Hiring after experiencing the hiring system from the other side — endless applications, no responses, and a process that overlooked people who genuinely wanted to work and grow.
That experience shaped one belief: companies should hire better and faster, and candidates should be treated with the respect they deserve. Everything we do flows from there.
Good at Hiring is built to bring clarity, communication, and accountability into recruitment — so companies hire better, faster, and candidates are treated with the respect they deserve.
Bring us a role — or a hiring plan for the next quarter. We'll come back with a brief, a timeline, and a shortlist worth reading.
Looking for your next role? Register once — we'll come back to you with relevant opportunities and an honest read on fit. No spam, no ghosting.
We're new. Skepticism is fair. Here's how we'd answer the questions a careful hiring lead would put to us on the first call.
Fair question. We don't have a decade of placements to point to — so we put the risk on us instead of you. No fee until a candidate joins, a written replacement guarantee, and weekly written reporting on every mandate.
Founder Pruthvi Fernandes has worked both sides of the table — agency recruiting and as a candidate inside broken processes. The studio exists to fix what she saw.
A standard placement fee, calculated as a percentage of annual CTC + GST, billed only when the candidate joins. No retainer, no upfront fees, and no surprise invoices.
Bulk hiring and RPO engagements are priced separately based on hiring volume and support requirements.
Detailed commercials, timelines, and replacement terms are shared in a formal proposal upon request.
Every placement comes with a replacement guarantee in writing. If a hire leaves or doesn't work out within the cover window, we re-run the mandate at no additional placement fee.
Day-7, day-30, and day-60 check-ins are part of the engagement, so we catch friction early — for you and the candidate.
Built for startups and growing teams of 10–250. We cover product, engineering, GTM, ops, finance, and HR — junior through senior leadership. We also run bulk hiring for retail, BPO, and field roles, and contract staffing where you need flexibility.
If the role is outside our depth, we'll say so on the first call rather than waste your week.
A job board sends applications. An in-house recruiter comes with fixed overhead costs. We sit in the middle — offering a focused, hands-on recruitment partnership with a single point of accountability, tailored to your hiring needs, and humans reviewing every CV before it reaches your inbox.
As a growing recruitment partner, we prioritise quality, responsiveness, and delivery over excessive client volume, allowing us to stay closely involved in every mandate.
Yes — and we treat them as a priority, not a lead. Register once, we keep your profile on file, and reach out when there's something genuinely worth your time. No spam, no blasts, no ghosting after a first call.
Whether it's one senior hire, a quarterly plan, or a volume mandate — start with a brief. We'll come back with a scope, a timeline, and a price. Clear. Structured. Human.