SaaS · Invoicing & business tools · Ahmedabad, India
A team going from 60 to 100 without adding recruiters.
Refrens was scaling fast and every open role landed on the same three people. Saral took over sourcing and first-pass screening so the team could keep its headcount flat.
60 → 100
headcount in one year
3 wks
brief to signed offer
0
recruiters added
The problem
Hiring was the bottleneck. Every manager wanted a shortlist this week, and the small talent team was writing Boolean strings instead of talking to candidates.
Most good engineers in the market were employed and not applying, so job posts brought volume without quality.
How Saral was used
Each role started as a one-line brief in English, written by the hiring manager rather than translated into a search syntax.
Saral ranked the market on proof — shipped work, tenure, stack overlap — and the team reviewed five profiles instead of fifty.
Outreach ran on email and LinkedIn from the same sequence, with Hinglish drafts for candidates who replied in Hindi.
When you are taking a team from 60 to 100, hiring becomes the bottleneck. Saral takes over most of the sourcing and screening so we reach our targets with fewer people and less chaos.
Rushit Pandya
Business Operations & Growth, Refrens
The best talent is Building Right Now. Are you watching?
Describe who you need, in English or Hinglish. Saral brings you the few who fit.