Bajaj Capital is a financial services company with a 61-year history in wealth management, insurance and broking. With more than 120 branches, it hires Relationship Managers, Senior Advisors, finance analysts and technical teams. It makes 50+ hires a month on average, and more in busy periods. We spoke with Alokita Sharma, Senior Manager, Talent Management and Organizational Development, and Priyal from the Talent Acquisition team, about how Goodfit gave every candidate the same first interview and cut the number of interviews managers had to do.
The challenges
Hiring a lot from a small talent pool
Bajaj Capital works in specialized financial advice. Many roles need people who understand life insurance, general insurance, mutual funds and more. Advisors manage client portfolios of very different sizes, from small retail accounts to very wealthy clients.
At the same time, the talent pool itself is limited.
Hiring for many teams in many regions
Bajaj Capital does not hire for one business line. It hires relationship managers for retail and wealthy clients, advisors for very wealthy clients, broker managers, IT staff, and finance and support staff.
Each team needs different skills. Advisors for very wealthy clients need clear spoken English and a strong grasp of financial risk. Support roles need functional and technical skills, and IT roles need strong coding skills.
Hiring also happens in many regions, and candidates in different regions prefer to interview in their own language. That made it hard to screen everyone the same way.
Manual screening for technical roles
Before Goodfit, the first level of screening was largely manual. For technical roles, coding evaluations happened during live interviews.
This meant a lot of interviews. With many regions and business units, keeping track of candidates took a lot of coordination.
The team needed one first-round screen that worked the same way in every region, cut the number of interviews, and helped recruiters and managers agree on candidates.
"We hire a lot of people because attrition is fairly common, and we are in a sector which is highly niche and the talent pool is very limited."
Alokita Sharma
Senior Manager, Talent Management, Bajaj Capital
Why Bajaj Capital chose Goodfit
When Bajaj Capital looked at AI screening tools, the choice came down to how well the tool worked and what it cost. The price was good, but the product made the decision.
What stood out was that the AI asked follow-up questions based on each answer, the way a good interviewer would.
The team also valued how quickly the Goodfit team helped during setup.
"The AI interviews had relevant follow-up questions for each role, and the conversation felt natural. Moreover the platform offered strong value for money, making Goodfit the obvious choice for us."
Alokita Sharma
Senior Manager, Talent Management, Bajaj Capital
The solution
The engineering manager did half the interviews for the same 10 intern hires
Instead of sending every shortlisted resume straight to hiring managers, recruiters now send candidates through the Goodfit AI interview first. The change showed up right away.
The clearest example came from IT intern hiring. Last year the engineering manager did 60 interviews to hire 10 interns. This year, with the same number of applicants, he did 30 interviews, because Goodfit ranked the candidates and showed who to move forward.
Applicants scanned a QR code on LinkedIn and went straight to the AI interview
Another example came from finance hiring.
For an FP&A Analyst role, the team skipped resume submissions and back-and-forth emails. Alokita posted a QR code on LinkedIn that opened the Goodfit AI interview.
There was nothing else to set up. Applicants scanned the code and started the interview.
For support and finance roles, this showed that the AI interview could also be the way people apply, and that serious applicants would take it.
Interviews in the language the candidate speaks best
Bajaj Capital hires in every region it works in, including smaller towns far from head office. In many of these places, speaking the local language well is part of the job.
With Goodfit, candidates take the interview in their own language and the team still gets the scorecard in English. Every candidate gets the same questions, whether or not they interview in English.
Managers watch the recording before they give feedback
Before Goodfit, feedback after a manager round was often just "not a good fit". Now recruiters have the recording and the scored answers for every candidate.
When recruiters and managers discuss a candidate, they can point to a specific answer. Feedback is more specific, and the reason for each rejection is clear.
Less scheduling and chasing
First-round screening no longer needs live calls to be booked. Every recording, transcript and score sits in one place, and people outside recruiting can review interviews on their own.
Recruiters spend less time scheduling and chasing, across many branches and hiring teams.
DODaniel Ortiz
Relationship Manager · AI interview, 16 min
7.7 /10
- Product knowledge8/10
“For a client close to retirement, I would move most of the money into lower-risk funds first.” ▶ 06:48
- Communication8/10
- Understanding client needs7/10
What's next for Bajaj Capital
Next, Bajaj Capital plans to add personality tests to its hiring. The team also wants to use employee referrals and monthly hiring reports by region and role.
