Logile is a global product company with engineering, design, and customer-facing teams split across India and the US. Roughly 85% of their hiring in India is technical, spanning backend, frontend, mobile, QA, and customer support engineering, run out of a lean 3-person TA team managing close to 40 open requisitions at any given time. We spoke with Vivek Kumar, Global Manager: People and Culture, and Payal Sahoo, Talent Acquisition Partner, to understand how Goodfit helped them cut through resume volume, standardize technical screening, and hire faster without growing the team.
The challenges
A lean team against high-volume technical hiring
Three people were running recruiting for a fast-growing product company with close to 40 open roles at any given time, most of them technical. Every posting brought a flood of applicants, sometimes hundreds for a single opening. With no way to systematically triage that volume, review time piled up faster than the team could ever hire.
No centralized system for screening
There was no ATS in place, so resumes landed wherever they happened to land: shared drives, folders, inboxes. Because there was no single source of truth, every hiring manager ended up reviewing candidates independently, duplicating work with no visibility into who'd already been looked at.
Unreliable signal from resumes alone
As AI writing tools became mainstream, resumes started arriving looking flawless, hitting every keyword in the job description. But the paper trail stopped reflecting real ability. Logile kept getting burned in live interviews, running full conversations with candidates who looked perfect on paper and fell apart the moment they had to actually demonstrate the skill.
A tool that couldn't keep up with hiring managers
For one-way interviews, Logile relied on Spark Hire, but it had no AI evaluation built in. Every response had to be watched and judged manually, which meant recruiters spent as much time chasing hiring managers for a decision as they did actually screening candidates.
"Every resume that comes through today is essentially AI-generated, so on paper it looks perfect and matches the job description word for word. Last week alone we interviewed a dozen candidates who all looked exactly right, and every single one fell short once we actually spoke to them."
Vivek Kumar
Global Manager: People and Culture, Logile
Why Logile chose Goodfit
Logile came to Goodfit through a referral from SpringVerify, their background verification partner, and started testing it on a handful of fast-moving, multi-seat roles. It didn't take long to stick.
"I didn't need an onboarding call, I just logged in and was up and running in two minutes. Everything about it just works, the features, the interface, all of it. I'm a genuine fan of the product."
Vivek Kumar
Global Manager: People and Culture, Logile
The solution
Resume scoring cut shortlisting time immediately
Logile uploads every incoming resume to Goodfit, which scores each one against the job description on a 10-point scale. Hiring managers instantly know which resumes to skip, which to fast-track, and which sit on the boundary and need a closer look. What used to mean reading through every resume by hand now takes minutes, letting the team process far more candidates without adding a single recruiter.
AI interviews replaced a full round of live screening
Before any live interview, candidates now complete a proctored, one-way AI interview through Goodfit. That single step let Logile remove an entire round from their interview pipeline without losing any signal on candidate quality, cutting 25 to 30% off the time spent on shortlisting and first-round screening.
Violation flags caught AI-assisted cheating
Goodfit's proctoring flags candidates who read from a script or get outside help during their AI interview. That lets Logile's recruiters catch candidates who look strong on paper and score well, but are quietly reading pre-written answers, before a hiring manager ever spends time on them.
Mass hiring at hackathon scale
For a 240-seat fresher hiring drive that pulled in over 500 applications, Logile built a simple proctored written assessment on Goodfit and pushed completions using automated reminders across WhatsApp, email, and calls. Roughly 350–500+ applicants took the assessment, and Logile downloaded the results and shortlisted the top 250 candidates in five minutes.
A near-miss that proved the case on its own
A month before this conversation, Logile paused Goodfit to try shortlisting purely off their new HRMS's built-in AI criteria for four open roles. However, every candidate who made it to the interview fell short, and within weeks the team reopened all four roles and went straight back to Goodfit.
What's next for Logile
Logile is pushing for a direct integration between Goodfit and Rippling, their global HRMS, so candidates can be routed into Goodfit's screening and interview flow without manual resume downloads and re-uploads on either end. The team is also planning a broader internal rollout, including onboarding more hiring managers who've been hesitant to move off familiar processes, and evaluating Goodfit's upcoming AI-assisted coding assessments for technical roles.
