Springworks is an HR tech company that helps organizations build better workplaces. Their suite of tools is designed to keep employees engaged, connected, and motivated, whether they are remote, hybrid, or in-office. The company runs multiple fast-growing products like EngageWith and SpringVerify, which means hiring the right talent at the right time is critical for their success. We sat down with Bhargavi Venkatagiri (Talent Acquisition Specialist) and Kartik Mandaville (CEO and Co-founder) to discuss how they used Goodfit to optimize their hiring processes.
The challenge: a manual, time-intensive hiring process
Springworks managed hiring through SpringRecruit, their in-house ATS. While it supported job postings and tracking, most of the candidate evaluation still happened manually.
The team believes in hiring people who show initiative and align deeply with the company's culture, but those qualities were difficult to assess through a few short interviews. Recruiters often struggled to separate high-agency, culture-fit candidates from those who simply performed well in the moment.
With only 2 recruiters (including one outsourced) managing thousands of applicants, every step of the process, from sending assessments to reviewing responses and following up with candidates, required significant manual effort. As hiring demands grew, the process became slow, exhausting, and difficult to scale.
It became clear that the team needed a faster, more reliable way to identify the right candidates without losing focus on culture fit.
"The process earlier was very manual and time-consuming. We had to send assignments to every candidate, review each one, and manage all the follow-ups ourselves. Recruiters often worked late into the night just to keep up. It was a real struggle to manage everything efficiently."
Bhargavi Venkatagiri
Talent Acquisition Specialist, Springworks
Why Springworks chose Goodfit
Springworks needed a way to evaluate both skills and culture fit without adding more steps to the hiring process.
The HR team began exploring external platforms like Keka, Mission Heist, and Fresh Hire. Around that time, their internal leaders introduced them to Goodfit, an AI-powered evaluation platform designed to automate candidate screening.
The leadership team at Springworks chose Goodfit because it delivered the best value for cost and offered the flexibility they needed in an assessment platform.
"Over the years, I've tried several assessment platforms, but most were either too expensive or too static. Their questions stayed the same, and candidates often copied answers. I wanted something more adaptive and real-time. Goodfit offered that flexibility at the right price point, so we decided to try it; and within hours, we saw great results."
Kartik Mandaville
CEO and Co-founder, Springworks
The solution: scaling culture-fit hiring with AI
The Springworks HR team has used Goodfit since May to screen every applicant for skills and culture fit. Here's how it helped:
Automating screening to reduce interview rounds
With Goodfit's AI interview bot, the first screening call is now fully automated. The bot evaluates each candidate's communication skills, role relevance, and overall fit, assigning a score that helps recruiters decide who should move forward.
This let Springworks replace several interview rounds with one AI interview. It saved hours of repeated work and sped up hiring without lowering the bar.
Maintaining quality through AI-driven scoring
Springworks values hiring candidates who show initiative and align with the company culture. To maintain that standard, the HR team uses Goodfit's scoring system to filter and prioritize high-quality applicants.
For intern roles, they set a cutoff score of 7 to 7.5, while for full-time roles, the bar is 8 to 8.5.
This approach helped the team balance precision with flexibility while maintaining consistent hiring quality.
Positive feedback from recent hires
When asked about their hiring experience, many candidates found the Goodfit AI video interviewer intuitive and easy to use and also appreciated the swift response from the HR team.
Streamlining collaboration with colleges
Campus hiring is a key part of Springworks' strategy for hiring operations and support interns. Earlier, recruiters had to manually share spreadsheets and updates with college placement officers after every round.
With Goodfit, colleges can now log in directly as a vendor to view candidate results and track progress in real time.
This made communication with college partners faster and more transparent.
Confidence to scale hiring
As results started showing, the team realized how much time they had saved. Hiring that once took two to three weeks now often finishes in days.
Bhargavi shared an instance where after analyzing best-fit candidates on Goodfit, she spoke to 13 candidates in a day, shortlisted 6 of them and rolled out offer letters; all in just 2 days.
By automating screening, reducing interview rounds, and maintaining consistent quality, the HR team gained confidence to scale their hiring volume across multiple roles.
Results: higher quality candidates hired in record time
Since adopting Goodfit, Springworks has run 13,672 AI interviews, found 1,292 good-fit candidates, saved 158 days of hiring time and cut its hiring turnaround time by more than 80%. The quality of its hires has also gone up a lot.
HR round screening time
Daily interview throughput
