Fewer, better.
Five candidates you'd hire beat fifty you wouldn't.
About
We keep the promises made before the interview.
AgniHire sits in the middle, between companies that need the right people and people who deserve the right company. It's a position of trust, and we take it seriously.
Why we're called AgniHire
At an Indian wedding, the vows are taken around a fire. Agni is the witness, the one presence in the room that makes sure what's promised is meant.
We named the company after that idea, because hiring is a set of promises too. A company promises a candidate a real role and a fair offer. A candidate promises to show up and do the work. And the recruiter in the middle promises both of them that they're hearing the truth.
Most of what goes wrong in hiring happens when one of those promises is quietly broken. We want to be the witness who makes sure they're kept.
Why we started
For eight or nine years I worked as a UI/UX designer. When my company moved to Mumbai, I decided to move on, and I assumed the next job would come easily. It didn't.
For two months my CV kept stalling, often at an applicant tracking system before any person had read it. Where I did get through, the offer was too low or the role was in the wrong city. And where the pay and the role both looked right, I couldn't trust the company. That one hurt the most. A package isn't just a number. You're choosing whether you'll worry on the 1st of every month.
Everyone around me was saying the same thing: jobs are hard to find right now. So I started working on the problem I was living through. I began recruiting as a consultant, with no office and no team, and within a few months I was working with a handful of clients, a hospital among them. From the inside, I saw how often a decision came down to a manager's mood or an internal reference instead of what the candidate could actually do.
AgniHire is my answer to that. Good people should land with companies they can rely on, and companies should see the people who can do the job, with or without a recommendation.
Anshul Shrivastava, Founder
What we believe
Silence is a decision.
Nobody, client or candidate, should wait more than 48 hours to hear from us.
Candidates never pay.
Not now, and not in some "premium plan" later.
Say the hard thing early.
If your band is too low or the notice period you want is unrealistic, you'll hear it from us on day one, not day twenty.
The numbers we hold ourselves to
These are commitments, not boasts. They're in our terms.
- 72 hours
- from our brief to your shortlist
- 3 to 5
- candidates per role, never padding
- 48 hours
- the longest anyone waits to hear from us
- 90 days
- of replacement cover after joining
The people you'll actually talk to
Anshul Shrivastava, Founder
Spent 8 to 9 years as a UI/UX designer. Then his own job search, with ATS rejections, low offers and companies he couldn't trust, showed him what's broken in hiring.
Works with every client himself, from a hospital to growing companies, and makes sure each candidate gets a fair look on merit, not on connections.
[LinkedIn]