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.
Interns and Entry-level Roles
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 at 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 of Springworks
The Solution: Scaling culture-fit hiring with AI
The Springworks HR team has been using Goodfit since May to streamline hiring and make culture-fit evaluation more scalable. Here’s how it helped them:
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.
“Earlier we had to review every assignment, get on screening calls, and then coordinate two more panel rounds. Now the AI handles that first layer for us. The portal instantly shows whether a candidate is a good fit or not, and we can directly schedule the final interview the next day,” says Bhargavi.
This automation helped Springworks replace multiple interview rounds with a single streamlined process, saving hours of repetitive work and speeding up hiring without compromising on quality.
Instant (People with high scores directly move to next stage)
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.
“I’ve given many interviews and most used to take days, if not weeks. But with Springworks, everything was finalized pretty quickly, and I was intrigued by how the AI interviewer asked me really relevant questions about my experience for the role. The conversation almost felt natural, like talking to a real recruiter”
Janhavi Nagarhalli
Product Marketing Manager at Springworks
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.
“I sent invites to 15 colleges and just had to give a quick walkthrough. Most of the placement officers mentioned that the platform is very easy to use” says Bhargavi
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.
“Earlier, only one out of ten candidates truly met our expectations. With Goodfit, we consistently find high-quality candidates, and even after hiring, we haven’t faced any performance issues,”
Bhargavi Venkatagiri
Talent Acquisition Specialist at Springworks
Results: Higher quality candidates hired in record time
Since adopting Goodfit, Springworks has achieved:
• 13672 interviews conducted
• 1,292 good-fit candidates identified
• 158 days of hiring time saved
• Over 80% reduction in turnaround time
• Significant improvement in hire quality
“Since implementing Goodfit, the biggest impact has been time saved. We’ve completely eliminated multiple interview rounds for entry-level roles and scaled hiring with just one talent acquisition specialist. Hiring that once took hours of coordination now happens seamlessly.”
Kartik Mandaville
CEO and Co-founder of Springworks
