Instahyre is an advanced hiring platform based on artificial intelligence, enabling recruiters to hire top talent effortlessly. Instead of having to waste hours on applying filters to search for the right candidates and then checking if they are interested, Instahyre provides the recruiter with a curated list of candidates ready for hire from our premium database. This enables the recruiter to spend more time on providing a top candidate experience, while Instahyre does the heavy lifting of providing quality profiles. If you are looking for jobs, Instahyre connects you with curated opportunities based on your profile. No fake jobs, no mass emails, and no spamming unlike other platforms. Trusted by 10,000+ companies including Google, Amazon, Flipkart, Microsoft, Uber, Walmart, Swiggy, and more! Sign up now at https://www.instahyre.com
2
Open roles tracked
1
Posted last 7 days
2
Posted last 30 days
Open roles at this company sorted by AI match score — skills, experience, and company fit when you are signed in. Guests browse the same roles on the public job board.
Want match scores and deeper insight? Create a free candidate profile
What employees say
+ Collaboration, good platform, work life balance, compensation
− Leadership doesn’t appreciate the right talent at times. Doesn’t spend on marketing hence not many customers would know of the platform
Recent Glassdoor reviews · 77 total
Pros: Collaboration, good platform, work life balance, compensation
Cons: Leadership doesn’t appreciate the right talent at times. Doesn’t spend on marketing hence not many customers would know of the platform
View on GlassdoorPros: Good Best Team Helping leads
Cons: Manager Some rude groups Salary
View on GlassdoorPros: Pay good money Thats it
Cons: Toxic Work environment Unrealistic environment
View on GlassdoorPros: - Strong product with good brand recognition - Many capable and helpful colleagues - Nice office - Reasonable work hours - Supportive management - Good engineering processes - Competitive salary and esops
Cons: There are some extremely toxic individuals in the Noida office. This is a known issue and needs more proactive action from leadership to address and clean up.
View on GlassdoorPros: * Salary is paid on time. * Some colleagues are good and helpful. * The product has recognition in the hiring space.
Cons: My concern is not that the company expects accountability or wants better business outcomes. Every company wants fewer bugs, better execution, and stronger results. The issue is that some current policies and management practices are creating the opposite effect. The biggest problem is the unfair and inconsistent work policy. Some employees work remotely, some work hybrid, and some are required to come to office five days a week. The criteria for this difference is not clear, and from an employee’s perspective it feels random and unfair. It has been around a year since some of us were moved to office. This concern has been raised multiple times, but there has been no meaningful change. Collaboration is often used as the reason for office attendance, but key stakeholders such as PMs are not consistently present in office. Developers are expected to come daily, while the people they need to collaborate with may still be remote or hybrid. This defeats the purpose of forced office attendance. There is also very limited flexibility even during genuine emergencies or reasonable personal situations. If daily office attendance is required, there should also be practical flexibility for health, emergencies, high AQI situations, festivals, and other genuine cases. Another major issue is unnecessary urgency. Leadership may want fewer bugs and better business impact, which is understandable. But poor planning and artificial urgency from middle management create rushed work, unclear context, pressure on developers, and eventually more bugs. Engineering culture also needs improvement. There are legacy codebase issues, tightly coupled areas, limited testing, and a lot of bug-fixing work. These issues cannot be solved only by increasing pressure on developers. They require better planning, better requirements, stronger technical direction, and realistic timelines. The current culture feels too focused on attendance, visibility, follow-ups, and whether employees are “aligned.” Good engineering needs ownership, trust, clarity, and calm execution. Job security does not feel strong. If someone questions unfair policies or pushes back on unrealistic expectations, it can quickly feel like an alignment or performance issue. I genuinely want the company to do well, but these policies seem harmful for long-term business. Low morale leads to attrition. Attrition creates knowledge gaps. Knowledge gaps create delays, rushed work, and more bugs.
View on GlassdoorCompany review data sourced from Glassdoor.
India-scoped Glassdoor interview reports · 42 total · avg difficulty 3.0/5 · 42 questions indexed
Assignmeny given and 1 day deadline. Interview on basis of assignment. Assignment made for making an api and search algorithm. Finishing the 10 word ljmit is difficult . One two three four five six
Sample questions
I applied for the Customer Success Associate role at Instahyre. Immediately after creating my account, I was contacted by a recruiter who asked me to prepare a detailed presentation and demo within 48 hours. I put in significant effort to complete the task, only to be rejected straightaway without any constructive feedback. The whole process left me with the impression that the hiring exercise was not entirely genuine. It seemed more like the assessment material was being used for the company’s benefit rather than to truly evaluate candidates. At the very least, candidates deserve transparency and some level of feedback for the amount of work being requested.
Sample questions
I applied for the Customer Success Associate role at Instahyre. The interview process required creating a curated 20+ slide presentation and a recorded demo, which took substantial time and effort. Despite completing and submitting the assignment as required, my application was rejected without any constructive feedback. What was most frustrating is that it made the process feel unclear and almost fabricated, since even a well-researched, structured presentation was not acknowledged in detail. For a company that promotes smarter hiring, the candidate experience did not reflect the same. Providing feedback, even brief, would go a long way in making the process more transparent and respectful of the effort candidates put in.
Sample questions
Smooth interview process. Although no reviews were given after each round. They wanted to get over with the loop ASAP to close the position. I had rounds with CEO and Director of Engineering.
Sample questions
Interview through a video call with CEO. I had the option to schedule the interview. The interview experience was good. Asked question relevant to the job post. Feedback was good.
Sample questions
Last updated 26 October 2026
Want match scores and deeper company insight? Create a free candidate profile.
Browse all jobs · Companies hiring · Career insights · AI job matching · Naukri vs match scores