In an era where speed, scale, and precision define competitive advantage, recruitment is undergoing a radical transformation. At the forefront of this shift is Anil Agarwal, CEO and Co-founder of InCruiter, whose Interview-as-a-Service platform is challenging the inefficiencies of traditional hiring. From AI-driven screening to automated scheduling and immersive assessments, InCruiter offers enterprises a unified ecosystem designed to cut hiring time by half while ensuring quality and consistency at scale. In this exclusive CIO&Leader interview, Agarwal discusses how technology, automation, and innovation are converging to solve the toughest recruitment challenges across IT, BFSI, and healthcare.
CEO and Co-founder
InCruiter.
CIO&Leader: Interview-as-a-Service is emerging as a disruptive model in HR outsourcing. From a technology perspective, how does InCruiter’s platform ensure scalability and reliability compared to traditional recruitment methods?
Anil Agarwal: InCruiter is built as a full-stack Interview as a Service platform designed to streamline every step of the interview process, from scheduling to evaluation, with enterprise-grade scalability and reliability. Unlike traditional recruitment, where manual coordination often creates delays and inconsistencies, our platform automates interviewer allocation, interview scheduling, and feedback collection. It is powered by an AI technology with auto-scaling, load-balancing, and redundancy protocols, ensuring uninterrupted performance even during peak hiring seasons.
To handle scale, we provide access to 3000+ expert interviewers from 250+ technologies and engineering backgrounds, so companies can instantly ramp up hiring without resource bottlenecks. Real-time monitoring and performance tracking further guarantee consistency, while security frameworks keep data safe at all times. Whether an organization is running 10 interviews or 10,000, InCruiter ensures the same speed, quality, and reliability, helping enterprises in IT, BFSI, and healthcare manage large-scale recruitment with confidence.
CIO&Leader: You claim hiring time can be cut by up to 50%. What role does technology play in driving that efficiency, and how do you measure impact beyond speed?
Anil Agarwal: Hiring time can be cut drastically when each step of the process is powered by AI technology. At InCruiter, we have built modern solutions for every stage to remove the usual bottlenecks. Our AI Phone Screening Software qualifies candidates in minutes, eliminating delays at the first touchpoint. Structured one-way interviews through our AI-driven Video Interview Platform evaluate technical and non-technical skills efficiently. With our Automated Interview Scheduling Tool and built-in ATS, interviews are booked instantly and, if needed, rescheduled without the back-and-forth emails. For virtual interview rounds, a specialized Live Video Interview Platform, equipped with a code compiler and whiteboarding tool, enables deeper assessments in a single environment without juggling between tools. Together, these solutions eliminate manual overhead and help organizations reduce hiring cycles by up to 50%.
But speed alone doesn’t define success. We measure impact through interview-to-offer conversion, quality of hire, candidate experience, and interviewer workload saved. These indicators show that organizations are not just hiring faster but are also improving decision accuracy, reducing fatigue, and delivering a more substantial experience for both recruiters and candidates.
CIO&Leader: Automation is becoming central to hiring. How is InCruiter leveraging AI or intelligent automation to tackle challenges like interviewer fatigue, scheduling conflicts, and no-shows?
Anil Agarwal: At InCruiter, we’ve designed automation to solve the most common hiring pain points. To ease interviewer fatigue, our AI phone screening software reduces the burden on TA teams by automatically filtering large applicant pools. In contrast, our AI interview tool, combined with a built-in coding assessment platform, handles structured tech and non-tech evaluations. This ensures interviewers only engage with qualified candidates, saving their energy for meaningful conversations.
For scheduling conflicts and no-shows, our automated interview scheduling tool with a built-in ATS syncs calendars, sends reminders, and allows instant rescheduling when changes occur. This prevents wasted interviewer hours, reduces drop-offs, and ensures smooth coordination between candidates and panels.
By automating these critical areas, we not only protect interviewer bandwidth but also keep the hiring cycle efficient, consistent, and candidate-friendly.
CIO&Leader: Outsourcing often raises concerns about quality. What technology-driven checks or feedback loops does InCruiter use to maintain consistency and ensure interview quality at scale?
Anil Agarwal: Quality is the biggest concern when companies outsource interviews, and we’ve designed our Interview as a Service platform to address it head-on. InCruiter works with a panel of 3,000+ Expert Interviewers across 250+ technologies, which means every candidate is evaluated by a specialist who understands the role deeply.
We also rely on our specialized Video Interview Software that includes a built-in code compiler and whiteboarding tool. This allows assessments to be conducted in a single, reliable environment, while interviewers record structured notes and feedback in real time to maintain consistency across sessions.
To further strengthen quality, we offer AI Proctoring as a Service that monitors candidate behavior with features like tab-switching alerts, eye-tracking, multi-face detection, and environment scans. These checks keep virtual interviews fair and credible.
By combining expert panels with feedback loops and advanced technology, we ensure interview quality remains consistent and scalable, even in high-volume hiring scenarios.
CIO&Leader: India’s job market is both tech-driven and highly competitive. How does your platform handle the complexities of high-volume hiring in sectors like IT, BFSI, and healthcare while keeping the process seamless?
Anil Agarwal: High-volume hiring isn’t just about processing more candidates; it’s about doing it without losing accuracy or candidate experience. InCruiter solves this through a full-stack Interview Intelligence Ecosystem. Our AI Phone Screening quickly filters large applicant pools, while AI-driven Interviews with built-in coding and communication assessments ensure candidates are judged on fundamental, role-specific skills. The Automated Interview Scheduling System with ATS integration removes coordination delays and reduces no-shows, keeping the process moving even at scale.
What makes scaling possible is our 3,000+ Expert interviewer panel across 250+ skills. This allows enterprises to handle surges in IT, BFSI, or healthcare hiring without needing to hire new internal evaluators. Companies can instantly expand capacity by tapping into our domain specialists, ensuring interviews are both consistent and reliable, no matter how large the volume.
CIO&Leader: Looking ahead, what innovations—be it AI, analytics, or virtual assessment technologies—do you see redefining Interview-as-a-Service and the broader recruitment landscape in the next 3–5 years?
Anil Agarwal: As InCruiter, we see the future of Interview as a Service shaped by three powerful forces: AI automation, predictive analytics, and immersive assessment technologies, all backed by strong market momentum.
The AI in HR market is projected to grow from $2 billion in 2025 to more than $5 billion by 2029, at a steady 19-20% CAGR. Meanwhile, the global AI in recruitment market, which covers everything from sourcing to interviewing, is set to reach $942 million by 2030, expanding at an 8% CAGR.
So what does this mean for the next 3–5 years?
● Conversational AI Interviewers will increasingly manage early screening rounds, delivering unbiased and consistent evaluations at scale.
● Predictive Analytics Dashboards will move from retrospective reporting to forecasting, helping recruiters anticipate quality of hire, retention, and cultural alignment before extending an offer.
● Immersive Virtual Assessments using VR/AR simulations will allow candidates to demonstrate problem-solving and soft skills in lifelike job scenarios rather than standard Q&A formats.
● Enhanced AI proctoring will ensure cheat-proof interviews with features such as eye movement and environment scans to provide secure, cheat-proof interviews.
These innovations are not theoretical; they are already underway. With AI Recruiter screening millions of candidates globally every month, demand for speed, scalability, and reliability is accelerating.
At InCruiter, our focus is to converge these advancements into one unified ecosystem where companies hire faster, smarter, and with deeper insight, without the friction of juggling multiple systems.