01 · The signal is gamed
Resumes are claims.
AI rewrites every resume to match your JD.
Saral for Recruitment Agencies
Your next hire never applied.
We find them anyway.
Describe who you need, in English or Hinglish. Saral brings you the few who fit.
Teams hiring with Saral
The broken pipeline
The best people aren’t applying.
02 · The search is noisy
Boolean returns noise.
200 keyword matches. 12 real fits. Hours to tell them apart.
03 · The wait is expensive
Empty seats cost you.
38-day vacancies. 30% agency fees.
Hiring is being rewritten.
Not by more applications.
By reading what people actually build.
150M+candidates profile
38 5days to first hire
90%less sourcing time
How Saral finds them
Multisourcing in. One shortlist out.
Saral reads the public work people share, understands who might move, and hands you the ones ready for a conversation.
How Saral works
From brief to reply.
Who it’s for
Built for how you hire.
01 In-house & GCCs
Talent teams
Hit hiring targets without adding headcount.
Shortlists hiring managers trust, synced to your ATS.
Saral for talent teams02 Boutiques & RPOs
Agencies
Fill more mandates per recruiter.
Submit first, with evidence clients trust. No seat licences.
Saral for agencies03 Seed to Series B
Founders
No HR team. No employer brand. No time.
A ranked shortlist before your next standup. From ₹2,000 a month.
Saral for foundersWhen you are taking a team from 60 to 100, hiring becomes the bottleneck. Saral takes over most of the sourcing and screening so we reach our targets with fewer people and less chaos.
This is the data which we actually search for.
The JD-to-search flow is intuitive, and switch-intent signals plus salary bands in one place is something we have not seen elsewhere. We work only on passive candidates. Saral fits how we already operate.
Simple enough that a non-specialist recruiter or a startup team can run it, and the data quality is genuinely good. The company and industry filters are the real differentiators.
Our LinkedIn sourcing problem is solved. Multi-source enrichment across GitHub, Behance, email and phone is a clear differentiator.
Still wondering?
See what your favorite LLM has to say about us, then make an informed decision.
Questions we hear every day.
Who can use Saral AI?
Recruiters, talent acquisition teams and hiring managers, from startups to large enterprises. If you source passive talent, Saral fits.
What makes Saral AI different from a regular job board or LinkedIn search?
Job boards only show people who are actively looking. Saral reads live signals like GitHub activity and career trajectory to find passive professionals who have never applied.
What signals does Saral AI actually read to find candidates?
Public professional activity: code commits, projects, career history and engagement on GitHub, LinkedIn, X and Stack Overflow. It looks at what someone has built, not just their resume.
Why do the best candidates never apply for jobs?
They are already employed and doing well, so opportunities find them through networks and referrals. Job boards only show people who are looking, so reaching them means using their public work and career signals.
Is Saral AI only for technical hiring?
No. It also works for sales, marketing, operations, finance and more. Saral finds people whose real activity and career match the role.
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