Scaling NuPlay: Running Multi-Role Hiring Drives

Khushi joined NuPlay as its founding HR hire when the company had 17 employees and 17 open positions at once. To avoid delays from candidate or panel availability, she planned hiring drives roughly two weeks in advance, calling in candidates for a full day of back-to-back interview rounds.

She owned the sourcing herself for about half of each drive's pipeline, filtering LinkedIn Recruiter searches first by target companies, then by required skills, then by years of experience. The rest of the pipeline came through agencies, referrals, and the career portal.

During screening calls, she listened for how fluently candidates described their own work: people who had genuinely done something spoke about it readily, while vague or hesitant answers signaled shallower experience. She used this to decide who made it into a drive.

On drive day, she coordinated across roughly 15 interviewers and more than 40 candidate profiles, kept a feedback tracker updated in real time, and briefed the hiring manager before each of his interviews so he understood the candidate's path through the day. When candidates dropped out on short notice, which happened more than once, she re-ranked the remaining attendees by likelihood of closing and resequenced the day to protect her best shots at an offer.

Across one specific drive, 15 candidates she personally sourced entered the process; two ultimately received offers, with the rest filtered out across rounds for skill or panel fit.