Every applicant arrives
already scored.
A 0–100 match against your job description, the reasoning behind it, and candidates who are interview-ready, not screening-ready. You read shortlists, not stacks.
Free for your first 5 job posts, 25 scored applications, or 6 months — whichever comes first.
What a job board cannot send you.
Every applicant arrives interview-ready — scored, with the reasoning
Not a stack of PDFs in arrival order. Each application carries a 0–100 match score against your job description, plus the sentences explaining how it got there: which requirements are met, which are missing, and what the recruiter should probe in a screen.
Guaranteed delivery. No ATS black hole.
Applications land in an inbox a human opens, and the candidate is told when you shortlist or reject. Silence is what teaches good candidates to stop applying to you — so on Scout, silence is not one of the options.
An instant match count before you post
Type the role, the city and the must-haves, and Scout tells you how many candidates in the pool already clear the bar — before you write a word of the job advert. If the answer is zero, we say zero and you have lost thirty seconds instead of a hiring cycle.
Post any role, anywhere in India
Any function, any city, any seniority. Scout does not gate what you can post — some roles will fill faster than others, and rather than guess on your behalf we show you the number before you write a word. The match count answers for your exact title and location, and it reports the real figure, including zero.
Run the match count first. It tells you the truth for your role.
Free for your first 5 job posts, 25 scored applications, or 6 months — whichever comes first.
No card, no trial countdown. You pay nothing until whichever of these comes first: we have delivered you 25 scored, interview-ready applications; 6 months have passed since your first job post; or you have posted 5 jobs. That last one ends the free offer, not your ability to post — you can keep posting after it, you are just billed like any other tier from there. And a thin pool alone will not end the offer early: it is the post count and the clock that bound it, not how few applications land.
Free forever, not free for now.
- ✓1 active job posting
- ✓25 scored applications per month
- ✓Match score and written reasoning on every applicant
- ✓Verified Employer badge on a business domain
- ✓Instant match count before you post
- ✓Screening questions on every posting
1 active job · 25 scored applications · 1 seat
Post a job free →For a team hiring more than one role at a time.
- ✓10 active job postings
- ✓Unlimited scored applications
- ✓Full match reasoning on every applicant
- ✓Applicant inbox — shortlist, reject, and the candidate is told
- ✓Screening questions, including auto-reject on a yes/no answer
- ✓2 recruiter seats — teammates join automatically by matching your company email domain (no separate invite flow yet)
10 active jobs · Unlimited scored applications · 2 seats
Start on Growth →For in-house talent teams running a pipeline, not a post.
- ✓Unlimited job postings
- ✓Everything in Growth
- ✓Search and CSV export across your own applicants
- ○5 recruiter seats· planned
- ○Saved searches with new-match alerts· planned
- ○Funnel analytics with time-to-hire benchmarks· planned
Unlimited active jobs · Unlimited scored applications · 5 seats
Talk to us about Pro →Interview-ready, not screening-ready
Scout is not a bigger Naukri. It is a much smaller pool that arrives pre-read, already looking like a fit for your exact role instead of just having cleared a keyword filter. Below is the honest version, including the two things a traditional board does that we do not.
| Capability | Scout | Job boards | Why it matters |
|---|---|---|---|
| Applications arrive scored, with written reasoning | ✓ | — | A 0–100 score against your JD and the sentences behind it — what is met, what is missing, what to probe. |
| The candidate is told when you shortlist or reject | ✓ | — | Silence is what teaches good candidates to stop applying. On Scout it is not one of the options. |
| You see how many candidates match before you post | ✓ | — | Including when the answer is zero. Thirty seconds lost instead of a hiring cycle. |
| Only candidates above a quality bar reach you | ✓ | — | A board is paid for volume. We are paid for the pool staying worth reading. |
| Screening questions, with auto-reject on a yes/no answer | ✓ | ✓ | Table stakes. We have it; so do they. |
| Applicant inbox with shortlist, reject and private notes | ✓ | ✓ | Table stakes. |
| Search and export your own applicants | ✓ | ✓ | Your pipeline, your data, on every tier. |
| Search a résumé database of people who never applied to youthey win | — | ✓ | We will not build this. Every candidate is promised, before they share anything, that no employer can search for them and that they appear to a company only after applying to it. That promise is worth more to the pool than the feature is to us. |
| Millions of résumés across every function and citythey win | — | ✓ | A twenty-year-old board has a database we do not. Scout accepts any role in any city, but the pool is younger and deeper in some places than others — so instead of guessing on your behalf, the match count gives you the real number for your exact role before you write a word. |
Search a résumé database of people who never applied to you. We will not build this. Every candidate is promised, before they share anything, that no employer can search for them and that they appear to a company only after applying to it. That promise is worth more to the pool than the feature is to us.
Millions of résumés across every function and city. A twenty-year-old board has a database we do not. Scout accepts any role in any city, but the pool is younger and deeper in some places than others — so instead of guessing on your behalf, the match count gives you the real number for your exact role before you write a word.
What the others charge
Every figure below came from the vendor’s own pricing page on the date shown. Where a price is not published, we say so rather than guess — and that turns out to be the pattern worth noticing.
| Who | What you get | Price | Unit |
|---|---|---|---|
| Naukri | SMB pack — 2 job posts + 60 CV views | ₹2,500 | 30 days, plus GST source |
| Naukri | Hot Vacancy — 1 branded listing | ₹1,650 | 30 days, plus GST source |
| Naukri | Resdex — the résumé database Their biggest revenue line, and the one with no public price. | Not published | contact sales source |
| Recruiter / Recruiter Lite (India) | Not published | contact sales source | |
| Instahyre | Employer plans | Not published | behind a login source |
| Cutshort | Freedom — company of 1–19 | ₹10,000 | per month source |
| Cutshort | Assisted — contingency hiring | 8.33% of CTC | per hire source |
| apna | 3 job credits | ₹1,949 | 30 days (promotional; list ₹2,097) source |
| foundit | 1 job posting | ₹1,000 | 1 month, plus GST source |
| Indeed India | Job posting (free tier) / Sponsored | Free / no rate card | sponsored is pay-per-engagement source |
| Scout | Every plan, including the free one | Published above | no call, cancel any time |
Verified from each vendor’s own pricing page on 21 August 2026. Prices change and most of these are quoted ex-GST. Check the source links before relying on any of them — we would rather you verified than took our word for it. Recruitment agencies in India commonly quote 8.33%–16.67% of annual CTC per hire; that is an industry norm rather than a published rate, and Cutshort’s own 8.33% is the closest thing to a listed one.
Three ways to pay for a hire
A recruitment agency
Commonly 8.33%–16.67% of annual CTC — one month’s salary is the usual anchor. On a ₹25L role that is a mid-five-figure fee for one placement, and you pay it again for the next one.
Scout charges the same whether you hire nobody or five people.
A job board
The self-serve packs are affordable and small — a Naukri SMB pack is ₹2,500 for 30 days. The products that actually find candidates for you, like Resdex and LinkedIn Recruiter, have no public price at all: you talk to a salesperson, and you budget for a procurement cycle as well as a fee.
Every Scout price is on this page. No call, no contract, cancel from settings.
Scout
And free until we have actually delivered you scored applications — so if the pool is too thin for your role, you find out without having paid for the privilege.
We are not claiming to be cheaper than every option for every hire. An agency that fills a hard senior role in three weeks can be worth every rupee. The claim is narrower: for any role you post here, you can find out what Scout is worth to you before you are asked for anything.
The Verified Employer badge
What it means
The account was opened from a company email domain, and postings from it go live without manual review.
What it does not mean
It is not a background check on the company, and it is not a guarantee about the role or the pay.
How to get it
Sign up with your work email. Gmail and other free-mail addresses are welcome too — the first posting is read by a human before it goes live, and the badge is not shown.
Common questions
What does it cost to post a job?
Nothing to start. Free for your first 5 job posts, 25 scored applications, or 6 months — whichever comes first. That is a one-time launch offer: it ends the first time any one of those three conditions trips, not a number that resets. Once it ends, Starter stays free forever, but under a different, ongoing rule — 1 active job and up to 25 scored applications every month, refreshing on each billing cycle for as long as you stay on Starter.
How many candidates are actually in the pool?
Run the match count before you post — it answers for your exact role, city and must-haves, in seconds, before you write the job description. We would rather show you a small number than describe a large one.
Do candidates know their profile is shown to me?
Yes, and only candidates who explicitly consented are ever surfaced. Consent is purpose-specific and can be withdrawn, and a withdrawal takes effect immediately — a withdrawn profile disappears from your inbox even if you had already seen it.
What happens when I reject someone?
They are told. That is the point of the product for the other side of the market, and it is not optional — an employer who wants silence is better served by a job board.
Post one role. Read the scores.
Free for your first 5 job posts, 25 scored applications, or 6 months — whichever comes first.
No card · 25 scored applications a month on the free tier