Results at a glance
- 3 engineering roles closed
- ₹13,800 total recruitment spend
- ₹4,600 average cost per role
- One role closed in just four days
- No long-term recruitment platform subscription
- No percentage-based agency fee
About CostPilot CostPilot, developed by Insignite Technologies, helps organisations understand and optimise the operational cost of their AI systems.
As companies move AI applications and autonomous agents into production, they need better visibility into model usage, token consumption and the cost of individual AI workflows. CostPilot gives engineering and business teams the information they need to identify unnecessary expenditure, improve the efficiency of AI workloads and make informed decisions about models and infrastructure.
Building a product in this category requires engineers who understand modern software development as well as the rapidly changing AI ecosystem. For CostPilot, finding candidates with the right combination of technical ability, practical experience and startup readiness was essential.
The hiring challenge CostPilot needed to add three engineers to its product team.
Like many growing technology companies, it faced a difficult recruitment trade-off. Conventional job platforms could generate applications, but the team would still need to review large numbers of resumes to find genuinely relevant candidates. Recruitment agencies could provide more support, but their percentage-based fees would substantially increase the cost of every hire.
A large annual recruitment-software subscription was also difficult to justify for a company hiring selectively rather than continuously.
CostPilot needed a hiring model that could:
Why CostPilot chose Huzzl.ai Huzzl.ai is an agentic AI recruitment platform built around candidate relevance.
Instead of relying only on job titles and keyword matches, Huzzl’s agents interpret the requirements behind a role and evaluate candidates against factors such as skills, relevant experience, seniority, project exposure and role alignment.
For CostPilot, this meant the recruitment process could begin with a structured understanding of each engineering position—not simply a job description uploaded to another portal.
Huzzl’s pay-per-use model was equally important. CostPilot could use the recruitment capabilities it needed for each role without purchasing a large annual licence or committing to a traditional recruitment-agency fee.
How Huzzl supported the hiring process 1. Understanding each engineering requirement
Huzzl first converted the job description and hiring-team expectations into structured evaluation criteria.
Mandatory capabilities were separated from preferred skills, while factors such as relevant experience, availability, compensation expectations and location could be considered alongside technical fit.
This gave CostPilot and Huzzl a shared definition of what a relevant candidate should look like before sourcing began.
2. Sourcing beyond inbound applications
Huzzl’s agents searched for candidates aligned with the requirements of each role rather than waiting only for applications.
This helped CostPilot access a broader talent pool while reducing the manual effort normally required to search profiles individually.
3. Evaluating relevance
Candidate profiles were evaluated against the role’s actual requirements.
The goal was not to produce the largest possible resume pipeline. It was to surface a smaller group of candidates with clear evidence of relevance, enabling the CostPilot team to spend its time on people who were more likely to succeed in the role.
4. Supporting screening and coordination
Huzzl helped move shortlisted candidates through the next stages of the process, including initial screening and interview coordination.
Human decision-making remained central. CostPilot’s team retained control over interviews, technical judgement and final selection, while Huzzl handled much of the repetitive work surrounding those decisions.
5. Operating on a pay-per-use basis
CostPilot paid for the recruitment activity it consumed instead of purchasing a large subscription or paying a percentage of each candidate’s annual salary.
This was particularly well suited to a growing company whose hiring needs were important but not constant throughout the year.
The outcome CostPilot successfully closed three engineering roles with a total recruitment spend of ₹13,800—an average of ₹4,600 per role.
One of the positions was closed in just four days, demonstrating how quickly a focused, relevance-led recruitment process can move when sourcing, evaluation and coordination work together.
The outcome is significant because it challenges the assumption that effective technology hiring must involve either expensive recruitment agencies or large recruitment-platform commitments.
CostPilot was able to build its engineering team while retaining control over both candidate quality and recruitment expenditure.
“Huzzl helped us close a role in just four days. What stood out was the ability to move quickly without committing to an expensive recruitment subscription or conventional agency fee.” — **Naveen Kumar, Founder, Insignite **
Why the model worked The engagement succeeded because the commercial model reflected the way CostPilot actually hires.
CostPilot did not need a recruitment system priced for hundreds of vacancies or an outsourced agency charging a percentage of annual compensation. It needed focused support for a small number of important engineering roles.
Huzzl combined agentic sourcing and candidate evaluation with a transactional pricing model. The company paid for recruitment outcomes and activities when it needed them, while avoiding fixed costs during periods when it was not hiring.
| Traditional approach | Huzzl approach |
|---|---|
| Annual platform commitment | Pay-per-use recruitment |
| Large applicant volumes | Relevance-ranked candidates |
| Manual resume review | AI-assisted candidate evaluation |
| Percentage-based agency fee | Transparent per-role expenditure |
| Recruiter-dependent sourcing | Agents working continuously |
| Tools spread across the workflow | One coordinated hiring process |
A shared philosophy of cost efficiency There is a natural alignment between CostPilot and Huzzl.
CostPilot helps companies obtain better visibility and control over the cost of running AI. Huzzl applies a similar principle to recruitment: use intelligent automation to reduce unnecessary work and make the cost of every hiring activity more transparent.
Both products are based on the idea that AI should not merely add another software subscription. It should make an existing business process measurably more efficient.
For CostPilot, that principle translated into three completed engineering hires at an average recruitment cost of ₹4,600 per role.
About CostPilot CostPilot is an AI cost intelligence and optimisation product from Insignite Technologies. It helps organisations understand how AI workloads consume resources, identify opportunities to reduce expenditure and operate AI applications with greater financial visibility.
About Huzzl.ai Huzzl.ai is agentic AI recruitment software designed to help companies make better hires. Its agents interpret roles, source candidates, evaluate relevance and support the recruitment process from initial search through interviews and offer.
Unlike recruitment platforms built around large subscriptions, Huzzl supports a pay-per-use approach that allows companies to activate recruitment capabilities when they need them.
Need to build an engineering team without committing to an expensive recruitment stack?
Learn more about Huzzl.ai or explore its pay-per-role recruitment model.