What employers actually get from each. Every detail compared.

What Naukri is

Naukri is India's largest job board and has been since 1997. It is operated by Info Edge, a publicly listed company with a market capitalisation of over Rs 70,000 crore. The platform holds 7.83 crore registered resumes and processes more than 80 lakh job mandates annually from 76,000 corporate clients. In FY26, Naukri's parent company reported its strongest hiring activity growth in three years at 8% year over year.

When you post a role on Naukri, your listing goes live and candidates apply. A standard listing costs Rs 400. A Hot Vacancy (featured listing with better placement) costs Rs 1,650. If you want to proactively search for candidates rather than waiting for applications, you need Resdex, Naukri's resume database product, which starts at Rs 55,000 per quarter for limited access and scales to Rs 3 lakh or more per year for full access with downloads.

Naukri does one thing exceptionally well: distribution. No other platform in India can put your job listing in front of more candidates, faster. If your goal is to generate a large volume of applications, Naukri is the standard.

What happens after Naukri delivers applications

This is where the equation changes. Naukri delivers applications. What it does not deliver is any form of evaluation, screening, or intelligence about those applications.

A typical Naukri posting for an entry-level role in a metro city generates 200 to 500 applications within 5 to 7 days. For popular roles like sales executive, customer support, or BPO agent, that number can reach 800 or more. Every single one of those applications lands in your inbox as a resume. Nothing more.

Your recruiter now has 300 resumes to read. At three minutes per resume for a quick scan, that is 15 hours across two full working days doing nothing except reading. She cannot shortlist based on the resume alone for most fresher roles because every resume looks identical: same degree, same skills section, same project list copied from a template.

She shortlists 50 that seem worth calling. She starts dialling. Of the 50, roughly half will not pick up. A quarter have already accepted another offer or are no longer interested. The ones who do answer get a 10 to 15 minute phone screen. At 15 minutes per call including redials, voicemail, and rescheduling, 50 calls take 12 to 13 hours. That is another day and a half of solid work.

By the end of week two, she has identified 10 to 15 candidates worth putting in front of the hiring manager. The Naukri listing cost Rs 1,650. Her time cost the company Rs 15,000 to Rs 20,000 in salary, plus the opportunity cost of the other five open roles she did not touch while screening this one.

The total real cost of hiring through Naukri is not Rs 1,650. It is Rs 17,000 to Rs 22,000 per role when you account for recruiter time. And it takes two to four weeks.

What Reney does differently

Reney is not a job board. Reney is a recruiter.

You post a job on Reney. Three ways to do it: type the details manually, chat with Reney about the role, or describe it over a voice conversation on the dashboard. Takes two minutes regardless of the method.

Reney sources up to 50 candidates using her own talent database and external channels. Every single resume is screened against your job description. Not keyword matching. Actual requirement evaluation: does the candidate's experience match the role? Does their location work? Do they meet the must-haves you specified? Every candidate is scored and ranked by fit.

You choose 10 candidates to interview, or let Reney recommend the top 10 based on screening scores. Reney conducts a 10 minute voice interview with each one. The interview is adaptive and conversational, conducted in English or Hindi. Questions are tailored to each candidate's resume and your specific job description. Follow-up questions change based on what the candidate says.

Each candidate gets scored from 0 to 100 across multiple dimensions: experience relevance, communication quality, role readiness, and reliability signals. You get a one-line summary, a full word-for-word transcript, and the complete audio and video recording of the interview.

Your shortlist is ready in 72 hours. You open the dashboard, see all candidates ranked, click any name to expand the full details, and decide who to contact. Your recruiter's time spent: zero.

The cost comparison in real terms

The direct price comparison between Naukri and Reney looks like this: Rs 1,650 versus Rs 1,999. A difference of Rs 349. But the actual cost comparison is completely different once you factor in what each delivers and what each requires from your team.

Naukri gives you a listing. For Rs 1,650 you get applications flowing in. For the remaining Rs 17,000 to Rs 22,000 in recruiter time, you get a shortlist of 10 to 15 people, most of whom you have only spoken to on the phone for 10 minutes.

Reney gives you a complete recruitment outcome. For Rs 1,999 you get 50 candidates sourced, every resume screened and ranked, the top 10 voice-interviewed with scores, transcripts, and recordings, all

delivered in 72 hours with zero effort from your team.

If you need additional interviews beyond the 10, each one costs Rs 99. If you need more candidates sourced beyond the 50, each batch of 10 costs Rs 499. Both are available inside the dashboard.

When Naukri is the right choice

If you are a large company with a dedicated talent acquisition team of 10 or more recruiters, an established ATS, and structured screening processes that your team runs efficiently, Naukri's distribution power is valuable. You have the bandwidth to process hundreds of applications. You may need Resdex for proactive outreach to passive candidates who are not actively applying. You post 50 or more jobs simultaneously and your TA team has the capacity to handle the volume. In this scenario, Naukri's ecosystem (Resdex, job slots, branding solutions) makes sense as your primary hiring infrastructure.

When Reney is the right choice

If your company has 50 to 5,000 employees, one to three people handling recruitment, and no dedicated

ATS, Naukri gives you a pile of resumes and leaves you to figure it out. You do not have 20 hours per role to spend on screening. You do not have the luxury of a two to four week timeline when the hiring manager needed someone last week. You want to hear candidates speak before you meet them, not guess from a resume. You need a recruiter, not a listing.

Using Naukri and Reney together

These are not mutually exclusive. Some companies post on Naukri for distribution and use Reney to screen the applicants. You get Naukri's reach plus Reney's evaluation. The applications come through Naukri, and Reney processes them into a ranked, interviewed shortlist. The best of both worlds if your hiring volume justifies the combined spend.