How NewJaisa built a sustainability-aligned workforce and cut hiring time by 47% with Testlify

Growing fast in a mission-driven business means the wrong hire costs more than time

NewJaisa is a Bengaluru-based company that refurbishes and resells electronics, making quality devices affordable while reducing e-waste across India. As the company scaled, hiring the wrong people wasn’t just a recruitment problem. It was a mission problem.

NewJaisa was founded on a specific idea: that refurbished electronics, done right, can make technology accessible to more people while keeping devices out of landfills. That mission shapes everything, the products, the partnerships, and the people. As the company grew, so did the pressure to hire at pace without losing sight of that.

The problem with their existing hiring process was that it couldn’t assess either of the things that mattered most. Resumes and phone interviews gave a surface-level read on experience but no reliable way to evaluate whether a candidate had the technical proficiency the role actually required or any understanding of sustainability as a business value, not just a buzzword. Every hiring decision carried the risk of bringing in someone who was technically adequate but fundamentally misaligned with why the company existed.

For a company where mission alignment isn’t a nice-to-have but a core operating principle, that gap in the hiring process wasn’t something they could afford to leave open as headcount grew.

“We needed people who understood what we were building not just candidates who could do the job on paper. Our old process had no way to tell the difference.”

Senior Human Resource Head, NewJaisa

How Testlify was implemented

Custom assessments that tested skills and values, eliminating credentials

NewJaisa worked directly with Testlify’s subject matter experts to design assessments from the ground up for each role. Rather than adapting a generic test library, the team built evaluations that combined technical skill testing, covering the specific competencies each position required, with problem-solving scenarios and questions designed to assess how candidates thought about sustainability in the context of their work.

Automated screening meant the HR team spent far less time manually reviewing applications. By the time a candidate reached a conversation with the hiring team, they had already been evaluated against both the role requirements and NewJaisa’s values, so the team could focus on the candidates who had already demonstrated fit on both dimensions.

The result was a hiring process that reflected what NewJaisa was actually looking for and gave the HR team the confidence to make faster decisions without second-guessing whether a candidate truly understood the mission they were being hired to serve.