How Enterpret Uses Weekday to Hire for Niche AI Roles in 2026

When a company is building AI-rich products and competes for rare talent, hiring is more than headcount.

This was the case for Enterpret, a Series A AI-native feedback intelligence platform powering customer centricity for companies such as Canva, Notion, and Figma. With a team of around 45 engineers, product designers, and go-to-market professionals, Enterpret hires niche roles every month, often in AI, applied research, and hybrid technical positions. Traditional hiring tools and methods were not designed for this level of specificity.

To navigate this challenge, Enterpret partnered with Weekday, first as a self-serve recruiter tool customer and later as a managed outbound service user. What follows in a conversation between Amit Singh (Founder, Weekday) and Adarsh (Head of Talent & People Ops at Enterpret), is how Weekday helped them build a repeatable, data-driven hiring system.

What kind of talent does Enterpret hire and what made their hiring unique?

Adarsh, Head of Talent and People Ops, explains that Enterpret’s hiring is intentionally selective.

“We are not a mass hiring company by choice. We wanted to be very specific with respect to talent density.”

Enterpret fills core engineering roles such as backend, frontend, and full stack development, but more often hires for specialized roles, such as:

• Applied AI Researchers
• LLM Operations engineers
• Hybrid Solution Architects
• Customer-facing technical roles with product mindset

These are not roles that appear frequently on job boards or large recruiters.

At the time of the interview, the team was approximately:

• 35 engineers, product, and design professionals
• 10 sales and marketing hires

Typical hiring velocity at Enterpret is 3 to 4 hires per month — all highly specific.

This level of specificity required a different hiring approach.

How did Enterpret discover Weekday?

Amit asked Adarsh about how Weekday first came onto his radar:

“We were doing a lot of niche hiring at Cred, my past company and discussions were happening internally about tools that could help.”

Weekday first reached out via outbound outreach, and Adarsh’s team decided to explore it because traditional platforms were not uncovering the talent patterns they needed.

The feature that initially stood out was Weekday’s ability to map talent pools at scale and surface patterns that are invisible to typical resume searches. Instead of generic candidate lists, Weekday exposed structured information about where talent clusters, seniority trends, and mobility patterns across companies.

This quality focus was something Enterpret found immediately relevant.

What was the hiring workflow like before Weekday?

Before Weekday, Adarsh described how hiring teams would build an internal definition of a “good hire” by studying previous successful hires, and attempt to map that into the market manually.

They would:

1. Review their top 10 performers
2. Define an archetype with engineering leadership
3. Search on LinkedIn using Boolean or keyword logic
4. Build large spreadsheets of candidates
5. Map trends manually (e.g., tenure, promotions, college, prior companies)

But this process was labor-intensive and lacked structure. It was easy to get lost in noise and hard to scale.

“Every resume looks the same at a certain engineering level. It’s not easy to read through the lines all the time.”

There was no automated way to identify where the strongest talent was coming from, whether certain companies produced high performers, and when it made sense to change sourcing strategy.

How did Weekday change the way Enterpret defines talent patterns?

With Weekday, this changed fundamentally.

Weekday’s talent optics allowed Enterpret to:

• Identify clusters of high-performance engineers by company and tenure
• Spot patterns such as rapid internal promotion (an indicator of performance)
• Slice by college, domain, and company history to define archetypes
• Search for engineers who matched more than just job titles

Adarsh describes this as making hiring outcome-focused rather than keyword-focused:

“Instead of searching ‘backend engineer,’ we started by identifying where top engineers worked, their patterns, and then built a talent pool around that.”

This approach leverages Weekday not just as a sourcing tool but as a talent discovery engine that supports proactive hiring.

What parts of Weekday’s product resonated most with Enterpret?

When Amit asked which aspects of Weekday stood out, Adarsh highlighted two clear product strengths:

1. High-Quality Candidate Filtration

Weekday’s filters allowed Enterpret to go beyond Boolean keyword searches and dive deep into candidate attributes such as:

• Tenure and promotion history
• Company patterns (e.g., where excellence is clustered)
• College background (e.g., targeting engineers with specific pedigrees like IIT Bombay)
• Domain specificity (e.g., AI startups vs. legacy tech companies)

“You can go slice the quality of talent deeper. For example, I can immediately spot high quality candidates who have shown performance patterns over time.”

This level of precision is difficult with generic tools or manual searches.

2. Pattern Recognition and Talent Landscape Visibility

Enterpret also valued Weekday’s ability to expose talent population dynamics.

If a company is considering hiring in Bangalore, Weekday provides insights into:

• How large the relevant talent pool is
• Whether diversity goals are attainable locally
• What compensation benchmarks look like
• Where talent is trending geographically or by domain

This helped Enterpret make data-backed hiring decisions early, rather than relying on gut or Excel spreadsheets.

How did Enterpret use outbound and managed services?

While Weekday’s self-serve recruiter tool was valuable, Enterpret also experimented with Weekday’s managed outbound model, especially for roles that were hard to fill through internal channels.

One example was a Solution Architect role — a hybrid position requiring both technical depth and customer engagement skills.

Adarsh used Weekday to:

• Map the talent landscape for Solution Architects
• Identify where these professionals were concentrated
• Understand the breakdown between product and service company backgrounds
• Estimate notice periods (often around 2 months for these roles)

This level of market insight helped align expectations with stakeholders and plan timelines realistically.

What was the impact on outreach and follow-ups?

Weekday’s multi-channel outreach — including email, WhatsApp, and follow-up nudges — significantly improved engagement.

Adarsh pointed out that people often respond more to follow-ups than first messages:

“Data says that people respond to your follow-up more than your first message.”

Consistent follow-ups are hard to manage manually, especially at scale. Weekday’s platform — backed by automated outreach and structured nudges — improved the rate of meaningful conversations.

How Weekday's Resume Screener Complements Enterpret’s Hiring Framework

As part of this structured screening approach, Weekday’s Resume Screener became an operative tool.

Resume Screener goes beyond keyword matching. Instead, it uses AI to understand resume content in context, ranking candidates based on relevance to the job description.

This matched Enterpret’s articulation that resumes at similar levels can look the same and hard to interpret manually.

Where manual screening required piecing together patterns one resume at a time, Resume Screener helps accelerate prioritization by:

• Ranking candidate relevance based on job-aligned skills
• Highlighting patterns that matter to Enterpret’s frameworks
• Allowing recruiters to focus first on high-relevance profiles

Adarsh described how structured screening frameworks, often built collaboratively with engineering leaders, guided candidate evaluation. Resume Screener supports exactly that by amplifying their screening logic with AI, reducing manual filtering effort and ensuring higher-quality engagement early in the funnel.

What would Enterpret miss if Weekday disappeared?

Amit asked a revealing question: “If Weekday disappeared tomorrow, what would you miss the most?”

Adarsh’s response highlighted two key areas:

1. Talent Landscape Visibility
   Without Weekday, his team would revert to manual LinkedIn research and spreadsheets to understand where talent was and what patterns existed.
2. Outbound Consistency
   Losing structured follow-ups and multi-channel outreach would mean more manual outreach efforts, slower response cycles, and reduced efficiency.

For a hiring leader building strategic functions, these are not trivial losses.

Who benefits most from Weekday?

In Adarsh’s view, Weekday is especially valuable for:

• Zero to one team builders
• Companies hiring niche roles that don’t show up easily on job boards
• Teams where each hire significantly impacts product velocity and culture
• Companies that want early visibility into talent patterns and market trends

“Whenever you want to hire a niche position or a specific archetype, that’s where Weekday’s strength comes in.”

He also emphasised that Weekday rewards capability, teams that invest time in defining frameworks and use the product thoughtfully extract the highest value.

Closing Thoughts

At the end of the conversation, Adarsh reflected on broader hiring philosophy and the team he hires for:

“Humility and a growth mindset are core values for us. When we hire, that becomes our most important criteria.”

He also spoke to Weekday’s culture of partnership and problem-solving.

For founders and hiring leaders reading this case study, the lesson is clear:

Hiring for highly specific roles requires more than a job board or a recruiter. It requires structured intelligence, multi-angle search, and outreach that matches where candidates are.

Weekday delivered this combination to Enterpret, improving efficiency, precision, and strategic insight — and laid the groundwork for a repeatable, data-informed hiring system.

When hiring is a competitive advantage, Weekday becomes a core part of the stack.