naukri.com

February 6, 2026

What Naukri.com is and why it matters in India’s hiring market

Naukri.com is one of India’s longest-running and biggest online job portals. It’s part of Info Edge (India) Ltd., the company behind the recruitment platform and related products. In practical terms, Naukri sits in the middle of a huge chunk of the Indian hiring pipeline: employers publish roles, candidates apply, and recruiters search databases and manage responses at scale. It has also expanded beyond “just listings” into a broader ecosystem that tries to cover job search, candidate visibility, recruiter tooling, and employer branding.

If you’re job hunting in India, chances are you’ll end up using it at some stage, even if you also apply on LinkedIn, company career pages, or niche portals. If you’re hiring in India, it’s hard to ignore because of its reach and the tooling designed for recruiters.

How Naukri works for job seekers

At the center of the job-seeker experience is the profile and resume. Naukri pushes you to build a complete profile because that’s what recruiters actually search against, not just your uploaded PDF. A typical flow looks like this:

• Create a profile with role titles, skills, experience, salary expectations, and preferred locations.
• Upload a resume (usually PDF or DOC/DOCX).
• Search roles by keyword, location, experience, salary, company, industry, and freshness.
• Set job alerts so you’re not manually checking every day.
• Apply and track what you applied to.

The mobile app leans heavily into keeping candidates active: job search, application tracking, recruiter activity signals, and career content. The app listings also mention extra features like salary insights, curated content/news, and an AI resume maker/profile enhancement services. Whether you love those extras or ignore them, they’re part of the product direction: keep candidates engaged and help them present better.

What actually improves outcomes on Naukri

Small profile choices can change how often you appear in recruiter searches:

• Use a realistic and searchable title (for example, “Backend Developer (Java, Spring)” rather than something vague).
• Put core skills in the dedicated skills section, not buried inside a paragraph.
• Keep employment dates and notice period accurate. Recruiters filter aggressively.
• Tailor your resume for the role family you want. If you’re switching domains, clarify that transition fast (summary + projects + skills).

Also, be careful with “spray and pray” applying. Recruiters can see relevance quickly. A tighter shortlist, with better alignment, often beats 100 random applications.

How Naukri works for recruiters and employers

On the employer side, Naukri is not just “post a job and wait.” It’s a toolkit for sourcing and managing candidates. Two common components are:

1. Job postings: publish roles and receive applications, then filter/organize responses using response management tools.
2. Resume database access (Resdex): search a large pool of resumes and reach out directly. Naukri’s recruiter pages explicitly market resume database access and mention “69 million+ jobseekers” in that context.

This split matters. For many roles, especially mid-to-senior hiring, recruiters don’t wait for applicants. They actively search, shortlist, message, and build pipelines. That’s where database access and recruiter workflow features become valuable.

Employer branding and bulk hiring support also exist as part of the platform’s pitch (often packaged in higher-tier recruiter solutions).

Paid services: what they usually try to solve

Naukri has paid offerings for both sides of the market. For recruiters, it’s straightforward: more reach, better search access, more tools, and more response handling.

For candidates, paid services generally target visibility and presentation: resume writing, profile highlighting, and other “get noticed” products. Naukri’s app store descriptions include “profile enhancement services,” and there’s a well-known “FastForward” brand in this space that people often discuss when debating whether it’s worth paying.

A sensible way to think about paid candidate services is this: they may improve packaging and discoverability, but they won’t replace role fit. If your profile doesn’t match what recruiters filter for (skills, experience, domain, location, notice period), payment can’t manufacture alignment. On the other hand, if you already match and your profile/resume is messy, polishing can help.

Where Naukri fits in Info Edge’s broader strategy

Naukri is a core part of Info Edge’s identity, and the company describes the “Naukri ecosystem” as evolving from a traditional job search platform into a more comprehensive talent partner. This framing is consistent with what you see in the product: more recruiter tooling, more data-driven features, more content, more upsells around candidate readiness and employer branding.

It also helps explain why Naukri keeps investing in the app experience and in recruiter products. Recruitment is a high-frequency business problem: companies hire continuously, candidates switch jobs continuously, and the platform that stays “default” wins a lot of repeat usage.

Strengths and limits you should plan around

Here’s the honest version.

Strengths

• Big market presence in India, with lots of roles across functions and experience bands.
• Strong recruiter-side tooling and database sourcing model (not just inbound applications).
• Mobile-first features that keep job seekers active and informed.

Limits

• Volume cuts both ways: popular roles attract floods of applicants, and response rates can be low.
• Some listings are reposted or handled by agencies; you need to read carefully and research companies.
• Recruiter behavior is inconsistent. Some are excellent, some are fishing for resumes, some never respond.

So the best strategy is multi-channel: use Naukri seriously, but also apply via company sites, use LinkedIn, and build a targeted shortlist.

Key takeaways

• Naukri.com is a major India-focused job marketplace used by both job seekers and recruiters at scale.
• For recruiters, job postings plus resume database sourcing (Resdex) is a core value proposition, with Naukri marketing access to a very large jobseeker base.
• For candidates, profile completeness and keyword clarity matter a lot because recruiters search and filter heavily.
• Paid services can help with presentation and visibility, but they don’t replace role fit and a credible resume.

FAQ

Is Naukri.com only useful for freshers?

No. It’s used across experience levels. For mid and senior roles, recruiters often rely on database searches and outreach, so a strong profile can matter even more than applying to listings.

How do I increase recruiter calls through Naukri?

Make your title and skills searchable, keep experience and notice period accurate, and refresh your profile when you’ve added new projects or certifications. Also apply selectively to roles that match your keywords and domain.

Is the Naukri app different from the website?

Functionally similar for search and applying, but the app emphasizes tracking, recruiter actions, and ongoing career content. The app listings describe features like salary insights and an AI resume maker/profile enhancements.

Should I pay for Naukri’s paid candidate services?

It depends on your situation. If you’re a strong match for roles but your resume/profile is weak, paid polishing might help. If you’re not matching filters (skills, experience, domain), fix the fundamentals first; payment won’t solve that.

Is Resdex the same as posting a job on Naukri?

Not exactly. Posting a job is inbound (candidates apply). Resdex is outbound sourcing (recruiters search resumes and contact candidates directly). Many hiring teams use both.