By Shruti Menon Seeboo
Clinical Psychologist and CEO of HirePulse Mauritius, Sanjana Gobin-Rambhojun, offers a unique and critical perspective on the intersection of mental health and professional performance in the modern workplace. Drawing on her clinical expertise and experience in talent acquisition, she examines how factors like employee burnout, stress culture, and digital fatigue are fundamentally reshaping the professional landscape. Sanjana advocates for a proactive approach to mental well-being, arguing that true productivity and retention stem not just from job fit, but from cultivating an emotionally intelligent work environment. Her insights provide a roadmap for leadership teams looking to transform their approach to talent management from a clinical, psychological viewpoint.
The Architecture of the Right Fit
The foundation of HirePulse was laid not in a business plan, but in the therapy room—in the moments of vulnerability shared by successful professionals. Sanjana describes her motivation for co-founding the firm as a direct response to a recurring issue. “It really started from years of listening, truly listening, to people who were struggling at work,” she shares. “I saw the same story play out over and over: capable, talented individuals who looked ‘successful’ on paper but were quietly burnt out or disconnected.”
This observation led her to a pivotal realisation about where the focus should be. “At some point, I realised we spend so much time trying to fix people when maybe we should start by placing them right,” she notes. By integrating her professional training into the hiring process, she created a model focused on human compatibility. “HirePulse was born out of that — out of a deep belief that good hiring should be human first.”
Psychology Beyond Competence
Sanjana explains that her clinical background is the core operating system for the company. “Every aspect of HirePulse has psychology running through it. We created the WholeFit model, which looks at personality, emotional intelligence, cognitive style, and culture fit, because being the ‘right person’ for a role is about much more than competence.”
The goal is not to judge, but to clarify and empower both parties. “It’s not about labelling anyone. It’s about clarity; giving both sides a better picture of compatibility,” she says, adding that this psychological lens even influences internal operations. “Even in how we operate internally, we talk a lot about emotional safety, boundaries, and communication. So while HirePulse is powered by technology, its foundation is deeply human.”
In her mental-health workshops across Mauritius, the pervasive challenge is emotional exhaustion. “The most common theme is fatigue. Not just being tired, but emotionally drained; from performance pressure, constant connectivity, and comparison. People feel like they can’t afford to pause,” she observes. However, she sees a positive shift in attitudes. “A few years ago, mental health was almost taboo. Now, there’s curiosity, openness, even humour around it… normalising these conversations is the first step towards real change.”
Cultural Wellness and Dignity
The concept she consistently returns to in her sessions is designed to counteract the common cycle of self-criticism. “Self-awareness with compassion. Most people know their flaws and triggers, they just turn that awareness into self-criticism,” she notes. “I try to help them turn it into understanding instead.”
Gobin argues that psychology should have a far greater reach within business. “Psychology shouldn’t be confined to therapy rooms, it belongs wherever people gather, work, or make decisions. In the corporate world, understanding behaviour, motivation, and well-being is essential to performance.” She works to dispel a major misconception about employee wellness. “The biggest misconception I still face is that wellness is a one-off activity; a yoga class or an awareness day. But true well-being is cultural. It’s built daily, through leadership, communication, and trust.” For her, mental health is not a compliance issue. “My role is to help organisations see that mental health isn’t a cost, it’s an investment in their people.”
Sustaining the Architect
When asked about managing the intensity of juggling a clinical practice and a tech-based CEO role, she emphasises self-compassion, using her own life to model the advice she gives others. “Some days I don’t! But I’ve learnt that protecting my energy is not optional. I take small pauses; walks, quiet mornings, boundaries around my time. I’ve also learnt to rest without guilt,” she reveals. Her most critical rule for sustained performance is remarkably simple: “Don’t wait until you’re falling apart to rest.”
Looking ahead, HirePulse is committed to expanding its vision. “We’re growing from a recruitment solution into a people-intelligence ecosystem – a place where companies can understand, hire, and support their people holistically,” she explains. Ultimately, the company aims to be a vital link between psychological insight and corporate strategy. “Over time, I want HirePulse to become a bridge; connecting human potential to organisational purpose. Because when people fit right, everything else including performance, engagement, retention naturally follows.”
