Overview

A silent revenue leak disguised as ahiring problem

Dr Lal PathLabs needed to hire at scale across dispersed geographies for 5 distinct roles — each with different skill benchmarks. Their manual screening process was creating a silent revenue leak. Every empty seat in a collection centre meant lost patients, lost tests, and lost revenue. Every single day.

Core Problem

Empty Phlebotomist seats = lost diagnostic revenue per collection centre, per day. The business could not afford slow hiring.

Challenges

1. High-volume, low-signal applications

   Manual filtering consumed recruiter bandwidth with no consistent evaluation standard across interviewers or locations. Every day was a different bar.

   
   

2. Geographic friction killing funnel quality

   Tier 2 and 3 candidates dropped off at in-person screening rounds. The best talent in smaller cities was simply unreachable through existing processes.

   
   

3. Slow time-to-hire directly impacting revenue

   Every day a Phlebotomist seat stayed vacant was a day of lost diagnostic revenue for that collection centre — a direct P&L impact.

   
   

4. No consistent evaluation bar across locations

   Assessment quality varied by recruiter mood, fatigue, and availability — making quality-of-hire unpredictable and impossible to benchmark at scale.

   
   

Solutions

1. Candidate added to job queue

   A check-interest message is triggered automatically the moment a candidate enters the pipeline. Zero recruiter action needed to initiate outreach.

   
   

2. WhatsApp conversational screening

   Candidate opts in and completes a role-specific flow on their own time, from anywhere in India — no travel, no scheduling friction.

   
   

3. Voice AI fallback — the 3-hour rule

   No WhatsApp response within 3 hours? An AI-powered outbound voice call fires automatically. Channel preference never costs you a qualified hire.

   
   

4. Instant pass / fail evaluation

   Responses scored against role-specific criteria defined by Dr Lal PathLabs’ own HR team. Consistent, standardised, and bias-free across every location.

   
   

5. Walk-in scheduling & reminders

   Passed candidates self-schedule their interview slot and receive automated reminders. Zero recruiter coordination required post-screening.

   
   

Before Hunar. AI, every single applicant required manual HR review — a 100% human workload. After deployment, 70% of screening is handled automatically by AI, with HR only touching the pre-qualified top 30%. This frees up significant recruiter time for higher-value work.

Manual screening took 4–7 days per role, varying by recruiter availability and workload. Hunar. AI compresses this to same-day across all five roles — Phlebotomist, TSM, ASM, Lab Tech, and Collection Agent — with zero role-to-role variance.