Our client is a stealth-mode consumer tech startup headquartered in Lewes, Delaware, building the next generation of dating and social platforms. With a vision to create authentic and meaningful online connections, the company is backed by top-tier investors and led by founders with decades of experience scaling global consumer products. To support their AI-driven vision, they are assembling a highly skilled team in Gurgaon, India, focusing on applied AI and computer vision initiatives.

Challenge

The client faced multiple challenges typical of hiring niche AI talent:

• Scarce specialized talent: Very few engineers had hands-on experience in Computer Vision, Generative AI, and deep learning frameworks (PyTorch/TensorFlow).
• Urgent project timelines: The product roadmap required a qualified Applied AI Engineer quickly to contribute to ongoing vision and GenAI projects.
• Competitive hiring market: Startups and MNCs were competing for the same niche AI talent.
• Balancing quality and speed: The client needed a candidate who could hit the ground running while fitting their collaborative, fast-paced culture.

Solution

Since the client was not from India, they were not able to find talent in the Indian Market. Hiringlabs partnered with the client to provide end-to-end recruitment support:

• Specialized Talent Sourcing: Leveraged our AI/ML talent network to identify candidates with hands-on experience in vision and generative AI projects.
• Rigorous Technical Screening: Conducted multi-level assessments, including coding challenges, project evaluations, and problem-solving exercises.
• Agile Hiring Process: Presented pre-screened candidates within weeks, streamlining interviews and feedback cycles to meet tight deadlines.
• AI-Powered Talent Matching: Leveraged our AI-driven platform to identify, screen, and rank top candidates, predict cultural fit, accelerate sourcing, and provide actionable market insights, enabling the client to hire a highly skilled Applied AI Engineer efficiently.
• Market Insights & Advisory: Provided guidance on competitive compensation packages and retention strategies for niche AI talent.

Impact

• Successfully hired a highly skilled Applied AI Engineer (Vision/GenAI) within the client’s tight timeline.
• Enabled the startup to accelerate product development in vision and generative AI initiatives.
• Strengthened the client’s AI team capability, positioning them to tackle complex computer vision challenges.
• Established Hiringlabs as a trusted partner for niche AI talent acquisition, ready to support future growth.

Hiringlabs made the process of hiring a highly specialized Applied AI Engineer seamless and efficient. Their deep understanding of AI talent, rigorous screening, and fast-track approach helped us find the perfect fit for our vision-driven projects. We truly value their expertise and partnership.
– Head of Engineering

 Is your Software Company is scaling up?
Let Hiringlabs be your partner in building high-performing teams—fast, reliable, and tailored to your needs.

Get in touch today: sales@hiringlabs.in

The post Team HBS Supports Stealth-Mode Startup in Recruiting Applied AI Engineer (Vision/GenAI) first appeared on Hiringlabs.

Challenges Faced by the Client

• Specific Skill Set: The client required a CFO with proven expertise in accounting, financial reporting, budgeting, and cost control, ideally with prior exposure to the education sector.
• Cultural Fit: Since the school operates in an international environment, the candidate needed to align with the organization’s global culture and values.
• Time Constraints: The role was critical to maintaining financial continuity, and the client needed the position closed quickly.

Our Approach

HBS adopted a structured and targeted recruitment strategy to ensure precision and speed:

• Collaborated closely with the client to define the exact skill requirements and cultural expectations.
• Leveraged our extensive database and industry network to shortlist candidates with both domain expertise and prior leadership experience.
• Conducted detailed pre-screening and interviews to evaluate technical competency, leadership potential, and cultural alignment.
• Utilized our AI-powered talent matching tool to assess skill compatibility and provide the client with a comprehensive candidate report.

Results

Within 15 days, HBS successfully closed the CFO position, presenting a candidate who not only met the technical and leadership requirements but also resonated with the client’s international culture. This strategic placement ensured smooth financial governance, stronger cost control, and a leadership presence that supported the school’s continued growth in India.

Partnering with HBS was a seamless experience. They quickly understood our requirements and presented highly qualified candidates who matched both our technical and cultural needs. Within just two weeks, we were able to onboard an exceptional CFO for our Mumbai head office. Their professionalism, speed, and industry expertise make HBS a trusted recruitment partner.
– HR Head

 Is your Edtech or School is scaling up?
Let Hiringlabs be your partner in building high-performing teams—fast, reliable, and tailored to your needs.

Get in touch today: sales@hiringlabs.in

The post HBS Assists International Pre-School to Find a CFO in India Head Office, Mumbai first appeared on Hiringlabs.

The infrastructure was ready, the technology was in place, but there was one critical missing piece: a complete workforce to bring the hospital to life.

The Challenge

The hospital leadership approached us with a big ask:

• Hire doctors, nurses, and paramedical staff for round-the-clock clinical care.
• Hire administration, operations, finance, HR, front office, and support teams for seamless non-clinical functions.
• Do it all from scratch, without any pre-existing HR or recruitment setup.
• And most importantly—complete the staffing within weeks, so the hospital could begin operations on schedule.

In short, the hospital needed a partner who could deliver speed, quality, and trust.

Our Approach

At Hiringlabs, we knew this wasn’t just about filling positions—it was about building the foundation of a hospital.

Here’s how we made it happen:

• Dedicated Healthcare Hiring Taskforce – We deployed a specialized team with deep expertise in clinical and non-clinical recruitment.
• End-to-End Coverage – From senior consultants, RMOs, and nursing staff to billing executives, HR, and housekeeping—we handled every single role.
• Rigorous Screening – Every candidate was assessed for skills, cultural fit, and compliance, ensuring they weren’t just qualified, but aligned with the hospital’s mission.
• Agile Execution – With structured processes and constant coordination, we ensured zero delays and smooth onboarding.

The Results

• 100+ positions closed across all divisions.
• Full hospital staffing completed within 17 weeks—right on time for the grand opening.
• Leadership commended the quality of hires, with strong retention in the first 6 months.
• Hiringlabs was appointed as a long-term recruitment partner for future expansion.

Client’s Words

“Hiringlabs was not just a vendor; they became our extended HR arm. Their understanding of the healthcare ecosystem and their speed of execution gave us confidence to launch fully staffed and ready to serve patients from day one.”
– Hospital Director

Why This Matters

For healthcare institutions, people are the true heartbeat. Buildings and machines may set the stage, but it’s the right talent that delivers care, compassion, and trust.

At Hiringlabs, we don’t just hire—we build teams that heal, support, and grow organizations.

Is your hospital or healthcare project scaling up?
Let Hiringlabs be your partner in building high-performing teams—fast, reliable, and tailored to your needs.

Get in touch today: sales@hiringlabs.in

The post Case Study: How Hiringlabs Built the Entire Workforce for a New 80-Bed Hospital in Bangalore first appeared on Hiringlabs.

Client Background

Located in Richmond Road, Bangalore, the client is a newly established multi-specialty hospital built with a vision to deliver superior and compassionate healthcare. From the most advanced diagnostics to personalized treatment plans and superior recovery pathways, everything is designed to deliver the best health outcomes.

Their approach to healthcare goes beyond treating illnesses—their doctors empower patients, support families, and redefine what it means to receive compassionate, world-class care. With the launch of their pediatric wing approaching, the hospital was committed to bringing in senior clinical talent that aligned with their patient-first philosophy.

The Challenge

Despite being well-equipped and strategically located, the hospital faced several challenges in hiring a qualified and experienced Senior Pediatric Registrar:

1. Talent Scarcity: The pediatric field, especially at the registrar level, had a limited pool of seasoned professionals actively seeking new roles.
2. Urgency: The hospital needed to hire within 1 week to comply with regulatory requirements and begin operations as scheduled.
3. Reputation Barrier: Being a newly opened institution, the hospital had limited brand recognition, making it harder to attract top-tier candidates.
4. Cultural Fit: The leadership sought a candidate who not only met the technical qualifications but also aligned with the hospital’s patient-centric care model and values.

Our Approach

Hiringlabs Business Solutions was brought in to address the hiring challenges with a customized recruitment strategy:

• Consultation & Role Understanding: Conducted in-depth discussions with the hospital’s leadership and HR to define the job role, expectations, work culture, and compensation framework.
• Talent Mapping: Leveraged internal databases and market intelligence to identify qualified Pediatric Registrars across India, with a focus on candidates open to relocating to Bangalore.
• Employer Branding Support: Created a targeted communication strategy to position the hospital as an attractive employer, highlighting its modern facilities, career growth opportunities, and commitment to pediatric care.
• Screening & Evaluation: Implemented a robust screening process including preliminary interviews, credential verifications, and peer references to ensure both clinical competence and soft-skill compatibility.
• End-to-End Coordination: Managed the entire process—from scheduling interviews to final offer negotiation and onboarding assistance—ensuring a smooth experience for both client and candidate.

Outcome

• Successful Hire: Within 4 working days, Hiringlabs successfully placed a highly experienced Senior Pediatric Registrar with years of experience in Tier 1 hospitals.
• Operational Readiness: The hospital was able to commence its pediatric wing on time, with the Registrar playing a key role in setting protocols and mentoring junior staff.
• Long-Term Partnership: The success of this hire led the hospital to retain Hiringlabs Business Solutions for ongoing senior and mid-level hiring support across departments.

Key Impact Metrics

• Time-to-Hire: 4 days (vs industry average of 45–60 days for this role)
• Candidate Retention: The placed doctor remains in role, contributing actively to pediatric service delivery.
• Client Satisfaction: The hospital reported high satisfaction with the quality and professionalism of the process.

Conclusion:
This case demonstrates Hiringlabs Business Solutions’ capability to deliver high-impact hiring solutions even under tight deadlines and in competitive talent markets. By combining deep industry knowledge with a proactive and consultative approach, Hiringlabs proved to be a reliable partner for healthcare talent acquisition.

Let’s Make Your Hiring Successful.

The post Case Study: HBS Assists Hospital in Hiring a Senior Pediatric in Bengaluru first appeared on Hiringlabs.

About Client:

A well-regarded network of childcare and early education facilities provides high-quality daycare and education services to children in Hyderabad. Their goal is to create a safe, nurturing, and educational environment for young children. However, they were struggling to fill a critical Daycare Teacher position for their centers located in Phoenix and Avance H10. The role required the teacher to work a 9-hour shift, from 9:00 AM to 6:00 PM, which was proving to be a major challenge in the competitive job market.

Despite multiple attempts to recruit the right candidate, the client had been unsuccessful in finding a professional who met their specific qualifications and could commit to the long working hours required. This resulted in understaffing, which was affecting the quality of care and education being provided to the children at their centers.

To resolve this issue and ensure that operations ran smoothly, Phoenix and Avance H10 reached out to Hiringlabs for help in closing the burning position quickly and efficiently.

Challenges:

1. 9-Hour Shift Challenge:
   The position required candidates who were comfortable working a full 9-hour shift. Many potential candidates were unwilling to commit to such long hours, as shorter shifts are often preferred in daycare roles by females.
2. High Competition for Qualified Candidates:
   Hyderabad’s job market for daycare teachers is highly competitive, with many educational institutions and daycare centers vying for the same pool of qualified professionals. Phoenix and Avance H10 faced difficulty in finding candidates who met the educational and professional requirements.
3. Cultural Fit and Long-Term Commitment:
   The client not only sought qualified professionals but also emphasized the importance of cultural fit. They needed a teacher who was dedicated to fostering a positive, nurturing environment for children and who would align with the center’s values and vision for education and care.
4. Urgency:
   The client needed the position filled immediately to avoid further disruption in daycare operations. The absence of qualified teachers was affecting their ability to provide quality care, leading to increased pressure on existing staff members.

Solution Provided by Hiringlabs:

1. Understanding Client Needs Thoroughly:
   Hiringlabs began by conducting in-depth discussions with the client to fully understand the specific requirements of the Daycare Teacher position. This included reviewing the qualifications, experience, and personal attributes required for success in the role. The team also gained insight into the client’s mission, values, and the work culture at the Phoenix and Avance H10 centers to ensure that the selected candidate would be a good fit.
2. Targeted Sourcing and Candidate Outreach:
   Hiringlabs leveraged its extensive network of education professionals, focusing on candidates with specific experience in early childhood education and daycare services. They used multiple channels to source candidates:
   • Old Database: Over the years, HBS has built its own database, which is unique from the portals. They started exploring the profiles from that.
   • Social Media Platforms: The position was also shared on platforms like LinkedIn, where education professionals frequently search for new opportunities.
   • Proactive Outreach: The team proactively reached out to passive candidates who may not have been actively looking but were open to new opportunities, ensuring a broad and diverse candidate pool.
3. Screening and Assessment:
   Hiringlabs carefully screened each candidate, conducting thorough interviews and assessments to evaluate their qualifications, experience, and teaching philosophy. They also assessed the candidates’ flexibility in terms of shift work, ensuring they were comfortable with the 9-hour workday. Key assessments included:
   • Interview questions focused on childcare, education techniques, and conflict resolution.
   • Real-life scenarios to assess how candidates would handle challenging situations in the daycare environment.
   • Evaluation of interpersonal and communication skills to ensure candidates could interact effectively with children, parents, and other staff members.
4. Expedited Interview Process:
   Understanding the urgency, Hiringlabs worked quickly to schedule interviews, ensuring that the client could meet and evaluate top candidates in a timely manner. The team also facilitated immediate feedback sessions between the client and candidates to speed up the decision-making process.
5. Highlighting the Benefits of Working with Phoenix and Avance H10:
   During the outreach process, Hiringlabs emphasized the unique benefits of working at Phoenix and Avance H10 Centers, including the centers’ commitment to employee development, a supportive work environment, and a competitive compensation package. This approach helped make the position more attractive to candidates who were hesitant about the long shift.

Results:

Within One weeks, Hiringlabs successfully identified and presented three highly qualified candidates for the Daycare Teacher role. After conducting interviews, Phoenix and Avance H10 Centers selected a candidate with 2+ years of experience in early childhood education and a passion for creating a safe, nurturing, and educational environment for children.

Key Outcomes:

• Position Filled Within Timeline: The daycare teacher role was filled promptly, ensuring there was no disruption in daycare operations and the centers could continue providing quality education and care to children.
• High-Quality Candidate: The candidate selected had the right combination of qualifications, experience, and a caring approach that fit perfectly with the client’s values and culture.
• Client Satisfaction: Phoenix and Avance H10 Centers expressed their satisfaction with Hiringlabs’ swift and efficient service, noting the high quality of candidates presented and the seamless recruitment process.

Client Testimonial:

“We were under a lot of pressure to fill the daycare teacher position at our centers, but Hiringlabs handled the entire process with professionalism and speed. They understood our urgent need and delivered high-quality candidates that met our exact requirements. Thanks to Hiringlabs, we were able to fill the position quickly, and the new hire has already made a positive impact on our daycare center.

These two were critical centres and, your support has really helped us in closing the positions

We highly recommend Hiringlabs for anyone looking for quick and effective recruitment in the education sector.

Kudos to the team.”

Conclusion:

Hiringlabs’ expert approach to recruitment, which combined a targeted sourcing strategy with a deep understanding of the client’s needs, enabled Phoenix and Avance H10 Centers to close their burning position for a Daycare Teacher in record time. By providing qualified candidates and facilitating a smooth, efficient hiring process, Hiringlabs helped the client overcome a critical staffing challenge and continue offering high-quality education and care at their centers. This case study showcases Hiringlabs’ ability to address urgent and complex hiring needs in the education sector.

The post Hiringlabs Helps India’s Leading Chain Of Pre Primary School In Closing their Burning Position in Hyderabad first appeared on Hiringlabs.

Client: A rapidly growing EdTech company in India, specializing in online learning platforms for K-12 and competitive exam preparation.

Challenge: The EdTech client was experiencing exponential growth, driven by increasing demand for online education. However, their internal recruitment team lacked the bandwidth and specialized expertise to rapidly scale their sales team across various levels (entry-level, mid-level, and senior leadership). They needed to hire a large volume of high-quality sales professionals within a tight timeframe to capitalize on market opportunities and meet aggressive revenue targets.

Specific Challenges:

• Volume Hiring: The client needed to hire a significant number of sales professionals across multiple locations in India within a short period.
• Diverse Skill Sets: The sales roles ranged from inside sales executives (entry-level) to regional sales managers (mid-level) and national sales heads (senior leadership), requiring diverse skill sets and experience levels.
• Talent Pool Scarcity: The EdTech sector was highly competitive, and finding qualified sales professionals with relevant experience was challenging.
• Geographical Reach: The client needed to hire candidates across various cities in India, requiring a robust and geographically diverse recruitment strategy.
• Time Sensitivity: The client needed to fill the positions quickly to support their rapid expansion plans and meet revenue targets.
• Quality of Hire: Ensuring candidates were not only skilled but also aligned with the company culture and long-term vision.

HiringLabs Solution:

HiringLabs, a specialized recruitment solutions provider, partnered with the EdTech client to address these challenges. The education client decided to work with us and we have helped them to close 70% of the burning positions in 3 weeks. We gave solutions like:

1. Coordinate with End-to-end Support right from screening the profile till joining.
2. A dedicated team for each location focused only on their requirements.
3. Helped them conduct Walk-in drives every day across all locations.

Results:

• HiringLabs successfully filled all open sales positions within the client’s stipulated timeframe.
• The client achieved its revenue targets due to the rapid expansion of its sales team.
• The quality of hires was high, with new sales professionals demonstrating strong performance and cultural fit.
• The client experienced a significant reduction in time-to-hire and cost-per-hire.
• The client was able to expand into new geographical regions rapidly.
• The hiring labs team provided market insights that allowed the Edtech client to refine its salary and benefits packages.

Key Success Factors:

• Specialized Expertise: HiringLabs’ deep understanding of the EdTech industry and sales roles was crucial.
• Scalability: The ability to handle large volumes of candidates.
• Proactive Sourcing: A multi-faceted, proactive sourcing strategy.
• Data-Driven Approach: Using data to inform decision-making.
• Strong Client Communication: Maintaining regular and transparent communication with the client.
• Technology Utilization: Using ATS and other tools to enhance efficiency.

Conclusion:

This case study demonstrates the effectiveness of HiringLabs’ specialized recruitment solutions in helping EdTech companies rapidly scale their sales teams. By combining industry expertise, a robust sourcing strategy, and a data-driven approach, HiringLabs enabled the client to achieve its growth objectives and capitalize on market opportunities.

The post Case Study: HiringLabs Assists in Hiring Sales Team Across All Levels for an EdTech Client in India first appeared on Hiringlabs.

Taking a career break is a big decision, and returning to the workforce afterward can feel even bigger. Whether you’ve been raising a family, traveling the world, or pursuing personal growth, re-entering the professional sphere requires strategy and self-assurance. This blog post offers five key tips to help women navigate this transition smoothly and successfully.

1. Skill Up and Refresh:

The professional landscape is constantly evolving. Before diving back in, assess your existing skills and identify any gaps. Consider taking online courses, attending workshops, or pursuing certifications to update your knowledge and expertise. Don’t underestimate the value of transferable skills gained during your break. Things like project management from organizing a community event, communication skills honed through parenting, or budgeting expertise from managing a household are all valuable assets. Highlight these transferable skills on your resume and during interviews.

2. Network, Network, Network:

Networking is crucial for anyone returning to work. Reconnect with former colleagues, classmates, and industry contacts. Let them know you’re re-entering the workforce and explore potential opportunities. Attend industry events, conferences, and workshops to stay updated on current trends and connect with potential employers. LinkedIn is your friend! Update your profile, join relevant groups, and actively engage with your network. Don’t be afraid to reach out to people for informational interviews – it’s a great way to learn about different roles and companies.

3. Polish Your Presentation:

Your resume and cover letter are your first impression. Tailor your resume to highlight the skills and experience most relevant to the jobs you’re targeting. Be upfront and honest about your career break, but frame it positively. Instead of focusing on the gap, emphasize what you did during that time and the skills you gained. Quantify your accomplishments whenever possible. Instead of saying “Managed household finances,” say “Managed a household budget of X, resulting in Y savings.” A compelling cover letter should showcase your enthusiasm for returning to work and how your unique experiences make you a valuable asset.

4. Ace the Interview:

Practice makes perfect! Research common interview questions, especially those related to career gaps. Prepare concise and compelling answers that highlight your skills, experience, and enthusiasm. Practice your responses out loud, either to yourself or with a friend or mentor. Be prepared to discuss your career break confidently and positively, emphasizing what you learned and how it has prepared you for your next role. Consider mock interviews with a career coach or trusted advisor to get valuable feedback.

5. Be Patient and Persistent:

The job search process can take time, so be patient with yourself. Don’t get discouraged by rejections. Instead, use each interview as a learning experience and continue refining your approach. Consider exploring flexible work options like part-time, remote, or contract positions to re-enter the workforce and gain current experience. Maintain a positive attitude, believe in your abilities, and celebrate small victories along the way. Your persistence will pay off!

Returning to work after a career break is a journey, not a race. By following these tips, you can confidently navigate this transition and find a fulfilling and rewarding career path. Remember, you have valuable skills and experience to offer – embrace your journey and go for it!

The post 5 Tips for Women Returning to Work After a Career Break first appeared on Hiringlabs.

The Success Mantra for IT & IT Services Recruitment

The IT and IT services sector is a dynamic and ever-evolving landscape. Securing top talent is critical for organizations to thrive in this competitive environment. However, finding the right candidates with the necessary skills and experience can be a challenging task. This article explores key strategies and best practices to enhance your recruitment efforts in the IT and IT services domain.

1. Understand the Evolving Tech Landscape:

• Stay Updated: Continuously monitor emerging technologies, in-demand skills (AI/ML, Cybersecurity, Cloud Computing, DevOps), and industry trends. This knowledge will inform your recruitment strategy and help you identify the most sought-after talent.
• Skill Gap Analysis: Conduct regular assessments to identify critical skill gaps within your organization. This will guide your recruitment efforts and enable you to prioritize roles that require specialized expertise.

2. Build a Strong Employer Brand:

• Showcase Your Company Culture: Highlight your company’s values, employee benefits, and opportunities for growth and development. A positive employer brand attracts top talent and fosters a strong company culture.
• Leverage Employee Advocacy: Encourage current employees to share their positive experiences on social media platforms and other channels. Employee testimonials can be highly influential in attracting potential candidates.

3. Enhance Your Recruitment Process:

• Streamline Application Process: Simplify and expedite the application process to minimize candidate frustration and improve the overall candidate experience.
• Utilize Technology: Leverage Applicant Tracking Systems (ATS) and other recruitment technologies to automate tasks, track candidate progress, and gain valuable insights into recruitment metrics.
• Focus on Candidate Experience: Treat every candidate with respect and professionalism, regardless of their hiring status. A positive candidate experience can significantly impact your employer brand and attract future applicants.

4. Expand Your Talent Pool:

• Diversify Recruitment Channels: Explore beyond traditional job boards. Utilize social media platforms, professional networking sites (LinkedIn), and employee referral programs to reach a wider pool of qualified candidates.
• Consider Remote and Freelance Options: Explore remote work opportunities and consider engaging freelance talent to access a global pool of skilled professionals.
• Invest in Diversity and Inclusion: Actively seek out and recruit candidates from diverse backgrounds. A diverse workforce brings a variety of perspectives and enhances innovation and creativity.

5. Focus on Candidate Assessment:

• Implement Skill-Based Assessments: Utilize technical assessments, coding challenges, and portfolio reviews to evaluate candidates’ skills and abilities accurately.
• Conduct Behavioral Interviews: Assess candidates’ soft skills, such as communication, teamwork, and problem-solving abilities, through structured interviews.
• Seek Employee Referrals: Leverage your existing network by encouraging employees to refer qualified candidates. Employee referrals often result in higher-quality hires and improved employee retention.

6. Foster Long-Term Relationships:

• Build Candidate Relationships: Stay in touch with promising candidates, even if they are not immediately hired. This can nurture long-term relationships and increase the likelihood of future hires.
• Provide Continuous Feedback: Provide constructive feedback to all candidates, regardless of their hiring status. This demonstrates respect and enhances your employer brand.

By implementing these strategies, organizations can enhance their recruitment efforts, attract top talent, and build a high-performing workforce in the dynamic IT and IT services sector. Remember that successful recruitment is an ongoing process that requires continuous adaptation and improvement to stay ahead of the curve.

The post The Success Mantra for IT & IT Services Recruitment first appeared on Hiringlabs.

Client: The client is a joint venture between the Group company and Sanlam, a leading financial services group from South Africa. The company offers a range of life insurance products, including term insurance, savings plans, and child plans, to cater to the diverse needs of Indian customers. They are known for their focus on customer service and their commitment to providing affordable and accessible insurance solutions.

Challenge: The client aimed to establish a new Business Process Outsourcing (BPO) center in Chennai, Egmore, to handle a growing volume of customer inquiries and claims. They required a partner to assist with:

• Talent Acquisition: Identifying and hiring a large pool of skilled customer service representatives.
• Infrastructure Setup: Setting up a fully functional BPO center, including workstations, technology, and training facilities.
• Operational Support: Providing ongoing support to ensure smooth operations and optimize performance.

Hiringlabs Business Solutions Solution:

Hiringlabs Business Solutions was engaged to provide comprehensive BPO setup and operational support services. Our approach encompassed the following:

1. Strategic Planning:
   • Conducted a thorough needs assessment to understand the client’s specific requirements, including staffing needs, skillsets, and operational goals.
   • Developed a detailed project plan outlining the timeline, budget, and key milestones.
2. Talent Acquisition:
   • Leveraged our extensive network and recruitment channels to identify and attract a large pool of qualified candidates.
   • Conducted rigorous screening and selection processes, including aptitude tests, interviews, and background checks.
   • Provided comprehensive training programs to equip new hires with the necessary skills and knowledge to excel in their roles.
3. Infrastructure Setup:
   • Assisted in identifying and securing a suitable office space in Egmore, Chennai.
   • Managed the procurement and installation of necessary infrastructure, including workstations, telephony systems, and IT equipment.
   • Ensured compliance with all relevant safety and regulatory standards.
4. Operational Support:
   • Provided ongoing support to ensure smooth operations, including:
     • Performance monitoring and reporting
     • Quality assurance and process improvement
     • Employee engagement and retention initiatives
     • Compliance with industry regulations

Results:

• Successfully established a fully functional BPO center in Chennai, Egmore, within the stipulated timeframe and budget.
• Hired and trained a high-performing team of customer service representatives.
• Improved customer satisfaction levels through enhanced service quality and efficiency.
• Contributed to significant cost savings for the client through optimized operations and reduced overhead costs.
• Built a strong and lasting partnership with the client, positioning Hiringlabs Business Solutions as a trusted partner in their business growth.

The post Case Study: Hiringlabs Business Solutions Helps Insurance Company Set Up BPO Team in Chennai, Egmore first appeared on Hiringlabs.

Client: A renowned educational institution in Hyderabad, which has multiple branches in India. Client’s Schools are a chain of preschools and daycares in India, known for their focus on holistic child development. They offer a play-based curriculum that emphasizes learning through exploration and discovery, covering areas like cognitive, social-emotional, physical, and creative development. Schools typically have well-equipped classrooms, age-appropriate activities, and trained caregivers.

Challenge: The client sought to expand its healthcare support for young students. They required a qualified and experienced Paediatric Nurse to join their school’s medical team. The ideal candidate would possess strong clinical skills, excellent communication and interpersonal abilities, and a genuine passion for working with children.

HBS Solution:

HBS was engaged to assist the client in the recruitment process. Our approach encompassed the following key steps:

1. Needs Analysis & Job Description:
   • Conducted in-depth discussions with school administrators, medical staff, and relevant stakeholders to understand the specific requirements and expectations for the Paediatric Nurse role.
   • Developed a comprehensive job description outlining responsibilities, qualifications, and desired skills.
2. Candidate Sourcing:
   • Leveraged a multi-channel recruitment strategy:
     • Targeted Job Boards: Posted job openings on relevant platforms (e.g., Indeed, LinkedIn, specialized nursing job boards).
     • University & College Partnerships: Collaborated with nursing schools and colleges in Hyderabad to identify and attract recent graduates and experienced professionals.
     • Professional Networking: Utilized HBS’s extensive network of healthcare professionals to identify potential candidates.
     • Social Media Recruitment: Utilized targeted social media campaigns on platforms like LinkedIn and Facebook to reach a wider pool of qualified candidates.
3. Candidate Screening & Selection:
   • Conducted rigorous screening of all applications, including resume reviews and initial phone interviews.
   • Developed and administered psychometric assessments to evaluate candidates’ cognitive abilities, emotional intelligence, and suitability for working with children.
   • Organized multiple rounds of interviews, including panel interviews with school administrators, medical staff, and potentially, a panel of parents.
4. Background Verification & Reference Checks:
   • Thoroughly verified the credentials and professional history of shortlisted candidates.
   • Conducted reference checks with previous employers to assess their work performance, character, and professional conduct.
5. Onboarding & Integration:
   • Provided support to the client in the onboarding process, including:
     • Developing an orientation program for the new Paediatric Nurse.
     • Assisting with necessary paperwork and documentation.
     • Facilitating introductions to key personnel and departments within the school.

Results:

• Successfully identified and hired a highly qualified and experienced Paediatric Nurse who met all the requirements of the client.
• Streamlined the recruitment process, ensuring efficiency and minimizing time-to-hire.
• Provided clients with a dedicated healthcare professional to enhance the well-being and safety of their students.
• Built a strong and lasting relationship with clients, positioning HBS as a trusted partner in their human resources needs.

Key Takeaways:

• Effective recruitment requires a multi-faceted approach that combines traditional and innovative methods.
• Thorough candidate screening and selection are crucial to ensure the best fit for the role and the organization.
• Building strong relationships with clients and candidates is essential for successful recruitment outcomes.

The post Delivering Quality Care: HBS Helps Hyderabad School Recruit a Top-Tier Pediatric Nurse first appeared on Hiringlabs.