When Akriti Bansa joined ArisInfra, the data told an uncomfortable story.
Ten offer dropouts in just two months.
No ATS. Candidate tracking spread across Excel sheets, Slack messages, and WhatsApp threads. Interviews stretched for weeks, sometimes months.
No ATS. Candidate tracking spread across Excel sheets, Slack messages, and WhatsApp threads. Interviews stretched for weeks, sometimes months.
What made it worse? ArisInfra was a top player.
“I saw the numbers on day one,” Akriti says. “Ten dropouts. Strong compensation. So clearly,
something else was broken.”
ArisInfra wasn’t struggling because of a weak product. Quite the opposite.
A Strong Product, An Invisible Brand
ArisInfra operates in a space few tech companies dare to enter, construction procurement.
Anyone who’s worked in infrastructure knows the chaos: endless vendor calls, inconsistent
pricing, quality risks, and zero transparency. ArisInfra changed that by building a platform
that connects 2,500+ vendors with customers, managing bidding, quality checks, and
collaboration in one system.
They even launched Kara AI back in 2020, before “AI-powered” became a default pitch.
The technology was solid. The engineering team was lean. And the business needed to scale.
So why were candidates saying yes, and then disappearing?
Why Candidates Were Walking Away
Akriti analysed every dropout and found two patterns.
- Trust. “In uncertain times, candidates choose known brands,” she says. ArisInfra was competing with household names, and candidates didn’t want to risk joining a lesser-known company.
- Speed. Interviews took weeks, sometimes months. With limited interviewers, candidates sat idle in the pipeline. By the time offers came out, many had moved on.
“Candidates want momentum,” Akriti says. “If the process is slow, interest drops.”
Fixing the Basics First
The first step was structure.
By June, Akriti implemented Keka as ArisInfra’s ATS. “Tracking everything manually was
chaotic,” she says. “We needed one system of record.”
The bigger bottleneck was interviews. Only a few internal interviewers were available,
limiting how fast the team could move.
That’s where Intervue came in.
Akriti focused on one thing: quality of evaluation.
“The reports weren’t just pass or fail,” she says. “They highlighted gaps, flagged integrity
issues, and showed whether a candidate could handle real scenarios.”
In one case, a detailed report helped the team identify a critical skill gap that internal
interviews had missed, preventing a costly hire.
“That level of clarity builds trust in the decision,” she says.
The 20–25 Day Shift
With Keka managing the pipeline and Intervue handling first-round interviews, hiring
velocity changed almost overnight.
“I don’t have scheduling constraints anymore,” Akriti explains.
“Candidates pick their own time - 9 PM, 10 PM. I can schedule as many interviews as needed. The work keeps moving.”
“Candidates pick their own time - 9 PM, 10 PM. I can schedule as many interviews as needed. The work keeps moving.”
Internal panels were no longer overloaded. Candidates no longer waited in silence.
The impact was clear:
- 20–25 days reduced in time-to-offer
- Faster feedback loops
- Noticeably fewer dropouts
“From a candidate’s point of view, that speed changes everything,” she says.
Solving the Trust Problem: Employer Branding
Speed helped, but trust needed a different solution.
She doubled down on:
- LinkedIn: consistent updates on hiring and company life
- Glassdoor: actively maintaining the page and encouraging honest reviews
“People underestimate Glassdoor,” she says. “But candidates always check it, especially when
deciding between offers.”
She also invested in campus hiring through internships. By the second cycle, students
already recognised the ArisInfra name. Some even reached out directly after researching the
product.
“That’s when you know the brand is starting to stick,” she says.
What Changed for the Team
Earlier, most of Akriti’s time went into coordination, availability checks, rescheduling,
and follow-ups.
Now, she simply adds candidates to the Intervue platform.
“The operational load is gone,” she says. “That time now goes into strategy, data, and
employer branding.”
Akriti’s Advice to HR Leaders
- Believe in your product.
“If you are not confident in what you are building, candidates won’t be either.” - Experiment with platforms.
“Tech hiring is too competitive to rely on one method. Try, test, and learn.” -
Don’t ignore Glassdoor.
“Candidates might not talk about it, but they always check it.”
The Bottom Line
ArisInfra is still growing its brand, but the hiring engine now scales.
A structured ATS. A faster, clearer interview process. And an employer brand candidates can
trust.
“Hiring has become easier, not just for me, but for the entire team,” Akriti says.
Her next goal is simple: Candidates should know ArisInfra before the first call.
She’s getting there. That’s what winning looks like. And the signal is loud and clear.
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