Overview
GHL Army is a fast-moving digital agency led by Irfan Khan. With a growing team and ongoing hiring needs, the business requires efficient processes to evaluate candidates without slowing down daily operations.
- Runs frequent hiring cycles to support business growth
- Manages a high volume of candidate applications
- Operates on a tight schedule with limited time for live interviews
- Needs scalable and repeatable hiring workflows
As the number of applicants increased, traditional hiring methods, especially initial screening calls, became time-consuming and difficult to manage.
After adopting Dadan, Irfan restructured his hiring process using asynchronous video, eliminating the need for repetitive early-stage interviews.
GHL Army
“I used to spend hours on screening calls, repeating the same questions again and again. With Dadan, I just ask candidates to send a video. I review everything on my own time and only speak to the best ones. It easily saved me 20 hours in one hiring round.”
Irfan Khan
Founder, GHL Army
Challenges
- Handling a high volume of job applications efficiently
- Avoiding repetitive screening calls during hiring
- Finding a flexible way to evaluate candidates without scheduling conflicts
- Maintaining quality while reducing time spent on early-stage interviews
In a typical hiring cycle, Irfan receives dozens of applications. Traditionally, this meant scheduling multiple initial calls just to filter candidates.
This process was repetitive and time-intensive. Each call required coordination, availability matching, and often covered the same basic questions.
For a busy founder, this created a bottleneck.
“I don’t have time to jump on call after call just to screen candidates.
He needed a way to evaluate applicants more efficiently, without sacrificing quality or insight.
Solution
- Replace initial screening calls with async video responses
- Allow candidates to respond on their own time
- Review applications flexibly without scheduling constraints
- Shortlist only high-quality candidates for live interviews
Using Dadan, Irfan introduced a simple but powerful change to his hiring workflow.
1. Async Candidate Screening
- Candidates are asked to submit video responses
- No need to schedule initial calls
- Responses are structured and consistent across applicants
This ensures every candidate answers the same key questions, making evaluation easier and more standardized.
2. Flexible Review Process
- Videos can be reviewed anytime
- No dependency on real-time availability
- Faster decision-making without interruptions
Irfan can go through applications at his own pace, without blocking time for multiple meetings.
3. Focused Final Interviews
- Only shortlisted candidates move to live interviews
- Conversations become more meaningful and in-depth
- Time is spent only on high-potential applicants
Instead of screening everyone live, Irfan invests his time where it matters most.
Results
- 37 applications reviewed without scheduling a single initial call
- 7 high-quality candidates shortlisted efficiently
- Around 20 hours saved in one hiring cycle
- Faster, more structured hiring workflow
Dadan transformed hiring from a time-heavy process into a streamlined system.
By removing the need for early-stage calls, Irfan significantly reduced the time spent on repetitive tasks.
At the same time, the quality of evaluation improved. Video responses provided more context than resumes alone, helping him make better decisions before interviews.
The process is now more scalable, allowing him to handle larger applicant volumes without increasing effort.
Conclusion
For GHL Army, Dadan has redefined how hiring works.
By introducing asynchronous video into the screening process, Dadan eliminates scheduling friction, reduces time spent on repetitive calls, and improves candidate evaluation.
It allows founders like Irfan Khan to hire faster, smarter, and with greater flexibility, turning a traditionally manual process into a scalable system.
