After experiencing and noticing some technicalities, particularly by the small and medium sized Information Technology product companies, when it comes to issues associated with entry level tech hiring, we were propelled to find a solution to the following issues.

• Campus hiring’s are little tricky – you need to plan and hire well in advance of 6 months of their completion of course and you are not sure of he/she joining you after that, as they hold multiple offer letters.
• Small and Medium IT organizations, lack the dedicated training infrastructure and hierarchy to impart the required training.
• Retention of the trained manpower has become a huge issue, resulting in escalated SOW clauses.

On campus hiring’s challenges – We hire eligible and deserving Students off the campus into our payrolls directly. this proves our confidence and competence in our hiring metrics and standards. And since we have heavily dedicated and invested in up-skilling their talents they are in-turn committed to work with us for a specified duration of time.

  Honestly, we tried all other traditional methods like – paid training, Income sharing Agreements (ISA) with students, Billing to the clients etc., None of them had the desired results.

On the issue of retaining deployed manpower – All of them would be up-skilled to the industry expectations and would be deployed for you to measure, fine-tune and retain in your rolls – after a prescribed duration. Further, we assure the deployed manpower to retain and replace the underperformers.