Five ways to get deploy-ready talent.
Pick the engagement that fits your pipeline — we handle sourcing, training and assessment, or just the parts you need.
Hire-Train-Deploy
Sourced, trained and assessed candidates delivered deploy-ready for your specific stack and role.
Train-to-Deploy
Bring your own hires or freshers — we train and certify them to your role's readiness bar.
Campus-to-Corporate sourcing
Pull pre-assessed talent from our partner-college network straight into your requirement.
Assessment-as-a-service
Run your own pipeline through our proctored, role-specific assessment and get DRI scoring.
Custom academy / cohorts
A branded training track mapped to your tech stack, run as a managed cohort program.
Not sure which fits?
Tell us the role and volume — we'll recommend the leanest path to deployable.
Book a consult →Why the scores are trustworthy.
Every candidate is modeled, trained and measured against your role — not a generic test. Here's what powers it.
JD → instant readiness model
Paste a job description; AI generates a measurable skills model (weighted skills, bands) plus a training curriculum to "deployable."
Deployment Readiness Index (DRI)
Every candidate scored 0–100 against your role and banded: Deployable · Near-ready · In-training · Foundational.
Role-specific adaptive assessment
MCQ + live coding with real sandboxed execution across languages; difficulty adapts each round.
Integrity suite
Webcam proctoring, ID check, tab/focus monitoring and code-similarity detection — so the scores hold up.
Time-to-deployable forecast
Predicts how many more weeks or rounds each candidate needs to hit your bar.
Deployment Passport
A shareable, verifiable profile — DRI, proven skills, proctored badge, % trained — you can trust.
Curriculum roadmap to deployable
A week-by-week training path per skill, integrated with an LMS for real learning + AI coaching.
AI coach + mock interviews
Candidates learn by doing and rehearse full interview panels before you ever see them.
See exactly why a candidate is — or isn't — ready.
Not a pass/fail score. A diagnosis with the single highest-leverage action, a time-boxed path to deployable, and fit for your requirement — auto-personalised each round.
Aptitude & Reasoning: 0%. Start here — 2–3 weeks of speed methods lifts overall readiness more than any other single move.
✓ Strengths
△ Gaps
Focus topics
- Flood Fill failed → drill hashing + matrix traversal.
- Quant speed → percentages, time-speed-distance, number system.
Time-boxed roadmap to deployable
The "0% aptitude → start here" callout reads like a mentor, not a report card.
Para Jumbles 100%, Flood Fill failed → hashing — credible and concrete, never generic.
3w / 2w / 1w per area — the actual "path to deployable," not vague advice.
Answers a recruiter's real question: ready for what, and how many weeks away.
The next assessment adapts to these exact gaps — proof it's adaptive, not one-shot.
From job description to deployable shortlist.
Define
Share the role or JD → AI builds the readiness model and curriculum.
Source & Train
Sourced talent (or your candidates) train to the model via the LMS + AI coach.
Assess
Proctored, role-specific assessment produces a DRI per candidate.
Deploy
Pick from a ranked, deployable shortlist with verifiable passports.
An enterprise dashboard for every requirement.
Track the funnel, see readiness at a glance, and close the loop from sourced to hired.
Live hiring funnel · "AI Developer ×12"
Per-skill heatmap (cohort)
Readiness distribution
What you get
- Live funnel — sourced → assessed → deployable → hired, per requirement.
- Readiness distribution + per-skill heatmap across the cohort.
- Candidate pipeline with DRI, band, integrity flags, training progress & forecast.
- Hiring-outcome loop — mark who was hired/deployed to sharpen the model.
- Multi-requirement view for ongoing and volume hiring.
Built for how you actually hire.
Bulk fresher deployment to a consistent, proven bar — at volume, on a deadline.
Role-specific, high-bar shortlists where DSA, system design and real builds matter.
Train-the-bench: turn idle benches into deploy-ready, billable talent faster.
Become a placement partner — feed pre-assessed talent into live corporate requirements.
Outcomes you can put a number on.
Real numbers, sample DRI reports and Deployment Passports drop in here as engagements close — these are your strongest differentiators.
Put a number on it — and preview a skills model.
Two quick tools: see what a mis-hire really costs, and turn any JD into a readiness skills model in seconds.
Cost of a bad hire
A mis-hire rarely costs just their salary. See the real number.
JD → skills model
Paste a job description — get an instant readiness skills breakdown.
*Illustrative estimate from your inputs plus typical re-hiring and ramp costs (~25% + ~30% of CTC). Real figures vary; the JD tool is a quick preview — the full model is role-calibrated.
Tell us the role. Get a deployable shortlist.
What hiring teams ask us.
What is Hire-Train-Deploy?
We source, train, and deliver candidates who are scored on a Deployment Readiness Index for your exact stack and role — deploy-ready, not just résumé-screened.
Why are the readiness scores trustworthy?
Assessments are proctored and role-specific, and every candidate comes with a verifiable readiness passport you can inspect.
How fast can we get a shortlist?
Share a role or JD and we build the readiness model and come back with a plan — usually within one business day.
Can we use our own candidates?
Yes. Use it as assessment-as-a-service for your existing pipeline, or have us source and train candidates for you.
What does it cost?
It depends on the role and volume. Post a requirement or book a consult and we'll scope it with you.
Stop screening résumés. Start deploying readiness.
Tell us one role. We'll show you what a deployable shortlist — scored and verifiable — actually looks like.
Post a requirement →