We counsel you out if the odds are bad
If your background, timeline, or target salary doesn't line up with what partners are hiring, we say so on the call. An enrolment we can't place is a refund waiting to happen and a year of your life.
A consultancy that decided to train its own supply
We started on the recruitment side and kept losing mandates for the same reason: the roles were real, the candidates were willing, and the gap between them was six weeks of training nobody was funding. So we funded it.
Our story
Recruiters first, trainers second, and that order matters
Most training institutes add a placement cell once the courses are selling. We went the other way. We spent our first years placing mid-career professionals, which means we know what a hiring manager actually rejects candidates for, and it is rarely the thing the syllabus emphasises.
That experience shapes everything here. Batches are small because mock interviews don't scale. Trainers are working practitioners because candidates get asked about trade-offs, not definitions. And the fee structures put our money at risk alongside yours, because an institute with nothing at stake will happily enrol you into a track with no openings.
We are not the cheapest option and we turn away roughly a third of applicants at the counselling stage. Both of those are deliberate.
How we're structured
- Training division. Curriculum, instructors, labs, and certification.
- Placement desk. Recruiters who own candidate outcomes and partner relationships.
- Employer solutions. Train-to-deploy cohorts, contract staffing, and direct hire.
- Alumni support. Post-placement check-ins and the second-placement cycle.
The placement desk sits in the same room as the trainers. When partners stop shortlisting from a track, the syllabus owner hears it that week.
Milestones
How we got here
Placeholder timeline. Swap in the real dates and numbers before launch.
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Year 1
Opened as a recruitment consultancy
Lateral hiring for IT services clients. First 200 placements, all experienced candidates.
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Year 2
First train-to-deploy cohort
A partner needed 18 Java developers and could not find them. We trained freshers against their stack. Sixteen were confirmed.
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Year 4
Training became a division, not a project
Five permanent tracks, a dedicated lab, and the move to charging the bulk of our fee only after placement.
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Year 6
Second campus and 260+ hiring partners
Crossed 4,800 total placements with a 92% placement rate across tracks.
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Today
Alumni network hiring its own juniors
Roughly one in seven new placements now comes through a referral from someone we placed earlier.
4,800+
Candidates placed to date
92%
Placed within 6 months of certification
89%
Still employed at 12 months
1 in 7
Placements via alumni referral
What we hold ourselves to
Four commitments we'd rather be judged on
Practitioners teach, not presenters
Every instructor has shipped the thing they teach in a paying job within the last three years. Guest sessions come from hiring managers at partner companies.
We publish the denominator
Placement percentages here are calculated over everyone who certified, not over a filtered subset of "placement eligible" candidates. The counselling call includes the full breakdown by track.
Your data is not a product
Resumes go to the partners you approve, for the roles you approve. We don't sell candidate databases and we don't mass forward profiles to inflate submission counts.
Who you'll work with
Leadership and faculty
Placeholder profiles. Replace names, photos, and credentials with the real team.
[Founder name]
Founder & Managing Director. 18 years in technology recruitment across services and product firms.
[Name]
Head of Training. Former engineering manager; owns curriculum and certification standards.
[Name]
Head of Placements. Runs the recruitment desk and partner accounts.
[Name]
Lead Instructor, Data & Cloud. Practising data engineer; teaches the Spark and warehousing modules.
Campus & labs
- Six instruction rooms, capped at 25 seats each
- Dedicated cloud lab with per-candidate credit budgets
- Interview rooms reserved for partner panel days
- Recorded sessions available for 12 months
- Hybrid attendance for every track
Placeholder facility list. Add campus photography during content production.
Accreditation & compliance
The paperwork, handled properly
Before launch this section should carry the consultancy's registration details, any training accreditations, the recruitment licence where applicable, and the data-protection stance. Leaving it vague is the fastest way to lose an enterprise hiring partner during vendor onboarding.
- Registered entity and tax identifiers
- Training accreditation or affiliation bodies
- Staffing or recruitment licence reference
- Candidate data handling, retention period, and consent policy