We carry the training cost and the training risk. You meet candidates who have already built something reviewable, cleared a technical assessment, and sat through three mock interviews.
There is no shortage of graduates applying. The shortage is in graduates who can pick up a ticket, read an existing codebase, and ship something small without a mentor sitting beside them for a quarter. That readiness gap is what we close before you ever see a CV.
Because our placement desk and our training division are the same business, the syllabus is not a guess about what the market wants. It is a direct response to the feedback our own recruiters get when a candidate is rejected.
If a profile doesn't fit, tell us why in a line. That feedback goes straight to the trainer who owns the module.
We build a dedicated cohort against your stack, your coding standards, and your domain. You interview at the end and take the candidates you want.
Best for: planned bench building and campus replacement programmes.
Pull from the existing trained pool. Share a JD, get a shortlist in 72 hours, pay a success fee only when someone joins.
Best for: filling one to five open roles quickly.
The candidate works on our payroll for an agreed period, then converts to your rolls at a pre-fixed conversion fee if you're happy.
Best for: headcount-constrained teams and first-time junior hires.
Same curriculum, delivered to people already on your payroll. Useful when a team needs to move to a new stack together.
Best for: migrations, redeployment, and retaining people you'd otherwise lose.
45 minutes with a recruiter and a trainer. We map your JD to a track, or tell you it needs a custom cohort.
Commercials, replacement terms, and an agreed assessment scorecard so "job ready" means the same thing to both of us.
72 hours from the trained pool, or at cohort completion for train-to-deploy. Profiles arrive with evidence, not adjectives.
We coordinate panels, chase feedback, and handle expectation setting on salary so offers don't get declined at the last step.
Joining support, then structured check-ins at day 30, 60, and 90 with both you and the candidate.
| Role | Source track | Experience | Pool availability |
|---|---|---|---|
| Software Engineer (Java) | Full-Stack Java | Fresher to 2 years | High |
| Frontend Developer (React) | Full-Stack Java | Fresher to 2 years | Medium |
| Data Engineer | Data Engineering | Fresher to 3 years | High |
| Analytics / BI Developer | Data Engineering | Fresher to 3 years | Medium |
| Cloud / DevOps Engineer | Cloud & DevOps | 1 to 4 years | Medium |
| QA Engineer / SDET | QA Automation | Fresher to 3 years | High |
| Business Analyst | Business Analysis | 2 to 6 years (any domain) | Medium |
You'll hear from a recruiter, not a sales development rep. If we can't supply the role well, we'll say so on the first call rather than sending you three approximate profiles.
Prefer to talk first? +91 00000 00000 or partners@talentis.example.
An agency forwards profiles it found. We forward profiles we built. The candidate has spent 10 to 16 weeks on a curriculum designed against roles like yours, and we can show you the assessment data and the code behind that claim.
Direct placement is a success fee, payable only after the candidate joins and clears the guarantee window trigger set in the agreement. Contract-to-hire is a monthly rate plus a pre-agreed conversion fee. Train-to-deploy is priced per cohort. Exact numbers are shared on the requirement call, since they depend on volume and role seniority.
Within 90 days of joining we replace them at no additional fee. In practice we'd rather intervene earlier: the day 30 and day 60 check-ins exist specifically to catch a mismatch while it is still coachable.
Yes, that's the train-to-deploy model. We'll take your frameworks, coding standards, and review conventions into the curriculum. Where the stack is proprietary we work from the documentation and patterns you can share under NDA, and your engineers typically run two or three guest sessions.
No service bonds and no held certificates. Placed candidates owe us 10% of their CTC, which is a payment agreement, not a restriction on where they work or a claim on their employment. Nothing in it obliges them to stay with an employer.