Vatva · Odhav · Changodar
We only open a batch when someone is already hiring for it.
Team SK runs short trade courses in Ahmedabad — electrical, HVAC, retail floor, warehouse. Two to four months on the tools, taught mostly in Gujarati by people who worked those shifts. Your final test is taken by a line supervisor from the plant that may hire you. Finish it and you leave with a placement letter that has a joining date on it.
Next batches start Monday 17 August 2026. Seats are counted per employer, so they run out before the date does.
Four trades. Nothing else.
We have been asked to add beauty, tailoring, mobile repair and a dozen other courses. We keep saying no. These four are the ones where employers in Naroda, Odhav, Changodar and the Narol belt come back to us every quarter with real headcount, and where a trained hand earns meaningfully more than an untrained one within a year.
LT Electrical & Wireman
Panel wiring, DOL and star-delta starters, earthing, fault tracing, and preparation for the Gujarat wireman licence exam.
Course details →HVAC & Refrigeration Service
Brazing, leak testing, vacuum pull-down, gas charging, split and ducted service, R-32 and R-410A handling.
Course details →Retail Floor & POS Billing
Billing software, barcode and weighing scale, shelf replenishment, stock counts, customer handling and cash-drawer discipline.
Course details →Warehouse Technician
RF scanner picking, GRN entry, put-away and bin logic, reach-truck and hand-pallet discipline, dispatch documents.
Course details →How a batch is built
Backwards, from a vacancy
Most institutes design a course, teach it, and then go looking for someone to hire the output. We do it the other way round. A partner in Odhav tells us in April that they will need nine service technicians by September. We take their machine list, their shift pattern and their fault log, map the content to the right NSQF level, and open a batch sized to nine — not ninety.
That is also why we sometimes tell a walk-in candidate to come back next month. A seat with no employer behind it is a fee receipt, not a job.
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Employer commits headcount
Roles, count, wage band, shift pattern and expected joining month, in writing.
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Curriculum mapped and dated
NSQF level fixed, practicals set against their actual equipment, assessment date locked before day one.
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Ward-level mobilisation
Camps in Bapunagar, Ramol, Vatva and Amraiwadi. Counselling that names the real starting wage.
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Their supervisor assesses
The final practical is judged by the employer's own line supervisor, at our bench, with a third-party assessor present.
The half nobody photographs
Training is the visible part. The part that decides whether a 22-year-old is still employed in December is paperwork, and we do it inside course hours instead of leaving it to the trainee's first week at work.
Documents, cleared before you finish
Aadhaar name spelling matched to the bank passbook, a live savings account that is not a dormant school-era Jan Dhan, PAN if it is missing, and a UAN generated rather than assumed. Three of the four reasons a first salary arrives late are fixed here.
NAPS, ESIC and PF
Where the role is an apprenticeship, we register the trainee on the NAPS portal ourselves and follow the stipend. Where it is a direct hire, we make sure the ESIC and PF numbers exist before the first pay cycle closes, not after.
Day 30, day 60, day 90
Three phone calls to whoever is drawing the salary slip, and one to their supervisor. If someone has stopped going, we find out in week five instead of hearing about it at the next employer review.
Since 2016
Team SK was registered in 2016 and now employs between 51 and 200 people across training, mobilisation and placement follow-up. Most of our teaching happens in Gujarati. A good number of our trainees ride two BRTS buses in from Bapunagar to reach a 7:30 start, which is the single most reliable indicator we have ever found of who will still be at work in March.
Questions parents ask us first
Is the job guaranteed?
No, and be careful with anyone who says it is. What is committed is this: every batch is opened against employer headcount, every trainee who completes the hours and clears the assessment is put in front of at least two employers, and we keep working the file until day 90. If a trainee fails the practical, we let them repeat the assessment once with the next batch at no extra fee.
What will he actually earn to start?
In 2026, a fresh LT electrical hire in the Vatva–Odhav belt starts between Rs. 15,000 and Rs. 19,000 a month gross. HVAC service technicians start around Rs. 16,000 plus a per-call incentive in the season. Retail floor starts near Rs. 13,500 with a Sunday roster. Warehouse technicians start around Rs. 14,500, more if they are cleared on a reach truck. PF and ESIC come out of gross, so the in-hand figure is lower — we show the arithmetic during counselling instead of quoting the gross and hoping nobody asks.
My son has only passed 10th. Can he join?
Yes, for retail, warehouse and the electrical course. HVAC needs 10th plus either an ITI in RAC or fitter, or a year of real field work — the brazing and refrigerant modules are not safe to teach from zero in fourteen weeks. Full eligibility is written on each course page.
Can fees be paid later?
Fees split into three instalments: at admission, at the halfway mark, and before the assessment. Where a batch is sponsored by an employer or funded under a state scheme, the trainee share can drop to the assessment fee alone. Ask at the centre — we will tell you honestly which batches are sponsored this quarter and which are not.