Give us your headcount before we open the batch
If you tell us in April that you need nine HVAC service technicians by September, we can build a batch for nine and hand you people who have already been assessed by your own supervisor. If you call us in September, we can only send you whoever happens to be finishing. The first conversation is worth far more than the second, and it costs you nothing but an hour and an honest manpower plan.
How the partnership works
-
You share a real manpower plan
Roles, count, wage band, shift pattern, joining month, and whether the role is a direct hire or an apprenticeship. Our placement officer will push back on numbers that look like a wish rather than a plan — that is part of the job, and it saves both sides four months.
-
We map the curriculum to your floor
We ask for your equipment list, your last six months of fault or incident logs, and your safety induction deck. The practicals are then set against what your people actually touch — your starter panel type, your unit models, your WMS screens, your billing software. The syllabus stays NSQF-aligned; the practice does not stay generic.
-
We mobilise and screen
Ward-level camps in Bapunagar, Ramol, Vatva and Amraiwadi, tie-ups with municipal schools and neighbourhood ITIs. Every candidate is counselled on the real wage, the real shift and the real commute before admission, which is the single biggest lever on your three-month attrition.
-
Your supervisor sets the final test
On assessment day, your line supervisor or service manager sits at our bench with a third-party assessor and marks the practical. You are not accepting someone else's judgement of skill — you are making your own, three weeks before the joining date.
-
We hand over a clean file
Aadhaar and bank name matched, UAN generated, PAN present, NAPS registration done where the role is an apprenticeship, safety induction completed, and a gate-pass photograph ready. Your HR team spends fifteen minutes on onboarding instead of three weeks chasing documents.
-
We stay on the file to day 90
Calls at day 30, 60 and 90 to the trainee and their supervisor. If someone is drifting, you hear it from us in week five. If your rostering or your transport is what is breaking, you also hear that — politely, but you hear it.
What we ask for, and what we do not
What we ask
A written headcount commitment with a joining month. Two hours of a supervisor's time on assessment day. Access for two or three supervised trainee visits during the course. A named HR contact who can confirm joining and share a day-30 attendance line. And the wage band stated honestly at the start — if the role pays Rs. 14,000, tell us Rs. 14,000, because our counsellors will repeat that figure to the candidate's family.
What we do not ask
No recruitment fee per candidate. No exclusivity. No commitment to hire anybody who fails your own assessment. And we never take a commission out of a trainee's salary — if a middleman ever suggests otherwise using our name, tell us and we will deal with it that week.
Where our partners sit
We work in a ring around east and south-west Ahmedabad because that is where the trainees live and where the buses run. Partnerships outside this ring are possible but we will tell you plainly if the commute makes retention unlikely.
Vatva & Odhav
Chemical, pharma and engineering units. Mostly maintenance electricians, utility technicians and stores staff. Our Vatva and Odhav centres are inside this belt, so trainee visits are easy to arrange.
Naroda & Narol
Switchgear fabrication, textiles and processing, tile and sanitaryware distribution. Panel wiremen, warehouse and dispatch roles.
Changodar, Sanand & Bavla
Third-party logistics, e-commerce fulfilment, pharma distribution with cold storage, food processing. Picker-packers, GRN clerks, MHE trainees, plant electricians.
City retail & service
Supermarket, pharmacy and apparel chains across Maninagar, Vastral, Nikol and the SG Highway stretch; AC service franchises and AMC contractors covering the whole city.
Two things that reduce your three-month attrition more than pay does
Run the payroll induction on day two
Safety induction on day one is standard and rightly so. Almost nobody runs the second one. Take half an hour on day two and show a first-time hire where the shift roster is pinned, what the PF and ESIC deductions on the slip mean, when the salary date is, who to call when the gate pass does not scan, and how to apply for a day's leave. We have watched an entire intake settle down because of that half-hour.
Cost the commute out loud at the interview
In our day-90 calls, the top reason a trainee walks is not wages. It is a commute nobody costed, a rotating roster nobody explained, and a first salary that landed two weeks late because a passbook spelled a name differently from the Aadhaar. Three of those four are paperwork or communication problems, and paperwork problems can be fixed in a week.
"These boys leave in three months." We hear that in almost every first employer meeting. Sometimes it is true. It is worth looking at why before deciding it is a character problem. — what our placement team hears, and what the day-90 data says instead
Apprenticeships under NAPS
Where a role suits it, we register the trainee as an apprentice on the National Apprenticeship Promotion Scheme portal and handle the paperwork end: establishment registration if you do not yet have one, contract creation, the trade and duration mapping, and the stipend claim follow-up. Employers who have never used NAPS usually assume it is heavier than it is; the first registration takes a while, the tenth takes an afternoon.
We are also candid about when it is not worth it. If your role needs a fully productive hand from week one and you are not going to run a structured on-the-job plan, a direct hire is cleaner for everybody than an apprenticeship that exists only on a portal.
Trainer-of-trainers, if you would rather do it in-house
Some partners have a senior technician who is already teaching, informally and badly, because nobody ever showed them how. We run a 40-hour trainer-of-trainers block at your site or ours: breaking a skill into teachable steps, demonstration technique, assessing a practical fairly, running a session in Gujarati for people who left school at 15, and keeping records that survive an audit. Twelve participants maximum, because a lecture on how not to lecture is a poor advertisement.