Last mile placement preparation
A trained batch still loses offers on a resume, a first answer and a group discussion. This is the last mile - one-to-one sessions and benchmarked tests for every student, and a per-student record your placement cell can act on before the drive.
One record per student, from profiling through to the offer
Where this student stands
Review 2The sessions that are theirs alone
Every row is per student, not per batch. The workshops, mock drives and company-specific sessions run on top.
Approved by the bodies that govern skilling in India - and chosen by 150+ institutions to own their placement number.
CII Approved Industry partner to deliver courses with academic credits
Approved skilling partner by the National Skill Development Corporation
Approved by the National Association of Software and Service CompaniesA placement cell can hold a resume workshop for 300 students in an afternoon. What it cannot do is open 300 documents, check each one against the job description it is actually going to, and send it back twice. So the batch arrives at the portal with a template.
Interview preparation that stops at a workshop is theory. The first time most students say “tell me about yourself” to a stranger is in the actual interview, and a group discussion is the round where an unpractised batch loses the most offers for the least reason.
Attendance is not readiness. Without a per-student record - resume state, mock scores, test percentiles, which JDs they fit - a placement cell is guessing about who to push into which drive, and finds out it guessed wrong in the results.
Career services is the one service that cannot be delivered entirely from the front of a room. Workshops set the standard; the sessions that change an outcome are personal.
A pre-assessment and a psychometric career discovery test before anything is taught, so a student is prepared for roles they can actually get rather than the ones their friends are chasing.
A resume built against a real job description, not a template - then reviewed one to one, twice, with the AI resume builder in between so the student iterates on scored feedback rather than on opinion.
Behavioural and functional mocks, one to one and offline, plus unlimited AI video mocks on Infy Interview Coach. Every session ends in a written debrief the student and your cell can both see.
A preparation workshop, then real mock GDs in groups of eight on case and current-affairs topics - scored, so a quiet student is visible as a coaching problem rather than as a bad result.
Case interview and guesstimate workshops, then 1:5 group case-solving sessions where a student has to actually structure a problem in front of four peers and a coach.
Ten sessions built around the JDs your recruiters are actually posting: hiring process, previous-year questions, role-fit analysis and company-specific HR preparation, delivered on demand as the calendar firms up.
10 aptitude tests, 5 domain tests and a psychometric career discovery test per student on Infy Assess - AI-proctored, so a percentile means something when you show it to a recruiter.
Offer evaluation, salary negotiation, pre-joining readiness and a corporate transition module - the part of career services that decides whether an offer becomes a retained hire and a reference for next year.
This is not a brochure summary - it is the actual activity table we would put in a proposal, with the format and the session count against every line. Pick the programme that matches where your batch is in its degree.
The programme that runs before a summer internship, so a student walks in with a resume that survives screening and walks out with a conversion conversation. Twelve activities, per student.
First year · before the internship · every activity, with its format
Batch size considered is 60 students. Role and sector clarity is the block most institutions extend, because it is what stops a student applying blind.
An internship is only worth what it converts into. Six workshops before the student joins, then a mentor stays with them at 1:5 through the whole placement, and reads the final report before anyone official does.
During the internship · every activity, with its format
Six workshops plus six mentoring sessions per group of five, and a one-to-one read of the final report. The batch splits into four groups for the workshop block.
The standard placement programme, delivered offline on campus for a batch of 60–80. Same spine as the SIP programme, pointed at real drives instead of internships, with ten company-specific sessions instead of two.
Final year · Sem 3–4 · every activity, with its format
Price includes the offline training, the assessments, the learning material and twelve months of LMS access.
The fuller catalogue, for institutions that want the assessment layer and the case track as well. This is where the two resume-review rounds, the guesstimate and case workshops, the 1:5 case solving and the sixteen benchmarked tests per student come from.
Where a cell wants the full catalogue · every activity, with its format
The last-quartile block is the one worth arguing for: it is five sessions aimed only at the students a placement cell has usually run out of time for.
A placement cell rarely buys all of this at once. It is here in full so you can point at what your batch is actually weak on, and we build the plan from those rather than from a package.
Run in the months before a summer internship, so a student walks in able to describe the role they want and walks out with a conversion conversation.
The season itself: the domain bootcamps, the recruiter-specific preparation and the interview formats a student will actually sit.
What is left when the batch has already been trained - screening, mocks against a named JD, and everything between an offer and the first 90 days.
Every honest career services programme runs into the same arithmetic: 300 students, one placement cell, and a term. A person goes where only a person works - the resume review, the behavioural mock, the case discussion. Everything a student needs to do twenty times runs on our own software, and lands in the same record.
Infy Resume - AI resume copilot, live product
Two one-to-one reviews per student is the right amount of coach time. It is not enough iterations, which is what the copilot is for.
Infy Interview Coach - AI video mock interviews, live product
A student gets one offline behavioural mock. They need thirty attempts at the first ninety seconds, and no coach has thirty slots.
Infy Assess - assessment platform with AI proctoring, live product
16 tests per student, proctored. A percentile from an unproctored test is a number nobody in a placement meeting should be arguing over.
The value of career services is in the reps, and reps are what a spreadsheet cannot hold.
This is the difference between a trainer on a timetable and a programme that moves a batch's numbers. All eight are in the base commercials.
Every class taught on campus by a trainer with 5+ years of teaching experience.
Topic-tagged, so a student weak in Percentages drills Percentages, not a mixed set.
Produced in-house, so students revise from the same source their trainer taught from.
White-labelled to your institution and live for a full year after classes end.
Under exam conditions on Infy Assess - the reason readiness is a measurement.
Leaderboards and recognition - the cheapest intervention we know for holding attendance.
Extra sessions for students the data flags as at-risk. Included, not billed separately.
Batch, section and student readiness in one dashboard, plus a termly written report.
Commercials cover offline training, all assessments, learning material and twelve months of platform access. Trainer scheduling is agreed against your academic calendar.
Six steps sit between “we ran a resume workshop” and “we know which forty students are ready for the consulting drive”. None of them is a lecture.
Aptitude, domain and communication tests on the LMS before the programme opens. Not to grade anybody - to find out which parts of the catalogue this batch is actually weak on, so the coaching goes there.
Before day oneOne report per batch, built from the pre-assessment: where the cohort sits, who is in the bottom quartile, and which students are strong enough to be pushed at the harder drives rather than coached through the easy ones.
Group reportOne test per student, two attempts. It is the difference between a student applying to every company on the calendar and applying to the eight where their profile actually competes.
1 per studentReal job descriptions from your own recruiter list, broken down into what is being screened for, and mapped against what the student currently has on paper. This is what the resume is then rewritten against.
Per target roleBoth offline, with the AI copilot in between. Round two starts from round one's notes, which is the whole reason there are two.
Two rounds, 1:1Behavioural and functional, one to one. The student gets the recording and the debrief; your placement cell gets the same debrief, which is how coaching continues after we leave campus.
1:1, recordedA live corporate case competition is the one line on a first-year resume that a recruiter reads before the CGPA - and several of these companies hire the finalists directly. The calendar is public. What is usually missing is somebody making sure teams are formed, briefed and submitted before the deadline.
These are competitions the companies run themselves, not Board Infinity programmes - the calendar is here because it is the thing a placement cell most often misses. Case competition preparation runs on a need basis alongside the main programme: team formation, brief decoding, structuring, deck craft and a mock jury before submission.
A live dashboard through the term and a written report at the end of it - and unusually for this service, a card per student rather than a batch average, because that is the level a placement cell actually makes decisions at.
Term report · 2026–27MBA · Batch of 2027 · Last Mile Career Services
Most institutions start with the last-mile programme because it fits a single semester and shows a number by the end of it. The two-year plan is what it grows into.
Career services woven through the whole degree: foundation and SIP preparation in year one, functional depth and the last mile in year two.
The version that changes a placement number rather than a placement season, because the student's own record follows them from the first semester to the last drive.
One semester, final year, offline on campus. The entry point for most institutions and the one that fits a placement calendar already in motion.
Price includes offline training, assessments, learning material and twelve months of LMS access.
For institutions whose summer internships are not converting. Workshops before the internship, a mentor at 1:5 through it, and a one-to-one read of the final report.
The narrowest of the three and the easiest to justify: a pre-placement offer costs the placement cell nothing at all in the final-year season.
Session counts and durations on this page are the ones in our current programme tables. Request a proposal for costing against your batch size, the pillars you want covered, and how much of the delivery is offline.
Career services converts what a student already has. These are the services that give them something to convert - same calendar, same platform, same per-student record.
The aptitude foundation. Career services works best on a batch that already clears the aptitude round it is being coached for.
ExploreBuilt around the exact test each recruiter sets, and the drive itself run on Infy Recruit.
Explore52 bootcamps across 16 functional domains. A polished resume still needs something on it that a functional interviewer can dig into.
ExploreWhere career readiness stops being a workshop and becomes a credit course on the transcript from semester one.
ExploreMost of what is on this page cannot be delivered from the front of a room, which is the whole point. Five sessions per student are one-to-one or in a group of five to eight, every one of them is scored and written up, and the debrief goes to your placement cell as well as to the student. What a vendor sells you is a workshop count. What you get here is a per-student record you can sort a batch by.
Yes, on Infy Assess. AI image and video proctoring flags multiple faces in frame, a student leaving the frame, gaze deviation and tab switching, with every violation logged for review. Papers are generated per student from a topic- and difficulty-tagged bank, so a leaked question set is worth nothing. That matters more here than anywhere else, because these percentiles get shown to recruiters.
A readiness card per student - resume state, both review rounds, mock interview and GD scores, test percentiles and role-fit matches - plus pillar-level cohort breakdowns, the pre-to-post delta on the same assessment, an at-risk register for the bottom quartile, and drive-readiness shortlists against your own recruiter list. It is a live dashboard through the term and a written report at the end.
Accredited and approved by CII as an industry partner for academic credits, an NCVET-approved awarding body, and an approved partner of NSDC and NASSCOM. We are also an ILO partner on labour initiatives.
Five in the extended programme: two resume reviews, a behavioural mock interview, a 1:5 group case-solving session and a 1:8 mock group discussion. The lighter last-mile programme is three - one resume review, one combined functional and behavioural mock, and one mock GD. Everything above that count runs on Infy Resume and Infy Interview Coach, which is where a student can take twenty attempts instead of one.
Yes. The session tables on this page come from our MBA programmes because that is where the format is most developed, but the pillars are the same for a B.Tech batch - with coding assessments, technical mock interviews and a GitHub and portfolio review in place of the case and guesstimate track. Tell us the branch mix and the recruiter list and the tables come back rewritten.
The part after the workshop. A workshop sets a standard; it does not open 300 documents, check each one against the job description it is going to, and send it back twice. Our honest read is that most placement cells have the workshops covered and are short on one-to-one time, scored mocks, and a record that says who is ready. If that is not your gap, say so and we will scope the pillars that are.
The last-mile programme fits inside a single semester, so a start as late as the beginning of Sem 3 still lands before most drives. Below that, the honest answer is that the resume and mock interview blocks are still worth running on their own, and the assessment and role-clarity layers are not - they need a term to be useful.
Practising senior professionals from the function the student is interviewing for - the same pool that teaches the functional bootcamps - not generalist trainers running a script. For the behavioural rounds and group discussions, coaches who do this full time. Your own placement team is welcome to sit in on any session; several institutions use the first cycle as training for their own staff.
It depends on batch size, how many of the six pillars you want covered, and how much of the delivery is offline, which is why there is no price on this page. Tell us your batch size and which programme in the third section matches your calendar, and you get costing against that within three working days.
Tell us your batch size, which semester they are in, and the recruiters you are preparing them for. We come back with a session table, a one-to-one allocation and commercials - usually within three working days.
For placement cells, deans and training coordinators.
A Board Infinity consultant will come back to you within three working days with a proposed plan and commercials.