placement rate - trained alpha cohort
Bangalore, top-200 batch; batch-wide ₹6 LPA+ share rose 24% → 43%.
Program 09 · Final semester
Everything between a ready student and a signed offer.
Resumes that clear ATS filters. Assessments that predict screening outcomes. Mock interviews across every format a panel might use. Company-specific preparation against real JDs. Forty modules, thirty hours, one semester - the layer where preparation becomes offers.
40modules30hours · Sem 3–45tracks
Duration
30 hoursSemester three or fourPer student
2 reviews + 2 mocksScoped for every student, not the top quartileAI tools
Unlimited practiceResume scoring and video mock interviewsEnds at
A signed offerThrough negotiation and first-90-daysThe last mile
01 Who this is for
The service placement cells ask for first - and underestimate most.
By the final semester the content is done. What remains is execution: sequencing, practice volume, and someone reviewing every student’s resume rather than a sample.
Placement Chairperson
Nothing left to chance
Every student gets two resume reviews, a behavioural mock, a functional mock, a mock GD and a psychometric profile - as scoped activities, not as capacity permits.
T&P Officer
A cohort you can schedule
Batches that fit the timetable, with RAG dashboards naming exactly who needs intervention.
Student
The panel feels familiar
You have already done the GD, the guesstimate, the case, the assessment centre and the HR round - scored, with feedback, before it counted.
Trusted by the institutions that answer for placements
Among 120+ partner institutions - including 12 IIMs, 2 IITs and 45 of the NIRF-100.
02 What’s inside
Five tracks. Forty modules.
The delivery team’s full last-mile scope.
TrackCareer Branding
- ATS resume building
- AI resume builder
- Resume review (1:1)
- LinkedIn profile optimization
- Portfolio & GitHub review
- Personal branding
- Elevator pitch development
- Resume personalization for JDs
TrackAssessment & Screening
- Placement readiness assessment
- Company-specific aptitude tests
- Domain assessments
- Coding assessments (engineering)
- Communication assessments
- Behavioural assessments
- AI-proctored assessments
- Psychometric assessments
TrackInterview Excellence
- HR mock interviews
- Technical mock interviews
- Functional / domain mock interviews
- AI mock interviews
- Case interviews
- Group discussions (GD)
- Case study discussions
- Assessment centre simulation
TrackCompany-Specific Preparation
- Company-specific JD analysis
- Company hiring process orientation
- Recruiter-specific interview preparation
- Previous-year interview questions
- Company-specific mock interviews
- Company-specific HR preparation
- Role-based interview preparation
- Role & JD fit analysis
TrackPlacement Success
- Offer evaluation & decision making
- Salary negotiation skills
- Pre-joining readiness
- Corporate transition program
- First 90 days success strategy
- Career roadmap planning
- Career coaching & mentoring
- Placement progress tracking
03 Delivery format
What every student gets, by name.
Scoped for a cohort of sixty. The point of publishing this table is that nothing here is “subject to availability”.
| Activity | Type | Mode | Sessions | Duration per session |
|---|---|---|---|---|
| Resume building workshop | Group | Offline | 1 | 120 min |
| Interview prep workshop | Group | Offline | 1 | 120 min |
| GD prep workshop | Group | Offline | 1 | 120 min |
| Resume review | 1:1 | Offline | 1 | 45 min |
| Functional mock interview + behavioural mock interview | 1:1 | Offline | 1 | 45 min |
| Mock group discussion | Group of 8 | Offline | 1 | 45 min |
| Role and sector clarity sessions | Group | Offline | 5 | 90 min |
| JD and company-specific sessions | Group | Online | 10 | 60 min |
| AI resume builder | 1:1 | Self-service tool | Unlimited | - |
| AI interview training | 1:1 | Self-service tool | 2 | - |
← scroll the table sideways →
Session counts and durations are the scoped plan for a standard batch; they are re-cut against your cohort size and calendar in the proposal.
04 The AI layer
The tools that make the practice volume possible.
Thirty coached hours only works because the practice around it is unlimited. These three run themselves.
05 The two things that decide this stage
Volume and specificity.
Last-mile training fails for predictable reasons. These are the two we engineer against.
Practice volume, not practice existence
One mock interview does not change an outcome. The scoped program includes group workshops, a 1:1 behavioural and functional mock, a mock GD in groups of eight, and unlimited AI mock interviews - so the practice count per student is high enough to move performance rather than just to be reportable.
Specificity, not general polish
Ten company-specific sessions against live JDs, previous-year question banks, recruiter-specific interview prep and hiring-process orientation. “Be confident” is not preparation; knowing that a recruiter runs a game-based round followed by a communication assessment is.
Screening before interviewing
A placement-readiness assessment, company-specific aptitude tests, domain and coding assessments, communication and behavioural assessments and a psychometric profile run first - so coaching time goes where the gaps are, and students are not interview-coached for roles their screening scores will not reach.
After the offer, too
Offer evaluation, salary negotiation, pre-joining readiness, corporate transition and a first-90-days plan. Attrition in the first quarter costs a campus its recruiter relationship, so the program does not stop at the signature.
AI tools that keep working
Infy Resume scores resumes against real JDs; Infy Interview Coach runs unlimited video mock interviews with feedback. Both stay available after the program, which is what makes the practice volume achievable at all.
06 Outcome proof
It works - and we can show the math.
IIMs are client institutions
Alongside XLRI, SPJIMR and 45 of the NIRF-100.
students made career-ready last year
Across 120+ institutions and 4 countries.
07 How it’s delivered
Your calendar sets the rhythm. We fit it.
Roughly thirty hours in semester three or four for batches of sixty to eighty, run on campus for the workshops, 1:1 and GD components, and online for the JD and company-specific sessions. Scoped rates include offline delivery, assessments, learning material and one year of LMS access, and assume a minimum of six trainer-hours per day on campus.
01Personalize
Career Discovery Test, diagnostics, AI baseline.
02Upskill
Coach-led + self-paced across 40+ careers.
03Last-mile
Company-specific prep, GD-PI, mocks.
04Place
Employer outreach and placement management.
05Measure
Live RAG and skill-gap dashboards.
Every engagement runs on the InfyLearn suite - white-labelled LMS, AI-proctored assessments, placement management, AI resume builder and AI video mock interviews - so training, testing and placement data sit in one place your team can audit.
08 Endorsements
From the people who own the outcome.
They work inside our academic calendar, not around it. Faculty see a partner, students see a coach, and the board sees a placement report we can stand behind.
09 Questions deans ask
Straight answers.
Is thirty hours enough for a last-mile program?
For the coached components, yes - because the tool-based practice is unlimited and runs outside contact hours. The thirty hours are spent on the things that need a human: 1:1 reviews, mocks, GDs and company-specific sessions.
Do all students get 1:1 time, or only the top cohort?
All of them. One 45-minute resume review and one 45-minute combined functional and behavioural mock per student are scoped activities. Programs that reserve 1:1 time for the top quartile are the reason batch-wide numbers stay flat.
How does this work with company-specific sessions when our drive calendar shifts?
The ten JD and company-specific sessions are scheduled on demand against your live calendar rather than fixed in advance - that is why they are online and sixty minutes.
What do you do about students who are not converting?
The readiness assessment identifies them before the season starts, and last-quartile hand-holding runs as a scoped track. The alternative - discovering the gap during the drive - is not recoverable.
Can this run for engineering as well as management cohorts?
Yes. The five tracks are common; the assessment and mock-interview content switches to coding assessments, technical mocks and DSA problem-solving interviews for engineering cohorts.