offers via TCS NQT - one campus, phase two
From 60–80 placed a year before the partnership.
Higher Education · Alpha batches
Super 60/120/300 cohorts - topper batches, trained deep.
Marquee recruiters judge a whole campus by its best students. Train the top cohort deep and everyone rises: 90% placement in the trained batch, and the campus-wide ₹6 LPA+ share up from 24% to 43%.
368%offer growth · NCR90%placement · top-200₹9.5LPA median · 157 offers
01 Who this is for
For institutions playing offense, not defense.
Marquee recruiters calibrate an entire campus by its best students. Concentrating depth where it compounds lifts everyone.
Dean / Director
A flagship you can market
A named alpha program with entry criteria gives your admissions team a story and your recruiters a reason.
T&P Officer
The halo effect, engineered
Bangalore data: the trained top-200 hit 90% placement - and the whole batch's ₹6 LPA+ share rose from 24% to 43%.
Topper student
Preparation that matches ambition
Product-company DSA, case depth and marquee-recruiter targeting the base curriculum can't provide.
02 What’s included
The substance, not the brochure.
Selective entry
Diagnostic-based selection with transparent criteria - 60, 120 or 300 seats.
Intensive DSA & case depth
Product-company-grade preparation beyond the base curriculum.
Marquee recruiter targeting
Preparation mapped to named target companies and their current patterns.
Dedicated coaching pods
Small-group mentors and accountability structures.
Interview immersion
High-frequency mocks with recorded, rubric-scored feedback.
Halo measurement
Batch-wide lift tracked and reported, not just cohort outcomes.
03 Outcome proof
It works - and we can show the math.
offer growth in a single season - NCR
157 offers at ₹9.5 LPA after HackWithInfy preparation.
institutions across 30+ cities
Including 12 IIMs, 2 IITs and 45 of the NIRF-100.
04 How it’s delivered
Your calendar sets the rhythm. We fit it.
Runs parallel to base programs - the alpha cohort trains deeper while the full batch continues standard tracks, with movement between tiers on merit.
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 - LMS, AI-proctored assessments, placement management and AI career tools, white-labelled for your institution.
05 Endorsements
From the people who own placements.
The difference was specificity: company-wise test patterns, DSA depth, and weekly dashboards. Our placement numbers didn’t inch up - they tripled.
06 Questions deans ask
Straight answers.
Doesn't this abandon the rest of the batch?
The opposite - it's measured. In Bangalore the batch-wide ₹6 LPA+ share rose from 24% to 43% while the trained top-200 hit 90%: recruiters upgraded their view of the whole campus.
How are students selected?
Entry diagnostics with published criteria, reviewed with your placement cell. Movement in and out stays merit-based across the program.
What sizes work?
60, 120 or 300 depending on batch size and ambition - the NCR engagement ran multi-tier.