Build Your Next Graduate & Internship Talent Pipeline
Access 16,000+ registered candidates across engineering, technology, data, AI/ML, finance, marketing, product and other early-career roles.
Built for campus recruitment, early careers and university relations teams — not for posting jobs. Give us your hiring requirement and we'll help you find the talent.
Every figure on this page is counted live from our candidate database.
Talent Desk
“We need 25 Data Analyst interns in Pune.” → a live matching pool, in seconds.
Tell us your hiring requirement.
We'll tell you who's available.
Don't post a job and wait. State what you need and see the live size and shape of the matching talent pool — before you commit to a hiring plan.
You're buying talent access, not a job posting
An MNC early-careers recruiter does not browse a job board. They plan a cohort, size a pool and run a process. This product is built around that, end to end.
A talent pool, not a job board
Your team never writes a job post or waits for applications. You describe a need and we source against a database of registered, early-career candidates.
Deterministic AI matching
Every candidate is scored 0–100 on skill overlap, location fit, graduating batch, profile depth and recent activity — the same profile always scores the same way.
Real resumes, real activity
Candidates are registered users with uploaded resumes. Availability comes from actual platform activity, not a self-declared status field.
Pan-India reach, including tier 2 & 3
Metro campuses are covered by everyone. Our density in tier-2 and tier-3 cities is where most enterprise teams find headroom.
Batch-aware pipelines
Filter by graduating year so a 2027 pipeline is built in 2026 — the way campus and university-relations teams actually plan.
Consent-first candidate data
Anonymised previews are public; identities, contact details and resumes move only when a shortlist is requested.
From requirement to shortlist
Four steps. No posting workflow, no applicant inbox to triage.
- 1
State the requirement
Tell the Talent Desk what you need in plain English — role, volume, location and graduating batch. No job description, no posting workflow.
- 2
See the matching pool
We return a live count of relevant candidates plus the shape of that pool: cities, batches, colleges and the skills actually present in it.
- 3
Request the shortlist
Our talent desk assembles verified profiles with resumes and contact details, ranked by fit against your requirement.
- 4
Run your process
Interview, assess and close. Come back next cycle with the batch year changed — the pipeline is already mapped.
Talent pools you can hire from
Eighteen early-career talent pools, each with a live candidate count and the skills actually present in it. Figures below are counted from our database.
Data Analytics
8,700+Data Science
7,400+Software Development
7,300+Business Analytics
6,000+Machine Learning
5,900+Web Development
4,100+DevOps
3,000+Android & Mobile Development
2,600+Cloud Computing
1,900+What campus and early-careers teams tell us
Talent acquisition, campus and university-relations leaders use the Talent Desk to size a pool before they commit headcount — then take a shortlist, not an inbox.
“We stopped posting internships and started stating requirements. Seeing the size of the Pune data pool before we committed headcount changed how we planned the whole cohort.”
“Our constraint was never job boards — it was reach into tier-2 campuses. The batch and college breakdown told us where the 2027 talent actually sits before we booked a single campus visit.”
“The shortlist arrived with resumes and contact details attached. For an early-careers team of two, not screening 400 applications ourselves is the entire value.”
“What sold us was that every number was countable. When I asked where the figure came from, I got a filter, not a marketing deck.”
“We needed cybersecurity freshers, which is the hardest early-career pool in India to fill. Being able to see availability by city saved us a quarter of guesswork.”
“Our engineering managers wanted candidates who had actually shipped something. Filtering on real resumes and assessment history got us there far faster than a job post would have.”
Give us your hiring requirement.
We'll help you find the talent.
Tell us the role, the volume, the cities and the graduating batch. Our talent desk comes back with a matched shortlist — verified profiles, resumes and contact details, ranked by fit.
- Bulk and multi-city requirements handled as one brief
- Campus, graduate, internship and entry-level hiring
- Batch-aware pipelines — plan 2027 in 2026
- Campus & early-careers requirements answered first
What the early-career market actually looks like
Registrations, skills, cities, graduating batches, most-common technologies and demand by role — every figure counted from our own candidate database and refreshed every six hours.
Enterprise hiring — questions answered
How is this different from posting an internship on your site?+
Posting is a pull model — you publish a role and wait for applications. Enterprise hiring is a push model: you state a requirement, we search our registered candidate database against it and return a matched shortlist. Most MNC campus and early-careers teams never post at all, so the posting funnel simply does not fit how they work. The two products are entirely separate; nothing about your existing postings changes.
Where do the candidate numbers on this page come from?+
Every figure is a live count from our candidate database, refreshed every six hours. When you use the Talent Desk, the number you see is the result of a real query against registered candidate profiles — filtered on the role skills, location and graduating batch you described. We do not publish estimated, projected or rounded-up figures.
What exactly do I get in a candidate shortlist?+
Verified candidate profiles matched to your requirement, each with college, degree and branch, graduating batch, location, skills, an uploaded resume, assessment history where the candidate has taken one of our tests, and contact details. Profiles are ranked by their fit score against your specific requirement.
Which roles and functions can you source for?+
Eighteen early-career talent pools: software development, web development, Android and mobile, data analytics, data science, artificial intelligence, machine learning, cybersecurity, cloud, DevOps, UI/UX design, finance, marketing, sales, human resources, operations, product management and business analytics.
Can you support bulk and multi-city hiring?+
Yes — that is the primary use case. Requirements of 10 to several hundred early-career hires across multiple cities are handled as a single brief. The Talent Desk shows you the city-by-city split of the matching pool before you commit headcount to a location.
How quickly do you respond to a requirement?+
Requirements submitted by campus recruitment, early careers and university relations teams are prioritised in our queue. You will hear from our talent desk with next steps and an initial shortlist plan.
What does the AI match score actually measure?+
It is a deterministic 0–100 score, not a black box: skill overlap with your requirement (the largest component), location fit against home and preferred cities, graduating-batch fit, profile depth (resume, CGPA, college, skill count) and recency of platform activity. The same candidate against the same requirement always produces the same score.
How is candidate privacy handled?+
The anonymised previews on this page carry no names, emails, phone numbers or resume files — only an opaque reference. Identifiable candidate data is shared with an employer only as part of a requested shortlist, and only for candidates who registered to be discoverable by employers.
Start your 2026–27 early-career pipeline
If you own campus, graduate or internship hiring, tell us what you need this cycle. We'll show you the pool before you commit the headcount.