The employer side
A prepared batch still under-places if the right recruiters never arrive. This is the demand side: structured company outreach across 100+ hiring partners, hiring-market intelligence on who is actually recruiting your profiles this season, job descriptions matched to your cohort's readiness data - and the drive itself run end to end, from the eligibility list to the digital offer letter.
One partner campus · one placement season
The company funnel
95% of confirmed ranWhat the batch got
Own scale
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 CompaniesEvery other service on this site improves the batch. None of them puts a recruiter in your auditorium. A cohort can be genuinely well-prepared and still under-place, and when that happens the training is not the thing that failed.
A placement cell of two or three people cannot open new recruiters in September while running the drives already booked for October. So outreach becomes whatever is left after operations, which in a season is nothing.
Three companies that took forty students each last year take twelve this year. Without hiring-market intelligence, an institution finds that out from its own results in December rather than from the market in June, when there was still time to replace them.
Placement support is mostly invisible work done months early. The visible day is the easiest part of it.
Managed outbound to recruiters relevant to your programmes, with positioning collateral written for your institution rather than a generic Board Infinity deck. Every approach is logged, so next season starts from a list rather than from memory.
Introductions into the 100+ companies already in our hiring network, for campus drives and for off-campus pools. Your own anchor recruiters stay entirely yours - this is about the ones you have never had a conversation with.
Season-wise reads on which companies are hiring which profiles, at what volume, with what test pattern. It is the input that decides where outreach goes, and the reason a shrinking anchor recruiter is visible in June rather than December.
Roles sourced and then matched against your cohort's actual readiness data - who clears which cut-off, who fits which role family. A drive that your batch cannot convert costs a slot in the calendar and a relationship.
Jobs, eligibility rules, applications, shortlists, interview scheduling, offers and digital offer letters in one white-labelled system - your institution's brand on the whole experience, and one database instead of four vendors' spreadsheets.
The unglamorous half: rooms, connectivity, assessment links and backups, panel confirmation, invigilation, slot issue, a live status board, and offer capture before the recruiter leaves the campus.
A live funnel through the season, then a written season report: recruiter-wise summary, programme and branch split, new versus repeat recruiters, and the unplaced register - assembled so it can go into a board review or an accreditation visit unedited.
Not every recruiter will visit every campus. Pooled and virtual drives put your students in front of companies whose hiring volume would never justify a single-campus visit, which is where late-season placements usually come from.
Placement cells are staffed for September to December and judged on it. The work that decides those four months happens in the other eight, which is the part we are actually being bought for.
The quarter that decides the season. Nobody is running a drive, which is exactly why this is when the pipeline gets built and last year gets taken apart honestly.
What runs in this window
Turning interest into confirmed dates, and making sure every confirmed date is one your batch can actually convert.
What runs in this window
Operations. Four months in which the only thing that matters is that every booked drive runs cleanly and every offer is captured.
What runs in this window
The part most seasons run out of energy for, and where the unplaced register either gets closed or does not.
What runs in this window
A single outreach motion aimed at “companies” gets you more of the recruiters you already have. These six behave nothing alike - in intake size, in how far ahead they commit, and in what actually persuades them - so each gets its own list, its own timing and its own pitch.
How this sector is worked Volume hiring on published test patterns, so a drive is winnable on preparation alone - and bookable a season ahead.
How this sector is worked Won on cohort quality rather than cohort size. Outreach here is a two-year relationship, not a season's email.
How this sector is worked Highly profile-sensitive: the JD-to-readiness match matters more here than anywhere else on this list.
How this sector is worked Slots are decided months early and rarely reopen, which is exactly why this sector is worked off-season.
How this sector is worked Under-served on most campuses because it needs discipline-specific outreach rather than one generic approach.
How this sector is worked Opens a route for branches with no traditional recruiter of their own, which is usually where the biggest gain sits.
No recruiter names on this page, deliberately. On a page about our own hiring network, a list of company logos would read as a claim that those companies are Board Infinity partners. The actual partner list, and which of them already recruit at institutions like yours, comes with the proposal - named, and under NDA.
Introductions are the easy half and they decay the moment the person who made them moves on. What survives is the record: which company was approached, by whom, what they said, what they were sent, what their students scored, and what they did the following year. That is software, and we build and operate ours in-house.
Infy Recruit - campus placement management, live product
A placement season is a workflow with a hundred moving parts and a hard deadline. Run on spreadsheets it survives on one person's memory, and that person eventually changes job.
Infy Assess - assessment platform with AI proctoring, live product
Outreach gets a recruiter to come once. What gets them to come back is a shortlist that holds up against their own process.
A recruiter relationship is an institutional asset. Most campuses hold theirs in one person's inbox.
Placement support is the service where the change requests usually live. These eight are in the base commercials, so the season does not turn into a negotiation.
One person accountable for your season end to end, who your placement cell can call. Not a ticket queue and not a different face each month.
Rewritten every season against your latest placement record and cohort data, so what goes out to a recruiter is current rather than last year's deck.
A standing meeting with your cell through September to December: what converted, what stalled, what the next fortnight needs. Included, not billed as consulting.
Our people on campus on drive days - rooms, connectivity, invigilation, slot issue, panel wrangling - rather than a process document handed to your two-person cell.
Company-pattern papers on Infy Assess with AI proctoring on every drive we run, at no per-test charge. It is what makes the shortlist defensible to the recruiter.
Every approach, reply and drive logged in your white-labelled instance, exportable to Excel or CSV whenever you want, and it stays with you when the engagement ends.
The written season report plus the same data assembled for a governing body, NIRF or NAAC - with the evidence trail attached, so nothing has to be reconstructed later.
A cancelled drive is a hole in your calendar, and working it is part of the engagement rather than a change request. Cancellations are reported, not quietly absorbed.
Commercials cover outreach, intelligence, drive operations, assessments and reporting for the scope agreed. Recruiter travel, hospitality and any venue costs are yours, billed at actuals and never through us.
Six steps, in order, every time. The reason to write them out is that “we have relationships” is what every placement vendor says, and it is not a process anybody can hold you to.
Not a Board Infinity deck with your logo on it. Placement record, cohort profile, branch mix, the readiness data the batch has actually produced, and what a recruiter gets by coming - written so your placement cell can send it under its own name.
Yours to sendDrawn from the hiring-market read, then filtered to what your batch can convert: the right sectors, the right intake sizes, the right test patterns. A list of impressive logos your students cannot clear is worse than no list.
Matched, not maximalSequenced approaches into the target list, through our own hiring network where we have a relationship and cold where we do not. Logged in the recruiter CRM, so a no this year is a warm start next year rather than a forgotten email.
Logged in the CRMWhere introductions stop being contacts. What this cohort was trained on, what the assessment data says it will convert at, and which of their roles it fits - a specific conversation, which is the only kind that produces a date.
100+ partner networkThe role's cut-off against your cohort's actual scores. If the match is weak we say so and either reshape the role or decline the slot, because a drive your batch cannot convert costs you a calendar week and costs the recruiter a season's goodwill.
Checked, not assumedConfirmed date, eligibility rules, application window, panel plan and student communication, configured in the system your cell already runs the season on. The handoff from outreach to operations is a database record, not a forwarded email.
One system of recordThis is the run sheet, because it is the part of the service a placement cell can check us against. A recruiter does not decide whether to come back on the basis of your training programme - they decide it on whether the day was competent.
Eligibility list locked and published, students notified with the process and the timeline, panels confirmed in writing, assessment configured and dry-run in Infy Assess.
Rooms and seating, network and a backup connection, assessment links and credentials, invigilator briefing, printed contingency lists in case the wifi is the thing that fails.
Recruiter received and set up, pre-placement talk run to time, assessment slot opened under live invigilation with proctoring flags monitored rather than reviewed afterwards.
Papers auto-evaluated, shortlist reconciled against the recruiter's cut-off, published to students, interview slots issued. A shortlist that arrives the next morning has already cost you the afternoon.
Technical, functional and HR rounds sequenced against panel availability, with a live status board so a panel running late gets absorbed instead of collapsing the queue.
Offers recorded and digital offer letters issued before the recruiter leaves, acceptances tracked from that moment. Offers confirmed by email a week later are how a final number becomes unverifiable.
Funnel for the drive to your cell and a summary to the recruiter: applied, appeared, shortlisted, interviewed, offered - plus what to change before the next one.
A live funnel through the season and a written report at the end of it - and on this service the report is the deliverable your management actually reads, so it is built to survive a board review unedited.
Term report · 2026–27All programmes · Season 2026–27 · Placement Support
Most institutions have either the relationships or the operational bandwidth, rarely both. The two narrower models exist so you can buy the half you are short of.
The whole year. Intelligence and outreach in the eight months nobody is watching, operations in the four months everybody is.
The only model where the pipeline compounds: this season's declines are next season's warm starts, and the recruiter CRM you keep is worth more each year.
For cells that have the recruiters and are short of hands. We run the drives; the relationships stay entirely yours.
The fastest to stand up, and the one to pick if a season has already opened. No outreach, no intelligence - operations and reporting only.
For cells that run their own drives well and need new recruiters in the funnel. Everything up to the confirmed date, then we hand over.
Starts in April and is largely finished by August. The entry point for institutions whose placement numbers are capped by demand rather than by ability.
Every model runs on Infy Recruit, white-labelled to your institution, and the recruiter CRM stays with you at the end of the engagement. Request a proposal for costing against your batch size, your programme mix and which of the three models fits your season.
This service and the three below are two halves of one season. Bringing a recruiter to a campus that cannot convert them costs the relationship, which is why we would rather scope both.
The supply side of the same season: 195 offline hours built around the exact test each recruiter sets. Outreach gets them to campus; this is what converts the drive.
ExploreThe last mile, per student: resume, mock interviews, group discussions and company-specific preparation, with 16 benchmarked tests each.
Explore110 hours of foundation. A JD-to-cohort match is only as good as the assessment data underneath it, and this is where that data starts.
Explore52 bootcamps across 16 functional domains - the depth that opens the consulting, BFSI and analytics sectors rather than only the IT-services one.
ExploreBreadth, cadence and bandwidth, in that order. Your anchor recruiters stay yours - we do not touch them. What we add is structured outreach into the 100+-company network and into sectors you currently have no route into, run on a schedule through the eight months your cell is not in a drive, plus the operational hands to run the season that outreach produces. If your placement number is capped by how many companies come rather than by how well your students do, this is the service that moves it.
It is the opposite side of the transaction. Every other service on this site improves your students; this one works on the companies. The honest version of the pitch is that most placement vendors sell you preparation and then describe the offers that follow as their outcome. We would rather be accountable for the thing we actually control: how many relevant companies were approached, how many confirmed, and how many drives ran cleanly.
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. It matters more on this service than on any other, because these are the scores a hiring manager is shown when we ask them to commit a slot. A percentile from an unproctored test is not something we would put in front of a recruiter.
A live funnel through the season - approached, responded, confirmed, ran, offered, placed - plus a recruiter CRM with every conversation attached, drive-level dashboards showing where the funnel is stalling, and a written season report with the recruiter-wise summary, the programme and branch split, new versus repeat recruiters and the unplaced register. All of it in Infy Recruit, white-labelled, and yours at the end of the engagement.
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.
No. The six sectors on this page span technology and management hiring, and outreach is matched to your programmes and your cohort's readiness data rather than to a default list. In practice the biggest gains we see are on campuses whose non-flagship branches have no recruiter of their own - a management or core-engineering cohort that has never had a sector worked for it specifically.
No, and you should be sceptical of anyone who does. Hiring volume is set by the companies, and a season where three anchor recruiters cut intake is not something a vendor can contract around. What we will commit to in the proposal is the input side - the size of the target list, the outreach cadence, the sectors covered and the operations we run - and report the funnel honestly against it, including the drives that did not happen and why.
You keep them. Every approach and conversation is logged in a recruiter CRM inside your white-labelled Infy Recruit instance, exportable to Excel or CSV at any time, and the contact history is the institution's record rather than ours. That is deliberate: the argument for logging outreach at all is that it should survive both a change of placement officer and a change of vendor.
In-season operations can start inside an open season - that model exists for exactly this. Outreach cannot: a company that has not heard of you in June is not booking a slot in October, so starting outreach mid-season mostly builds next year's pipeline. If you come to us in September the honest recommendation is operations now, outreach from April, and we will say so rather than sell you both.
It depends on which of the three models you take, your batch size and how many sectors you want worked, which is why there is no price on this page. Tell us your programme mix, roughly how many companies visited last season and where you think the ceiling is, and you get costing against that within three working days.
Tell us your programme mix, roughly how many companies visited last season, and where you think the ceiling is. We come back with a target list size, a sector plan, an operations scope and commercials - usually within three working days.
For placement cells, deans and training & placement officers.
A Board Infinity consultant will come back to you within three working days with a proposed plan and commercials.