For Corporates
Know your next hire — 3 years before you hire them.
Campus recruitment gives you three days and two hundred unknown résumés. Udgam gives you twenty-four months of verified performance data on the ten students you have actually been watching.
- Talent verified before interview
- Campus co-working made structured
- 10X faster fulfilment
The problem with campus hiring
You are making a five-year bet on a three-day impression.
The signal you get is a proxy
A CGPA and an institution name. Neither tells you whether a candidate can analyse an unfamiliar problem, evaluate two competing designs, or create something that did not exist. You find that out in month four.
The cost is structural, not incidental
Travel, panel time, coordination, offer-decline rework and the replacement cost of the ones who leave inside a year. The market benchmark is around ₹35,000 per hire — and that ignores the misfit cost.
The best candidates were never in the room
You visit the institutions you have always visited. The student in Nagpur, Coimbatore or Guwahati who could outperform your entire intake never got on your list, because there was no way to see them.
What changes
Four numbers your CHRO will care about.
lower cost per hire against the current market benchmark for campus and portal recruitment
target average cost per hire through the platform, against roughly ₹35,000 on a job portal
twelve-month retention among platform hires; students with high readiness scores retain at 94%
of verified performance data on a watchlisted student before you make the offer
Before and after
The same requisition, two different processes.
Your process today
On Udgam
Before —Shortlist on CGPA and institution tier
After —Shortlist on demonstrated cognitive level in the exact competencies your role needs
Before —Three-day drive, two hundred unknown candidates
After —Twenty-four months of tracked performance on ten students you have been following
Before —Skills claimed on a résumé, unverifiable
After —Skills verified by faculty, supervisors and rated assessments — nothing self-declared
Before —Internships run informally, conversion untracked
After —Structured rubrics at mid-point and completion; a PPO pipeline you can manage
Before —Hackathons as a branding exercise
After —Hackathons as a scouting instrument, with judged submissions and a talent watchlist
Before —Employer brand measured by guesswork
After —An aggregate rating from every student who has interned with you
What you get
Five capabilities. One relationship with the institution.
Filter on cognitive depth, not keywords
Paste your existing job description. The platform translates it into the cognitive profile it actually implies, and returns candidates ranked by how far they exceed the minimum you specified — not by who happened to list the right keyword.
Watchlist a student in Year 1
Find someone promising through a hackathon or a search, add them to your watchlist, and receive an update every quarter on what they have attained, completed and won — for two to three years before anyone else is looking.
Branded challenges that double as an assessment
A microsite, a structured judging rubric, inter-judge variance flagged automatically, and every submission attached to a student profile you can act on afterwards.
Sit inside the curriculum, not beside it
Sponsored skill modules, guest lectures mapped to real course outcomes, employee mentorship logged as CSR hours, and — at Strategic Partner level — a seat in the curriculum advisory meeting.
Run your own numbers
How much is your current hiring process costing you?
Set your annual graduate intake. Everything on the right updates as you drag.
Current cost per hire
₹27,500
Job-portal and campus-drive benchmark, including panel time, travel, coordination and offer-decline rework.
Annual saving
₹9.65 L
70% lower, on 50 hires a year
Reinvested, that funds 38 hackathons or 64 guest lectures a year — which is what produces the next cohort you hire from.
The ₹8,200 figure is a target, not an observed result — Udgam launches in Q1 2027. The ₹27,500 benchmark is the market average for campus and portal recruitment.
Before and after
The same requisition, two different processes.
Cost per hire
₹27,500
12-month retention
38%
Time you get with a candidate
3 days
Signal you decide on
CGPA + college name
“Before” figures are market benchmarks for campus and portal recruitment. “After” figures are Udgam targets, not observed results — the platform launches Q1 2027.
Commitment tiers
Four levels. The first one costs nothing until the platform is live.
| Tier | What you commit to | What you get |
|---|---|---|
| Talent Partner | Interview high-tier students, post listings through the year, and join a campus recruitment drive | Named founding partner, first access to the talent pool, a company profile page |
| Engagement Partner | A defined annual programme of paid internships, hackathons and guest lectures, plus PPO consideration for strong interns | Branded hackathon microsite, priority in student feeds, watchlist access, featured on university pages |
| Innovation Partner | All of the above, plus sponsored student project work, faculty engagement, and an industry mentor | Faculty consulting access, lab and infrastructure booking, first access to IP co-creation, national launch mention |
| Strategic Partner | A multi-year commitment with infrastructure co-investment, a curriculum advisory seat and an agreed hiring target | Exclusive category rights at that university, joint IP ownership, a dedicated account manager, custom analytics |
The fair questions
Three things every talent head asks.
“Course outcome data means nothing to my recruiters.”
Correct — so they never see it. An AI translation layer converts attainment data into the skills language your team already writes in. Your recruiters see “strong analytical problem-solving”; the matching engine sees the cognitive level underneath it.
“We already use a job portal.”
A portal shows you everyone who listed a keyword. Udgam shows you only candidates who have demonstrably reached the cognitive level your role requires — and it costs roughly a fifth of the benchmark. First six months are free on the Standard plan.
“How do I know the data is real?”
Every badge has an external verifier. Every internship rating comes from a named supervisor. Every attainment figure traces back to a marked question approved by a head of department. Nothing on a student profile is self-claimed.
- Every listing is manually reviewed by the Udgam team before it goes live — protecting your brand as much as the student's experience
- No cold outreach to students is possible; engagement is student-initiated or institution-approved
- Student personal data is never shared without the student applying to your listing
- All data is stored in India, in line with the DPDP Act 2023
Instead of a three-day campus drive guessing on two hundred unknown students, a company has twenty-four months of performance data on ten specific students they have been watching.
Talent Access
India's verified talent — from Nagpur, Coimbatore, Guwahati, not just IITs.
Placements
Not more drives. Better matches. Lasting placements.
Co-working
Universities and industry, working on the same problems at the same time.
For corporates
The things people actually ask.
Course outcome data means nothing to my recruiters. Will they have to learn it?
No — they will never see it. A translation layer converts attainment data into the skills language your team already writes in. Your recruiters read 'strong analytical problem-solving'; the matching engine underneath is operating on cognitive level. You paste the job description you already wrote and review the derived profile in about two minutes.
We already use a job portal. What does this do that it doesn't?
A portal returns everyone who listed a keyword. Udgam returns only candidates who have demonstrably reached the cognitive level your role requires, verified through marked assessments approved by a head of department. The target cost per hire is around ₹8,200 against a roughly ₹35,000 benchmark, and the first six months are free on the Standard plan.
How do I know a student's profile is real and not self-reported?
Nothing on a student profile can be self-claimed. Every badge has an external verifier. Every internship rating comes from a named supervisor. Every attainment figure traces back to a marked question. And higher cognitive levels are weighted several times more heavily than recall, so memorisation cannot lift someone into your shortlist.
What exactly am I signing with a letter of intent?
A one-page document stating your tier and the commitments you agree to — the volumes are set with you, not imposed. There is no payment obligation, commitments activate only when the platform goes live in Q1 2027, and you can withdraw with 30 days' notice before launch. What you get in exchange is first access to the talent pool and naming as a founding partner.
Can we contact students directly?
Not unless they have applied to you. There is no cold outreach on the platform — engagement is student-initiated or institution-approved, and personal details are shared only when a student applies to your listing. That constraint is structural, not a policy, and it is a large part of why students trust the platform enough to be on it.
Is the three-year early access model actually legal and acceptable to institutions?
Yes, and institutions actively want it. Watchlisting is visible to the student, who can remove themselves at any time or switch off recruiter visibility entirely. Institutions want it because pre-placement offers are the most prestigious placement metric they report, and the early access model is what produces them systematically.
Corporates
Keep exploring
- Talent Discovery & Verified HiringFilter on cognitive depth, not keywords and CGPA.Read
- 3-Year Early Access ProgrammeWatchlist a student in Year 1. Hire them in Year 4.Read
- Hackathons & Campus EventsBranded challenges with judged, CO-linked submissions.Read
- Co-working with UniversitiesCurriculum seats, joint labs, IP co-creation.Read
- Partner CommunitiesStructured early access for industry bodies and HR networks.Read
Letter of intent
Sign nothing that costs you anything.
No payment. No platform access yet. A specific commitment that activates at launch in Q1 2027, withdrawable with 30 days' notice — and first-mover access to every student on the platform.