Build Your Technology Team with Job-Ready Talent
Radar Hire–Train–Deploy sources, assesses, and trains candidates against your hiring requirement — so you evaluate people who already have the skills the work needs.
Tell us the roles, technology skills, and number of professionals you need. We help you reduce the gap between hiring and productivity.
The problem
Hiring Fresh Talent Takes Time. We Help You Reduce the Gap.
Traditional hiring leaves skill gaps after joining. HTD trains against your requirement before you hire.
Traditional hiring
The gapTime to productivity
Radar HTD
Large candidate pool
Role-specific sourcing
Multiple screening rounds
Multi-level assessment
Skill gaps after hiring
Technology-aligned training
Additional training costs
Client evaluation before hiring
Long time to productivity
Ready-to-deploy talent
The solution
Radar Hire–Train–Deploy
HTD is one journey from requirement to deployment: we source against your role, assess at four levels, train for 6–12 weeks on your stack, and you hire only after you evaluate the evidence.
- 01Define
- 02Source
- 03Assess
- 04Train
- 05Evaluate
- 06Deploy
The HTD model
Six steps from requirement to deploy
Click a stage for the detail. Scan the strip if you only need the sequence.
Your hiring requirement
Define
You set the hiring requirement once. It governs sourcing, assessment, training, and final selection.
- Detailed job description and expected skill level
- Number of candidates required
- Training curriculum and technology stack
- Target joining window
- Acceptance criteria for the final hiring decision
A relevant talent pool
Source
We source against the agreed requirement — not a generic staffing shortlist.
- Campus drives
- Walk-ins
- Off-campus sourcing
- Candidates from existing internal batches
Four levels, one picture
Assess
Each candidate is assessed at four levels. This can be done with your HR team. Criteria can be adapted to the role.
- Technical skills
- Aptitude and language skills
- Psychometric assessment
- Personal interview — confidence, attitude, and articulation
Competency before you hire
Train
Selected candidates enter a structured programme — typically 6–12 weeks depending on the stack — trained on project scenarios and assessed at regular intervals.
- Curriculum and day-wise agenda shared before training starts
- A dedicated point of contact for technical and HR queries
- Regular assessment against the intended work
- Mentoring that can pace faster and slower learners
You decide against your criteria
Evaluate
You assess trained candidates against the acceptance criteria set in Define, supported by a candidate evidence pack.
- Attendance tracker
- Pre-assessment tracker
- Post-assessment tracker
- Performance tracker
Your hiring decision
Deploy
Candidates you select move into the agreed role or project. A dedicated point of contact stays with you through all six steps.
- Final selection remains with the client
- Deployment follows successful assessment and hiring
- Single point of contact across the HTD journey
Business benefits
What HTD changes in the hiring cycle
Sourcing, screening, and development sit in one journey — your team is not running a parallel induction cycle.
Technology areas
Train Talent for the Skills You Need
Curriculum is shaped around the stack in your hiring requirement. Typical areas include:
Software Development
- Java
- Python
- .NET
- React
- Angular
- Full Stack
Cloud & DevOps
- AWS
- Azure
- DevOps
- Kubernetes
Data & AI
- Data Engineering
- Generative AI
- Machine Learning
- Data Analytics
Testing & Cybersecurity
- Automation Testing
- Cybersecurity
- Cloud Security
Assessment
Four-level assessment model
A multi-level pre-hiring model reduces a poor fit and the chance of missing the right talent. Click a level for the detail.
Role-relevant capability — including coding, testing, and debugging where the requirement needs it.
Click a level for the detail
Training built around the role
Competency development, not course completion.
6–12
weeks
- Typically 6–12 weeks, depending on the stack
- Customised curriculum and day-wise agenda before day one
- Projects, case studies, and instructor assessment
- Industry-expert mentoring that adapts to faster and slower learners
- Regular pre- and post-assessment to track development
Client evidence you can review
When you assess candidates, you are not working from a résumé alone.
Attendance
Participation across the competency-development period.
Pre-assessment
Baseline capability before training begins.
Post-assessment
Progress after structured development.
Performance
How the candidate applied skills in scenarios and projects.
Why Radar
Why organisations use Radar HTD
Industry experts
Facilitators, mentors, and programme managers who run competency development — not a one-off lecture.
Pan-India
The model is built to scale across locations, with a dedicated point of contact through the six steps.
Custom curriculum
Course design and timelines adapt to the stack, role, and agreed requirement rather than a fixed catalogue.
Client-controlled selection
Define competencies with us, review shortlists, and make the final hiring decision.
Built for Organisations That Need Talent at Scale
- IT & Technology Companies
- GCCs & Engineering Centres
- Product Companies
- System Integrators
- Start-ups & Scale-ups
- Organisations building new technology teams
Have a Hiring Requirement?
Tell us the roles, technology skills and number of professionals you need.
Need 20, 50 or 100 trained resources? Let's discuss your requirement.