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TalentxpA Globex Digital group company

FOR EMPLOYERS

Day-1-ready certified operators — with retention written into the contract.

You carry the ramp deadline; we carry the hiring risk. Batches run only against your signed requisitions, and our fees are part-linked to the 90-day mark.

Book an anchor callThe SLA we sign
43% annual churn in manufacturing's temp workforce — every exit restarts a compliance-heavy training cycle

~5% of the workforce has formal skill training — resumes and references are unverifiable

0

certified cleanroom / GMP operators waiting in the open market when your line goes live

Everyone owns one stage. Nobody owns the loop.

ITIs

Teach generic trades — not cleanroom protocol, not GMP.

Staffing agencies

Paid per placement, so churn is their revenue model.

Job boards

List unverified claims. No training, no retention stake.

Nobody owns the full loop. The employer's real ask is simple: certified operators who stay.

The SLA we sign

≥75% of each batch placed within 45 days of certification

≥85% 90-day retention — or free replacement, no argument

20–30%

of our fee held against the 90-day retention mark

We are paid for people who stay, not people who join.

What you get

Curriculum to your SOPs

Co-designed with your process and QA teams; your practical-assessment slot in every batch.

Verified skill passports

Scores, practical-test videos and verified history on every candidate — screen in minutes, not weeks.

Managed payroll & compliance

CLRA, EPF/ESIC and state registrations handled — clean files for your audits.

Retention OS for your whole floor

Attendance, flight-risk alerts and exit-reason analytics — for our deployees and your existing workforce.

How an anchor partnership works

Curriculum co-designed to your SOPs; batches run only against your committed requisitions — you never compete for our graduates.

90

days from MOU signature to Batch 1 starting against your named requisition.

30

trainees per batch, trained to your SOPs with your practical-assessment slot built in.

~16

weeks from MOU signature to the first certified operators on your floor.

What we ask of you

An MOU with indicative volumes

Role volumes for the next 12 months, plus JD and SOP access.

Curriculum sign-off

Your process and QA teams approve the program and take one practical-assessment slot per batch.

A half-day floor visit per batch

Trainee exposure on your line before they join it.

What our deployment desk handles

Day-1 readiness

Document verification, medicals and joining logistics, handled by a deployment desk in your cluster.

30 / 60 / 90-day check-ins

The same desk calls every deployed worker at 30, 60 and 90 days.

Data back into the loop

Check-in and attendance data feed Retention OS and the next batch's curriculum.

Retention OS

Priced per worker per month — for the operators we deploy and for your existing workforce. Lower churn becomes a measurable SLA.

Worker app

  • Attendance and shift view
  • On-time salary visibility
  • Earned-wage access
  • Grievance channel
  • Upskilling ladder with pay steps — operator → senior operator → line lead

Supervisor dashboard

  • Absenteeism and flight-risk alerts
  • Pulse surveys
  • Recognition nudges
  • Exit-reason analytics
  • Monthly attendance and attrition reporting

Common questions

Who pays for training?
Training is funded by a token candidate fee, apprenticeship-stipend reimbursements and state skilling schemes. You pay a train-and-place fee per certified hire — with 20–30% of it held against the 90-day retention mark.
What happens if an operator leaves inside 90 days?
If a batch falls below 85% 90-day retention, we replace for free. Part of our fee is held against that mark, so we carry the risk with you.
What does the anchor MOU commit us to?
Indicative role volumes for the next 12 months, JD and SOP access, curriculum sign-off, one practical-assessment slot per batch and a half-day floor visit per batch.
Can you train to our SOPs rather than a generic syllabus?
Yes. Every program is co-designed with your process and QA teams, and each batch is mapped to one of your named requisitions.
Who handles payroll and statutory compliance for deployed workers?
We do: CLRA licences per state, EPF/ESIC on all managed rolls, Shops & Establishments registrations and apprenticeship-scheme filings, with one compliance lead accountable for your audits.
Where are you building first?
Center 1 opens in Sanand, Gujarat. The next clusters are Jagiroad (Assam), the Krishnagiri–Tirupati belt and the Hyderabad–Vizag pharma corridor.

Become a founding anchor partner

2–3 anchor slots before Center 1 opens in Sanand: priority pipeline, co-branded academy option, 24-month pricing lock.

Book an anchor call