Corporate AI training · Onsite & live online
Based in Bengaluru · delivering across India
Define the role. Look for evidence.
Bring clarity to your AI and cloud hiring requirement: the work to be delivered, the capabilities to demonstrate and the responsibilities the person will own.
Prepare a hiring brief →Source AI and cloud professionals who are already trained, assessed, and job-ready. Connect hiring to practical skill evidence and the work your technical team needs to deliver.
CAChandan Agrawal — Co-founder & Director, Corporate Training & Talent Solutions, Technovids
Hire Pre-Skilled Talent See Talent ServicesAI and cloud hiring can stall when a job description combines too many unrelated responsibilities or screening relies on tool names instead of demonstrated skills. A clear capability brief helps distinguish essential experience from skills that can be developed.
A CV or keyword match alone does not show whether a candidate can handle your production responsibilities. Technovids is different — we run our own training pipeline, which means we place candidates who have been hands-on with the exact tools your team uses.
Three complementary models to match any hiring need — from urgent permanent roles to strategic talent pipeline development.
Permanent placement
We shortlist verified AI and cloud professionals for permanent roles. Agree role-specific technical assessment with the team rather than relying only on keyword screening.
Train + place model
We identify high-potential professionals from adjacent roles, put them through our intensive AI/cloud training, and place them with you. Compare training, assessment, supervision and salary costs against the alternative of hiring an experienced specialist.
Flexible engagement
Need cloud architects for a migration? MLOps engineers for a sprint? Discuss trained contract talent for the required duration. Availability, start date, responsibilities and engagement terms are confirmed for each requirement.
Transparent, fast, and designed around your specific hiring needs.
We understand the role, team culture, tech stack, and timeline. The initial discussion establishes the scope.
2We help craft a realistic job description based on current market availability.
3Our trainers conduct domain-specific assessments — not just HR screening.
4Review shortlisted profiles with the agreed technical evidence. Shortlist size and timing depend on the requirement and candidate availability.
5Agree support for offer negotiation, notice-period coordination and onboarding in the engagement.
Deep expertise in placing the technical roles that matter most for AI and cloud initiatives.
ML / AI Engineer
Mid–Senior
Python TensorFlow PyTorch MLflow KubeflowData Scientist
Mid–Senior
Python R SQL scikit-learn SparkPrompt Engineer
Junior–Mid
GPT-4 Claude LangChain RAG Fine-tuningCloud Architect (AWS/Azure/GCP)
Senior
Terraform Kubernetes IaC FinOpsDevOps / MLOps Engineer
Mid–Senior
CI/CD Docker Kubernetes Jenkins AirflowData Engineer
Mid–Senior
Spark Kafka dbt Airflow SnowflakeCloud Migration Specialist
Senior
AWS Migration Hub Azure Migrate lift-and-shiftAI Product Manager
Senior
LLM product design roadmap stakeholder mgmtThere aren't enough experienced AI engineers in India to meet current demand. The companies winning the talent war are the ones creating their own pipeline — identifying high-potential professionals and training them into the specialists they need.
Our upskill-to-hire model combines Technovids' training expertise with structured recruitment. You get candidates who are trained on your exact tech stack, pre-assessed on real tasks, and motivated to succeed in a role that was designed for them.
Compare salary, recruitment fees, training time, assessment effort, supervisor capacity and expected ramp-up. Direct hiring may suit an urgent specialist need; upskill-to-hire may suit an adjacent-skill candidate when the team can support learning. Build both estimates from your role and budget rather than a universal saving percentage.
Candidate Identification & Assessment
We source profiles from adjacent roles (developers, analysts, admins) and run a technical aptitude + learning-ability assessment.
Intensive AI/Cloud Training
Selected candidates go through our accelerated training programme — hands-on, project-based, assessed weekly.
Capstone Project & Skills Validation
Candidates complete a role-specific capstone project. You receive a detailed technical scorecard for each.
Client Interviews & Placement
You interview shortlisted candidates. Offer, onboarding and follow-up support are scoped in the agreement.
When evaluating a hiring partner, ask for relevant, permissioned examples: the role, starting skills, assessment approach and responsibilities after joining. Compare like-for-like roles rather than assuming that a result from one placement predicts another.
Are you a developer, analyst, or IT professional who wants to transition into AI or cloud roles? Our upskill-to-hire pipeline is open to individual applicants. Ask about current opportunities, eligibility, training costs and any employer sponsorship. Training or an application does not guarantee placement. Experienced practitioners looking to teach rather than be placed can apply to the Technovids trainer panel instead.
Compensation varies by role, location, seniority and demonstrated skills. Discuss the current range for a specific vacancy.
We bridge training and recruitment. The engagement can combine practical assessment and targeted learning, not just CV screening. Define the evidence needed for the role; onboarding and retention depend on the candidate and workplace.
We specialise in: ML/AI Engineers, Data Scientists, Prompt Engineers, Cloud Architects (AWS/Azure/GCP), DevOps/MLOps Engineers, Cloud Migration Specialists, and AI Product Managers. We also handle adjacent roles like Data Engineers and BI Developers.
We identify high-potential candidates from adjacent fields (software developers, data analysts, IT administrators) and put them through our scoped intensive training programme. You interview pre-trained candidates — with skills, assessment evidence and costs evaluated for your requirement.
The timeline depends on seniority, location, stack, assessment stages, candidate availability and notice periods. Upskill-to-hire also needs time for training and validation. Agree target milestones after the hiring brief is reviewed.
Any replacement period, eligibility, exclusions and fees must be confirmed in the written agreement. Do not assume a universal replacement guarantee.
We recruit PAN India with strongest networks in Bangalore, Hyderabad, Mumbai, Pune, Chennai, and Delhi NCR. We also support remote-first roles for companies open to distributed teams.
Whether you need a single ML engineer or a cloud team of 20, we can source, assess, and place the right talent — with practical assessment aligned to your requirement.
Email: corporate@technovids.com
WhatsApp: +91 86183 46384
Tell us what you need so the team can discuss a recruitment plan, availability and timeline.
Start with a clear brief
Share the requirement without confidential candidate records or identity documents at this first stage.
Email a hiring brief →You can contact the team about current opportunities and relevant learning paths. Training, interviews and hiring are separate decisions; a course or enquiry does not guarantee employment.
If the need is to develop your existing team, explore corporate training alongside the hiring discussion.
Explore team training →