Who we serve
Your ramp does not wait for the labour market.
For plant and operations leaders staffing live lines: define the workforce you need, and we build it, certify it and deploy it.
What you are solving for
Ramp schedule, yield, uptime and attrition
Every unstaffed shift shows up in output. Every under-prepared technician shows up in yield and equipment downtime. HR carries the hiring volume; operations carries the consequence.
Engagement path
Four steps from question to scale
Workforce diagnostic
Role architecture and a quantified gap against your ramp.
Pilot cohort
100 to 250 candidates built to your role definitions.
Certified deployment
Nirji Ready people on shift, tracked at 30 and 90 days.
Platform
Talent Cloud and reporting as your workforce scales.
Priority roles
Twelve roles that repeat across every OSAT floor
Plant lifecycle
A workforce for every stage of the plant
From planning and tool install to volume production and upgrades, each stage needs a different workforce.
- Stage 1
Plan
Workforce diagnostic, role architecture, and a hiring and training roadmap tied to the ramp schedule.
- Stage 2
Construct & install
Mobilised installation and facilities specialists plus local technicians, deployed against the tool-in schedule.
- Stage 3
Ramp-up
A Line Start-Up Team of mobilised experts plus local hires, and Ramp-Up Cohorts certified Nirji Ready.
- Stage 4
Volume production
Managed workforce, backfill, shift supervision and Nirji Ready certification of new joiners.
- Stage 5
Sustain & upgrade
Upskilling for new packages and processes, retention tracking and workforce performance data.
Programme layers
Client-defined, not off the shelf
Foundation
Semiconductor fundamentals, ESD, cleanroom discipline, EHS, SPC and shift readiness.
Role
Packaging, assembly, test, equipment PM, troubleshooting, process, quality, reliability and yield.
Employer
Your equipment, your SOPs, your MES and your quality standards.
Your IP stays yours
Your SOPs, recipes and quality standards remain your property, are delivered only to your cohorts and are never reused.
FAQs
Common questions
How big is a pilot cohort?
Typically 100 to 250 candidates for a single plant, sized against your ramp and shift plan.
Do you use our SOPs?
Only with your authorisation, only for your cohorts, and never reused elsewhere.
What happens after deployment?
We track retention and supervisor-rated performance at 30 and 90 days and feed gaps back into the next cohort.
Is this a staffing contract?
No. We are workforce infrastructure: we architect roles, build capability and certify readiness. Deployment models are agreed with you.