Create Product-Ready PERN Developers.
With a complete “hire + train” model, Assesshub joined forces with Swabhav Techlabs to build its first high-performing PERN engineering team.
Corporate Fresher Training
Talent Consulting- HRTech · Online assessment platform
- Human Resource startup · ~20 people team
- JavaScript
- TypeScript
- PostgreSQL
- Express
- React
- Node
- TDD, Refactoring, Agile
- OOAD, SOLID
- System Design
THE VISION
- Time-to-hire for a single tech role hovered around 90 days.
- 90% of candidates fell through due to a weak and inconsistent hiring process.
- With non-tech leadership steering engineering decisions, roadmap execution suffered and customer experience started to feel the strain.
Twinkle Shah, Founder, Assesshub
BUSINESS IMPACT
THE SOLUTION
Addressing the core challenges
Instead of treating hiring and training as separate problems, Swabhav designed a single, end-to-end talent funnel for Assesshub—built to deliver speed, quality, and long-term impact.
Role-clarity & competency blueprint: We worked closely with Assesshub’s leadership to define what success looked like for a PERN developer—covering problem-solving ability, core coding fundamentals, product thinking, and ownership mindset.
Campus pipeline at scale: Leveraging our 8-year network across Mumbai’s engineering colleges, we partnered with 40 campuses and attracted 1500+ registrations for Assesshub’s roles—compressing sourcing into a single week.
Assessment-first hiring: Swabhav redesigned the interview process to identify real problem solvers through structured evaluations:
MCQ and coding challenges on Swabhav’s platform focused on DSA and real-world problem-solving scenarios, followed by a culture-fit conversation that explored each candidate’s journey, curiosity, and alignment with startup life.
PERN training program & capstone: Selected graduates entered a 12-week PERN training program designed and delivered by practitioners, emphasizing hands-on, project-based learning across the full PERN stack, clean code principles, TDD, refactoring, and SOLID practices.
The program culminated in a proctoring module built as a capstone—mapped directly to Assesshub’s product roadmap and real engineering requirements.
Proof-of-concepts & sprint participation: Learners worked on POCs and sprint-style exercises using Assesshub’s actual use cases, creating a clear line of sight between training tasks, production features, and business outcomes.
Deployment & on-the-job support: Developers who cleared the capstone were deployed into Assesshub’s team with clear expectations, continuous feedback loops, and leadership visibility—resulting in a smaller, stronger tech team that moved faster without compromising quality.
How the learning experience felt on the ground:
Instead of passive lectures, cohorts worked in tight feedback loops that closely mirrored real engineering environments.
- Short concept drops followed by coding labs
- Daily reviews and refactoring sessions
- Iterations on the same module, moving from “it works” to “it’s production-grade”
This structure mirrored real engineering work and made it easy for Assesshub to trust that new engineers were ready for live product tasks, not just exam questions.
Twinkle Shah, Founder, Assesshub
By unifying sourcing, assessment and training into a single system, Assesshub turned hiring from a drain into a growth engine. Instead of chasing “experienced” developers in a crowded market, they now create their own PERN talent—aligned to the product, fluent in modern engineering practices, and ready to move the business forward.