Learn recruiting by doing the job โ 15 days on a live desk.
A hands-on simulation of a recruiter's real workweek. You're onboarded as a Talent Acquisition Associate, assigned real roles and responsibilities each day, and reviewed by an AI mentor โ the same way a new hire learns on the floor.
Onboard as a Sourcing Associate: master the terminology, tools, Boolean search, and tracking that feed every hire.
Step up to Recruitment Coordinator: run intake calls, screen candidates, structure offers, and report your pipeline.
Own the desk as Account Manager: defend your numbers in review, state your value, and perform under real pressure.
A practice hiring-manager that streams sharp, realistic pushback the moment your answer gets vague.
Confidence, terminology, sourcing & conflict โ graded instantly, with honest, specific feedback.
The system tracks how you learn and surfaces your weak spots to your mentor so coaching stays targeted.
Every lesson connects the skill to what actually happens on a working recruitment desk.
The AI proposes lesson upgrades from real struggle data; your instructor approves them with one click.
Finish all 15 days and build a portfolio of real recruiter artifacts โ a pipeline report, search briefs, and a scorecard.
This 15-day program is built for aspiring HR professionals looking to pivot into recruiting as experienced candidates โ not for absolute freshers. It is practical exposure only: you'll learn what a recruiter's day-to-day actually looks like โ sourcing, screening, intake calls, negotiation, pipeline management โ through hands-on drills and AI mock interviews.
It does not guarantee placement or a job. No offers, no referrals โ just real, usable skill and a clear picture of the work. Treat it as a simulator for the recruiter's craft, not a hiring pipeline.
Read this before you start. It maps what a recruiter actually does โ here and anywhere in the world โ to exactly how this 15-day simulation works.
Sign in as a Learner. You're hired as a Talent Acquisition Associate and assigned a desk rotation.
Each day = one shift. Read the brief, do the hands-on drills, and complete the day to earn XP and unlock the next.
Days 2โ5 ship real tools: Boolean Lab, Portal Sim, Tech Lab (JD builder), and an ATS pipeline tracker.
Face the AI hiring-manager and auto-scored mock interviews. Honest feedback on every answer.
the concept + key terms
play out a real desk scenario
tasks + hands-on exercise
lock in the knowledge
how a pro handles it
ask anything, anytime
auto-scored practice
full simulated interview
search every lesson
Days 2โ5 add live tools: โก Boolean Lab, ๐งญ Portal Sim, ๐งฑ Tech Lab, and the ๐ Pipeline ATS tracker.
A recruiter is the bridge between a company that needs talent and the people who have it: find, attract, screen, and close the right candidate, fast. In this simulation you rotate through three real desks:
Own the terminology, tools, Boolean search, and tracking that feed every hire.
Run intake calls, screen and qualify candidates, structure offers, report the pipeline.
Defend your numbers in review, state your value, perform under real pressure.
This is the global, day-to-day rhythm of the job โ the same loop whether you recruit in Bangalore or Berlin.
Clear, confident speaking and writing โ most of the job is conversations.
Find the right people in noisy databases; the highest-leverage skill.
Partner with hiring managers; turn vague asks into a real brief.
Juggle many roles and candidates against a clock; hit your numbers.
Know frontend vs backend vs cloud well enough to screen credibly.
Any graduate can recruit; an HR / Psychology / Business background helps.
The academic foundation an HRM degree teaches โ the theory behind everything you'll practise on the desk.
Recruitment is the positive process of finding and attracting a pool of capable applicants. Selection is the negative process of filtering that pool down to the right hire. Recruitment widens; selection narrows.
1) HR / manpower planning โ 2) Job analysis โ Job Description (the role) + Job Specification (the person) โ 3) Sourcing & attracting applicants โ 4) Screening & shortlisting โ 5) hand a qualified pool to selection.
Internal: promotion, transfer, employee referrals, internal job posting. External: job portals, LinkedIn, campus/placement drives, recruitment agencies & consultancies, walk-ins, social media, job fairs.
Application โ preliminary screening โ selection tests (aptitude, psychometric, technical) โ interviews (HR, technical, panel) โ reference & background check โ medical (if any) โ final offer โ onboarding.
Time-to-fill / TAT, cost-per-hire, source-of-hire, offer-acceptance rate, quality-of-hire, and yield ratios (how many at each stage convert to the next).
Employer branding & EVP (Employee Value Proposition), the recruitment funnel, e-recruitment, the yield-ratio pyramid, and the legal/ethical frame: equal opportunity, non-discrimination, and candidate data privacy.
Log in as a Learner and Day 1 begins.
85+ essential HRM & recruitment terms. Tap each card to reveal definition.
Aspiring HR professionals who want to pivot into recruiting as an experienced candidate โ someone with prior work experience moving into talent acquisition. It is NOT designed for absolute freshers with zero work exposure. If you can already hold a professional conversation and want to learn the recruiter's craft fast, you're the target audience.
No. Flatly, no. We do not provide placements, referrals, interview calls, or any hiring pipeline. There is zero placement guarantee. What you get is practical, hands-on exposure to what a recruiter's day-to-day actually involves โ and the real skills behind it. Anyone promising guaranteed jobs in 15 days is selling you something; we're not.
You'll work through a recruiter's real workflow: Boolean and X-ray sourcing on Naukri/LinkedIn, screening and shortlisting, running intake and screening calls, handling salary negotiation and counter-offers, managing a pipeline and TAT, and dealing with candidate drop-offs. Each day mirrors a slice of a working recruiter's life โ drills plus AI mock interviews that pressure-test you.
Not really. Freshers can still learn from it, but the framing, pace, and scenarios assume some professional maturity โ the goal is a career pivot into recruiting, not a first-ever job. Think of it as a lateral-move bootcamp for the recruiting function.
Practical exposure and usable skill: how sourcing really works, how to screen and pitch candidates, how intake calls and negotiations actually go, and how recruiters think about pipelines and metrics. You finish knowing whether this craft fits you and how to do the core tasks โ not a certificate that gets you hired.
Yes โ 100% real and industry-accurate. Boolean search, STAR-structured interviews, salary negotiation, sourcing strategy, intake calls, and pipeline reporting are exactly what working recruiters use. The AI hiring-manager is direct and demanding, but every technique you learn is genuine.
An AI hiring-manager role-plays intake/screening calls and pressure-tests vague answers in real time. Your mock-interview answers are auto-scored on confidence, terminology, sourcing, and conflict handling, with specific feedback. It's practice with instant, honest critique โ not a human recruiter and not a hiring decision.
Learners sign in with Google; an account is created automatically, no password to manage. Instructors and admins use email + password (created by the super-admin). Forgot a staff password? The super-admin resets it from the admin console.
We store your progress, mock answers, and activity to power your dashboard and the behavioral feedback. We don't sell data or do forged paperwork of any kind. See the Privacy & Terms page in the footer for specifics.
You have to actually do the work โ there's no faking 15 days of reps. It's exposure and skill, not a shortcut to a title or an offer letter.