ResumeGrade × HirePro

At a glance

Who each tool is built for

Where HirePro works well

• •Runs drives at a scale that very few platforms can match. Handling one crore graduates across 43,000-plus colleges requires infrastructure that took years to build. For employers running large-volume campus hiring, HirePro reduces coordination cost significantly.
• •Proctored assessments with built-in interview scheduling mean the full process from first screen to offer can be managed in one workflow, reducing the back-and-forth between employer and institution.
• •Because employers bring HirePro to the institution (rather than the institution procuring it), the adoption barrier for colleges is low. TPOs do not need to sell it internally. It arrives with the company.
• •Infosys heritage means strong alignment with IT and services sector hiring patterns, which is still the dominant placement category for most engineering colleges in India.

Where placement teams hit the ceiling with HirePro

• •No resume quality gate before registration opens. A student with a broken resume registers through HirePro the same way a prepared student does. The platform has no mechanism to flag which students are entering the drive with resumes that will not survive the recruiter's first look. That gap is invisible until rejections arrive.
• •No pre-drive cohort diagnostics for TPOs. HirePro tells the placement team how many students registered and how many cleared each round. It does not tell the placement team which students were at risk of rejection before the drive began. That visibility only appears in the outcome data, which is too late to act on.
• •Employer-driven, not institution-driven. Because employers bring HirePro to campus, the platform serves the employer's workflow first. The TPO's ability to shape the process or extract pre-drive intelligence is limited to what the employer's HirePro configuration allows.
• •No structured advisor intervention workflow. There is no mechanism in HirePro for placement advisors to identify struggling students before registration opens, assign targeted feedback, and track whether improvements were made before students enter the drive.

How ResumeGrade approaches this differently

• •Diagnostics six to eight weeks before drive season. Run cohort scoring before HirePro registrations open. Identify which students have critical resume gaps. Assign targeted interventions to the at-risk segment. Enter the drive with a cohort that has been prepared rather than simply registered.
• •Institution-controlled intelligence layer. HirePro gives employers control over the drive process. ResumeGrade gives TPOs control over the preparation process. These are separate levers in the same placement cycle, and the institution owns the second one independently of what the employer brings.
• •At-risk identification with a list, not a hunch. The placement team gets a prioritised list of students below readiness threshold (below 60 out of 100), with specific dimension-level feedback for each. Advisors know who to call and what to work on before the drive window opens.
• •JD alignment before each drive. As companies share JDs for upcoming HirePro drives, students can score their resume against the specific role before registration closes. Feedback is tied to the actual opportunity, not a generic standard.

The bottom line

HirePro and ResumeGrade are not alternatives. HirePro runs the drive. ResumeGrade runs the preparation before the drive. The employer brings HirePro to your campus. The TPO brings ResumeGrade to the batch six weeks earlier. Both exist in the same placement cycle at different points.

For placement cells already operating on HirePro drives, the question ResumeGrade answers is one HirePro was never designed to ask: are your students actually ready for the companies arriving next month? If you do not have a system that answers that question before registration opens, you are discovering the answer in the outcome data, which is too late to change.