Certified Recruiter Programme — Genvarsity
Certified Recruiter Programme · CRP · ₹1,999 · 7 Days

Recruiting as a
Professional Discipline.

A seven-day intensive credentialling programme for aspiring and practising talent acquisition professionals. Covers the full recruiting lifecycle — sourcing architecture, evaluation science, stakeholder management, offer negotiation, and recruiter analytics — across seven live domain tracks. Certified by GenVarsity.

✓ 7 days · intensive live sessions
✓ 7 live domain tracks
✓ Genvarsity certification
✓ Scout Express integration
✓ Deep domain-specific Day 3
Enrol Now — ₹1,999 View Curriculum
🎓 Genvarsity Certification
₹1,999
7-day intensive · All-inclusive · All tracks
  • ✦7 days of live structured instruction
  • ✦Domain-specific Day 3 — track-tailored content
  • ✦Sourcing labs & live evaluation exercises
  • ✦Stakeholder management & offer negotiation
  • ✦Recruiter analytics & hiring metrics
  • ✦Certified by Genvarsity
  • ✦Scout Express talent profile activated on enrolment
Enrol Now →
Select your domain track at application · One-time payment via Razorpay
📅
Duration
7 Days · Intensive Live
💰
Investment
₹1,999 · All-Inclusive
🏛️
Certification
Genvarsity Certification
🎯
Live Tracks
7 Domain Specialisations
💼
Placement
Scout Express Integrated
Programme Overview

Recruiting Is a
Learnable Science.

Most talent acquisition professionals in India enter the profession without structured training — developing competencies through trial, error, and informal mentoring. The Certified Recruiter Programme addresses this gap directly: a seven-day practitioner-designed curriculum that treats recruiting as a precision discipline with learnable frameworks, measurable outcomes, and domain-specific depth that generalist HR training does not provide.

The programme is structured around the complete recruiting lifecycle — from market intelligence and pipeline architecture through structured evaluation, stakeholder management, offer negotiation, and performance analytics. Day 3 is entirely domain-specific: participants engage with the talent landscape, in-demand competencies, sourcing channels, and evaluation criteria unique to their chosen track.

  • Curriculum developed by active talent acquisition practitioners — not HR generalists or academics
  • Day 3 content tailored to each of the seven live tracks — separate delivery per specialisation
  • Evaluation frameworks drawn from structured interview science and industrial-organisational psychology
  • Offer and negotiation module covers compensation architecture, closing strategy, and counter-offer management
  • Recruiter analytics module covers hiring funnel metrics, cost-per-hire, quality-of-hire, and data-driven TA
  • Certification issued Genvarsity- Recognised by Industry
🏛️
Certified by Genvarsity
The CRP certificate is issued by Genvarsity and is recognised by platforms and corporate alike.
7
Days of Instruction
7
Live Domain Tracks
₹1,999
All-Inclusive Fee
Genvarsity
Certification
Domain Specialisations

Seven Live Tracks.
One Certification Standard.

Select the domain track most aligned to your recruiting career target. The six-day core curriculum is shared across all tracks. Day 3 is fully domain-specific — separate content, separate faculty, separate sourcing and evaluation frameworks for each specialisation.

👥
Human Resources
Recruiting for HR functions — HRBPs, L&D specialists, talent acquisition, OD, payroll, and people analytics roles. Covers HR competency mapping, culture-fit evaluation, and HR-specific sourcing channels.
Live
🤖
AI/ML & Technology
Recruiting for data science, ML engineering, and AI product roles. Covers technical competency assessment for non-engineers, evaluating GitHub profiles and Kaggle rankings, and sourcing in talent-scarce ML markets.
Live
💻
Full Stack Web Dev
Recruiting for software engineering roles — frontend, backend, full stack, DevOps, and SRE. Covers technical screening methodology, system design red flags, and engineering quality assessment without requiring a coding background.
Live
🏦
BFSI & Capital Markets
Recruiting for banking, financial services, broking, and capital markets roles. Covers NISM certification literacy, regulatory compliance hiring, and front-office vs back-office role distinctions.
Live
🔐
Cybersecurity
Recruiting for SOC, AppSec, security engineering, and GRC roles. Covers evaluating CEH, CISSP, and CompTIA credentials, distinguishing technical security from compliance roles, and sourcing in India's emerging cybersecurity talent market.
Live
⚙️
Operations
Recruiting for supply chain, manufacturing, logistics, and operations management roles. Covers Lean/Six Sigma qualification assessment, plant-level vs corporate ops distinctions, and SCM role taxonomy.
Live
📣
Digital Marketing
Recruiting for performance marketing, content, SEO, social media, brand, and growth roles. Covers portfolio and campaign evaluation, performance metrics literacy, and sourcing across the fragmented digital marketing talent pool.
Live
🔜
More Tracks Coming
Additional domain specialisations are in development. Register your interest at the application stage to be notified when new tracks open.
Coming Soon
Day-by-Day Curriculum

Seven Days.
Zero Filler.

Each day is a sequential competency build — Day 3 diverges by track with domain-specific content. All other days are shared across tracks with domain-relevant examples integrated throughout.

Day 01 · All Tracks
Talent Market Architecture & Recruiter Positioning
Understanding the structural dynamics of India's talent markets — demand signals, supply constraints, compensation benchmarks, and the professional positioning of the recruiter function within organisational decision-making.
Day ObjectiveParticipants leave Day 1 with a practitioner-grade map of India's talent market by domain, the ability to read and interpret labour market data, and a clear understanding of how to build authority as a recruiter within an organisation's hiring structure.
India's Talent Market — Structure, Supply Chains & Demand Signals
Theory▾
India's talent market operates as a set of overlapping micro-markets differentiated by geography, institution tier, domain specialisation, and experience band. Recruiters who treat it as homogeneous systematically misallocate sourcing effort. This session maps the structural architecture: tier-1/2/3 institution pipelines, geographic talent concentration, and the demand signals — JD velocity, salary escalation, time-to-fill — that indicate tightening or loosening in specific talent segments.
Talent supply chain architectureTier-1/2/3 institution pipelinesGeographic talent clusters in IndiaLabour market demand signalsDomain-specific supply-demand dynamicsTalent shortage vs skills mismatchReading Naukri & LinkedIn market intelligence
The Recruiter's Organisational Position — Authority, Influence & Credibility Architecture
Theory▾
A recruiter's effectiveness is determined as much by organisational positioning as by technical search capability. A recruiter without hiring manager trust, leadership credibility, and cross-functional visibility operates at a structural disadvantage. This session covers the internal authority architecture of the TA function — how to build credibility with hiring managers, how to position the recruiter as a strategic talent advisor rather than a transactional executor, and how to navigate the approval chain dynamics that govern hiring decisions.
TA function — strategic vs transactional positioningBuilding hiring manager trustNavigating approval hierarchiesRecruiter as talent advisorInternal credibility mechanicsInfluencing without direct authority
Compensation Architecture — Benchmarking, Salary Bands & Offer Literacy
Applied▾
Compensation literacy is a non-negotiable recruiter competency — and one of the most commonly underdeveloped. Recruiters who cannot read a compensation benchmark, explain a salary band, or position an offer intelligently within the candidate's total earnings context lose candidates and credibility simultaneously. This session covers India's compensation structures — fixed vs variable components, ESOP mechanics, CTC vs in-hand calculations — and the benchmarking methodologies that govern competitive offer positioning.
CTC vs in-hand calculationFixed, variable & ESOP structuresCompensation benchmarking — Mercer, Aon, RadfordSalary band design & mid-point ratiosCompa-ratio analysisMarket-competitive vs internal-equity tension
₹1,999
7-day intensive · All-inclusive
  • ✦7 days live structured instruction
  • ✦Domain-specific Day 3 curriculum
  • ✦Genvarsity certificate
  • ✦Scout Express profile activated
Enrol Now →
One-time payment via Razorpay
Programme Details
Duration7 Days
FormatOnline · Live
Tracks7 Live + Coming Soon
CertificationGenvarsity certified
Fee₹1,999 · All-inclusive
PaymentRazorpay · One-time
Day 02 · All Tracks
Sourcing Strategy & Talent Pipeline Engineering
Moving beyond reactive job-board dependency toward proactive pipeline architecture — building proprietary talent networks, channel-mix strategy, and search techniques that reduce time-to-fill and improve candidate quality at the top of the funnel.
Day ObjectiveParticipants leave Day 2 with a working sourcing playbook for their domain: channel prioritisation, Boolean search strings, outreach templates, and a pipeline tracking structure. Applied sessions include live sourcing exercises on LinkedIn and Naukri.
Channel Architecture — Mapping Sourcing Channels to Talent Pools
Theory▾
Not all candidates live on the same platform, and platforms do not perform equally across domains. This session maps India's sourcing channel landscape — job boards, professional networks, community platforms, campus pipelines, referrals, and direct headhunting — to the talent pools they actually reach. Participants build a channel-mix strategy for their specific domain track, allocating sourcing effort based on channel effectiveness data rather than convention.
Channel mapping by domain & seniorityLinkedIn vs Naukri vs platform-native sourcingCampus pipeline architectureEmployee referral programme designCommunity & Discord sourcingPassive candidate identificationChannel ROI measurement
Boolean Search Mastery & Advanced LinkedIn Recruiter Methodology
Applied▾
Boolean search is the foundational precision instrument of professional sourcing — yet most recruiters use it at surface level. This session covers Boolean operators, nested logic, exclusion strings, and job-title variant construction at practitioner depth. Applied exercises involve building and refining live search strings across participants' domain tracks with real-time result quality assessment.
Boolean operators — AND, OR, NOT, parenthesesJob-title variant constructionSkills-based vs title-based targetingLinkedIn Recruiter — InMail strategyX-ray search — Google sourcingGitHub & portfolio sourcingSearch string quality scoring
Outreach Engineering — High-Converting Candidate Messaging at Scale
Applied▾
Outreach response rates are a direct function of message quality. Generic InMail templates produce single-digit response rates; well-engineered outreach regularly achieves 30–50%+. This session covers hook construction, personalisation triggers, value proposition framing, and CTA design — with live message drafting and A/B testing methodology applied to open searches across participant domain tracks.
Message hook constructionPersonalisation triggers — beyond nameValue proposition framing for candidatesCTA design & response optimisationInMail A/B testing methodologyFollow-up cadence designPassive candidate pipeline nurture
₹1,999
7-day intensive · All-inclusive
  • ✦Boolean search mastery — live exercises
  • ✦Outreach engineering with A/B testing
  • ✦Genvarsity certificate
  • ✦Scout Express profile activated
Enrol Now →
One-time payment via Razorpay
Programme Details
Duration7 Days
FormatOnline · Live
CertificationGenvarsity
Fee₹1,999 · All-inclusive
Day 03 · Domain-Specific · Separate Delivery Per Track
Domain Intelligence — Talent Landscape, Competency Frameworks & Track-Specific Sourcing
The only day in the programme where content diverges by track. Every participant engages with the talent market structure, role taxonomy, competency frameworks, and sourcing intelligence specific to their domain — delivered by practitioners active in that field.
Day ObjectiveParticipants exit Day 3 with a functional domain recruiting toolkit: a role-taxonomy map, a competency framework for key roles, a sourcing channel guide, and the vocabulary required to engage credibly with hiring managers and candidates in their chosen domain — without requiring deep technical expertise themselves.
HR Track — HRBP, People Analytics & Talent Acquisition Roles
Live · Track-Specific▾
HR recruiting requires understanding the distinction between operational HR, strategic HRBP, and specialist HR functions — a distinction that generalist recruiters frequently miss, producing poor candidate-role fit. This session covers the full HR role taxonomy, competency differences across function levels, how to evaluate HRBP candidates without an HR background, and the sourcing channels where qualified HR professionals actually exist beyond conventional job boards.
HR role taxonomy — HRBP vs specialist vs generalistCompetency mapping for HRBP rolesEvaluating OD, L&D & people analytics candidatesCulture-fit vs culture-add distinctionHR sourcing channels — NHRDN, SHRM communities
AI/ML Track — Data Science, ML Engineering & AI Product Roles
Live · Track-Specific▾
AI/ML recruiting is one of the highest-difficulty domains — where a recruiter's inability to distinguish a data analyst from an ML engineer results in credibility loss with technical hiring managers. This session builds the technical literacy required to recruit in ML without being an ML practitioner: reading GitHub profiles, evaluating Kaggle rankings, distinguishing LLM experience from classical ML, and understanding what "production AI" actually means in a JD context.
ML role taxonomy — MLE vs DS vs DE vs AI ResearcherReading GitHub profiles & evaluating reposKaggle & Hugging Face as sourcing signalsLLM vs classical ML — recruiting implicationsFine-tuning & RAG experience evaluationMLOps & production AI literacy for recruiters
Full Stack, BFSI, Cybersecurity, Operations & Digital Marketing Tracks
Live · Track-Specific▾
Each remaining track has a dedicated domain intelligence session delivered by practitioners active in that field. Full Stack covers engineering role taxonomy, reading tech stacks on resumes, and pre-screening for code quality. BFSI covers NISM certification tiers, front-office vs back-office distinctions, and regulatory compliance requirements in hiring. Cybersecurity covers evaluating CEH/CISSP credentials and distinguishing SOC from GRC from AppSec roles. Operations covers Lean/Six Sigma hierarchies and SCM role taxonomy. Digital Marketing covers portfolio evaluation, performance metrics literacy, and sourcing in the fragmented creator/marketer talent pool.
Full Stack — tech stack literacy for recruitersFull Stack — SDE-1 vs senior capability markersBFSI — NISM certification tiersBFSI — front-office vs back-officeCybersecurity — credential evaluationCybersecurity — SOC vs AppSec vs GRCOperations — Lean/Six Sigma hierarchyDigital Marketing — portfolio & metrics literacy
₹1,999
7-day intensive · All-inclusive
  • ✦Day 3 fully customised to your track
  • ✦Delivered by domain practitioners
  • ✦Genvarsity certificate
  • ✦Scout Express profile activated
Enrol Now →
Select your track at application
Day 3 Note
FormatTrack-Specific Live
FacultyDomain Practitioners
OutputDomain Recruiting Toolkit
Tracks7 Separate Deliveries
Day 04 · All Tracks
Candidate Evaluation Science — Structured Assessment & Interview Architecture
Replacing gut-feel screening with structured evaluation frameworks drawn from industrial-organisational psychology — covering competency-based interviewing, structured assessment design, and the cognitive biases that systematically corrupt hiring decisions.
Day ObjectiveParticipants leave Day 4 with a complete structured interview framework for their domain, a working understanding of predictive validity in assessment tools, and the ability to design a competency-based interview process that surfaces real candidate capability — not interview performance.
The Science of Candidate Evaluation — Predictive Validity & Assessment Design
Theory▾
Not all assessment tools predict job performance equally — and most commonly used hiring practices have far lower predictive validity than their prevalence suggests. Unstructured interviews and gut-feel screens have documented validity coefficients well below what structured methodologies achieve. This session covers the evidence base: which assessment formats predict job performance, what cognitive ability testing actually measures, and how to design an assessment process that generates genuine predictive signal.
Predictive validity — research baseStructured vs unstructured interview gapWork sample tests — design & applicationCognitive ability assessmentAssessment centre methodologySituational Judgment TestsStructured reference checking
Competency-Based Interviewing — STAR at Practitioner Depth
Applied▾
Most recruiters use STAR as a vague question-framing guide rather than a precision instrument for extracting behavioural evidence. This session covers CBI at practitioner depth: competency mapping from JD to interview question, probe construction, distinguishing genuine STAR responses from coached answers, and scoring rubric design that enables inter-interviewer reliability. Applied exercises involve live CBI practice across participants' domain tracks.
Competency mapping from JD to questionSTAR — Situation, Task, Action, ResultProbe question architectureDetecting rehearsed vs genuine responsesScoring rubric designInter-interviewer reliability
Cognitive Bias in Hiring — Identification & Structural Mitigation
Advanced▾
Hiring decisions are systematically corrupted by cognitive biases that interviewers are largely unaware of. This session covers the documented bias landscape: halo/horn effects, affinity bias, confirmation bias, anchoring in salary discussions, and "culture fit" as a disguise for homophily. The focus is structural intervention — process modifications that reduce bias at the design level rather than through individual interviewer coaching alone.
Halo & horn effect — structural mitigationAffinity bias in hiring panelsConfirmation bias in screening"Culture fit" as homophily proxyAnchoring in compensation discussionsStructured panel design for bias reductionBlind screening methodologies
₹1,999
7-day intensive · All-inclusive
  • ✦Evaluation science from I-O psychology
  • ✦Competency-based interviewing — live practice
  • ✦Bias mitigation frameworks
  • ✦Genvarsity certificate
Enrol Now →
One-time payment via Razorpay
Programme Details
Duration7 Days
FormatOnline · Live
CertificationGenvarsity
Fee₹1,999 · All-inclusive
Day 05 · All Tracks
Stakeholder Management & Hiring Manager Alignment
The relationship between recruiter and hiring manager is the single greatest determinant of hiring process quality and speed — and one of the most commonly dysfunctional. This day covers the full stakeholder management architecture of talent acquisition.
Day ObjectiveParticipants leave Day 5 with a deployable stakeholder management framework: intake meeting structure, SLA design, feedback loop architecture, and the tools required to push back on unrealistic hiring briefs without damaging the hiring manager relationship.
The Intake Meeting — Translating Business Need into Actionable Sourcing Brief
Applied▾
The intake meeting is the most leveraged point in the recruiting process — and the most commonly conducted poorly. A recruiter who leaves an intake without a clear picture of what success looks like, what the non-negotiables are, and what the hiring manager will genuinely compromise on will spend weeks sourcing in the wrong direction. This session covers intake meeting architecture: the questions to ask, the assumptions to challenge, the must-have vs nice-to-have negotiation, and the documentation structure that prevents mid-process scope creep.
Intake meeting question architectureMust-have vs nice-to-have negotiationTranslating business problem to role definitionIntake documentation & sign-offScope creep preventionChallenging unrealistic hiring briefs
Hiring Manager Feedback Loops & SLA Architecture
Applied▾
Hiring velocity collapses when feedback loops are undefined — hiring managers delay responses, candidates drop out, and the recruiter bears accountability for a process failure that originates in stakeholder behaviour. This session covers SLA design for the recruiting process: how to set and enforce response-time agreements, how to structure candidate feedback to be actionable rather than vague, and how to escalate process blockages without damaging relationships.
SLA design — interview feedback turnaroundStructured feedback templatesEscalation protocolsCalibration meeting designHiring manager accountability frameworksProcess blockage diagnosis
Managing Competing Stakeholder Priorities & Cross-Functional Hiring
Advanced▾
Complex hires — particularly leadership, specialist, or cross-functional roles — involve multiple stakeholders with conflicting priorities. The hiring manager wants technical depth; HR wants culture alignment; finance wants cost control; leadership wants speed. This session covers multi-stakeholder navigation: how to map stakeholder interests, identify the decision-maker vs the influencer, manage panel disagreements, and build the recruiter's role as a neutral process steward rather than an advocate for any single stakeholder's position.
Stakeholder interest mappingDecision-maker vs influencer identificationPanel disagreement navigationRecruiter as process stewardLeadership hire dynamicsFinance & budget stakeholder management
₹1,999
7-day intensive · All-inclusive
  • ✦Intake meeting architecture & practice
  • ✦SLA design & feedback loop structures
  • ✦Genvarsity certificate
  • ✦Scout Express profile activated
Enrol Now →
One-time payment via Razorpay
Programme Details
Duration7 Days
FormatOnline · Live
CertificationGenvarsity
Fee₹1,999 · All-inclusive
Day 06 · All Tracks
Offer Architecture, Negotiation & Closing Strategy
The offer stage is where the value created across the entire recruiting process is either secured or lost. This day covers compensation negotiation, counter-offer management, candidate psychology at the decision stage, and the closing strategies that distinguish professional recruiters from order-takers.
Day ObjectiveParticipants leave Day 6 with a complete offer management playbook: offer construction, negotiation sequencing, counter-offer response strategy, and the pre-close techniques that reduce candidate drop-out at the final stage.
Offer Construction & Compensation Negotiation — Structured Approach
Applied▾
Compensation negotiation is not a single conversation — it is an architecture of information-gathering, expectation-setting, and strategic positioning across the entire candidate engagement. Recruiters who delay compensation discussion until the offer stage lose candidates to surprises and lose employers to inflated expectations. This session covers the full offer architecture: when and how to introduce compensation, anchoring strategy, how to present a structured offer that a candidate understands completely, and the negotiation sequence that protects margin while closing the candidate.
Compensation discovery — when & howAnchoring strategy in negotiationOffer presentation structureNegotiation sequencingProtecting offer integrity vs candidate satisfactionClosing the gap — non-cash levers
Counter-Offer Management & Candidate Psychology at the Decision Stage
Advanced▾
Counter-offers are the single highest point of candidate attrition in the recruiting process — and the most predictable. The recruiter who has not pre-handled the counter-offer conversation before the offer is made is negotiating from a reactive position. This session covers counter-offer psychology, the pre-close conversation structure that surfaces competing offers and retention packages before they become surprises, and the evidence-based framework for understanding why candidates who accept counter-offers most commonly leave within 12 months.
Counter-offer prediction & preventionPre-close conversation architectureCandidate decision psychologyCompeting offer managementRetention package dynamicsPost-offer follow-through
Candidate Experience Design — From First Contact to Day One
Applied▾
The candidate experience is not a soft concern — it is a direct determinant of offer acceptance rates, employer brand equity, and the quality of the referral pipeline a recruiter builds over time. Every interaction from first InMail to onboarding call communicates something about the organisation's culture and the recruiter's professionalism. This session covers candidate experience design: communication cadences, feedback delivery (including rejection), and the post-offer engagement sequence that keeps accepted candidates committed through their notice period.
Candidate communication cadence designRejection — structured & respectfulPost-offer engagement sequenceNotice period dropout preventionCandidate NPS & experience measurementReferral pipeline building through experience
₹1,999
7-day intensive · All-inclusive
  • ✦Offer construction & negotiation strategy
  • ✦Counter-offer management frameworks
  • ✦Genvarsity certificate
  • ✦Scout Express profile activated
Enrol Now →
One-time payment via Razorpay
Programme Details
Duration7 Days
FormatOnline · Live
CertificationGenvarsity
Fee₹1,999 · All-inclusive
Day 07 · All Tracks
Recruiter Analytics, Hiring Metrics & Career Positioning
Data-driven talent acquisition is no longer a competitive differentiator — it is an organisational expectation. This day covers the metrics framework that governs professional recruiting performance, and the career positioning strategy that moves certified recruiters into specialised TA roles.
Day ObjectiveParticipants leave Day 7 with a working hiring metrics dashboard structure, the analytical vocabulary to present recruiting performance to business leadership, and a clear career roadmap for positioning the CRP credential in the talent acquisition job market.
Hiring Funnel Analytics — Metrics That Actually Measure Recruiter Performance
Theory▾
Most recruiting teams track the wrong metrics — measuring activity (CVs submitted, calls made) rather than outcomes (offer acceptance rate, time-to-productivity, quality-of-hire). This session covers the complete hiring funnel metric framework: how to define, calculate, and interpret the metrics that actually predict recruiting performance, how to build a recruiter scorecard that leadership trusts, and how to use funnel data to diagnose sourcing, screening, and closing failures before they compound.
Hiring funnel — stage-by-stage conversion ratesTime-to-fill vs time-to-hire distinctionQuality-of-hire — definition & measurementCost-per-hire — full calculationOffer acceptance rate analysisSource-of-hire effectivenessRecruiter scorecard design
Presenting Recruiting Data to Business Leadership
Applied▾
The ability to translate hiring data into business language is what separates TA professionals who earn a seat at the leadership table from those who remain in a transactional support role. This session covers data storytelling for recruiting: how to frame hiring metrics in terms of business impact (revenue per hire, vacancy cost, productivity ramp), how to build an executive hiring dashboard, and how to use data to make the case for TA investment — headcount, technology, or process redesign — in terms that CFOs and CHROs respond to.
Revenue-per-hire & vacancy cost framingExecutive hiring dashboard designTA investment business case constructionProductivity ramp & time-to-valueData storytelling for leadershipPresenting to CHROs & CFOs
CRP Career Positioning — Using the Credential in the TA Job Market
Advanced▾
Completing the CRP is the beginning of a positioning exercise, not the end of a learning exercise. This session covers how to leverage the CRP credential in the talent acquisition job market: how to present domain specialisation on a recruiter LinkedIn profile, how to position the certification credibly in job applications and interviews, the career trajectory from entry-level TA to senior specialised recruiter, and how Scout Express placement integration connects CRP participants to the 100+ companies actively hiring across Genvarsity's network.
CRP credential positioning — LinkedIn & JDDomain specialisation as competitive differentiatorTA career trajectory — from generalist to specialistScout Express placement activationBuilding a recruiter personal brandFreelance & RPO recruitment pathways
₹1,999
7-day intensive · All-inclusive
  • ✦Hiring funnel analytics & scorecards
  • ✦Executive reporting & data storytelling
  • ✦CRP credential positioning strategy
  • ✦Genvarsity certificate
  • ✦Scout Express profile activated
Enrol Now →
One-time payment via Razorpay
Programme Details
Duration7 Days
FormatOnline · Live
Tracks7 Live + Coming Soon
CertificationGenvarsity
Fee₹1,999 · All-inclusive
Participant Profile

Built for Serious TA Professionals.

🎓
Final Year & Fresh Graduates
Graduates targeting talent acquisition as a first career — HR, psychology, business, or any background. The CRP provides the structured credentialling and domain specialisation that generalist degrees do not deliver, positioning participants credibly for entry-level TA roles from day one.
🔄
HR Generalists Moving to TA
HR professionals transitioning from generalist or operations roles into a recruiting specialisation. The CRP provides the TA-specific methodology — sourcing, evaluation science, offer management — that HR generalist training does not cover, and a domain track to build specialised credibility.
📈
Practising Recruiters — Upskilling
Working recruiters who have developed competencies informally and seek structured validation and deepening. The CRP's practitioner-grade curriculum, Genvarsity certification, and domain specialisation provide the credential infrastructure to support promotion, rate increases, or lateral moves into specialist TA functions.
🏢
Staffing & RPO Professionals
Consultants and RPO recruiters who recruit across multiple client mandates and require breadth across domain tracks. The CRP's multi-track structure and sourcing depth are directly applicable to high-volume agency and RPO environments where domain switching is a daily operational requirement.
💡
Non-HR Professionals Building TA Capability
Founders, operations managers, and business leads who conduct significant hiring without formal TA training. The CRP delivers a structured hiring methodology — not just interview tips — enabling non-HR professionals to build and manage rigorous hiring processes for their organisations.
🌐
Freelance & Independent Recruiters
Independent recruitment consultants building a client practice. The CRP's Genvarsity credential, domain specialisation, and Scout Express integration provide the institutional positioning and network access that freelance recruiters require to compete credibly against established agencies.
Programme Inclusions

What ₹1,999 Delivers.

01
7 Days of Live Instruction
All instruction is live — no recorded substitutes. Seven days of practitioner-delivered sessions covering the full recruiting lifecycle from market architecture through analytics. Applied exercises and live sourcing labs integrated throughout.
02
Domain-Specific Day 3
Day 3 is entirely specific to your chosen track — separate content, separate faculty, separate sourcing and evaluation frameworks. Seven tracks, seven separate Day 3 deliveries: HR, AI/ML, Full Stack, BFSI, Cybersecurity, Operations, Digital Marketing.
03
Genvarsity Certificate
Certification issued by Genvarsity through rigorous training and selection.It carries industry credibility for talent acquisition professionals presenting to employers and clients.
04
Sourcing Labs & Applied Exercises
Live sourcing exercises on LinkedIn Recruiter and Naukri, Boolean search string construction and refinement, outreach message A/B testing, and competency-based interviewing practice — applied across participants' chosen domain track.
05
Hiring Metrics Dashboard
A structured recruiter analytics framework covering hiring funnel metrics, quality-of-hire measurement, cost-per-hire calculation, and executive reporting structure — deployable immediately in any TA role or recruiting business.
06
Scout Express Placement Profile
Scout Express profile activated on enrolment — domain track, CRP certification, and programme data visible to 100+ hiring companies. Participants are not required to apply separately to be considered by Scout Express hiring partners.

Seven Days.
One Credential. Seven Tracks.

Applications are open across all seven domain tracks. Select your specialisation, complete the application at apply.genvarsity.com, and confirm enrolment via Razorpay.

Enrol Now — ₹1,999 Talk to Admissions