Ascensive Educare is a human-capital factory that turns unplaced youth into employed workers for India’s industries - it recruits, trains and deploys at scale, collecting its fee from government schemes and corporate payrolls rather than from the candidate. What began as a single proprietorship computer-training outfit in 2007-2008 was amalgamated into the present company in 2012, built on the insight that industry is ready to pay for semi-skilled and skilled manpower but cannot find it. Everything the company does follows a single recurring logic - the RTD model (Recruit, Train and Deploy) - which means it does not just run classrooms; it guarantees a pipeline from enrolment to a job, and that promise is what unlocks government funding and corporate contracts alike. # Business segments Three engines that feed the same pipeline - a government-funded training core that generates the bulk of activity, an apprenticeship-administration layer that extends it into formal industry frameworks, and a corporate manpower-services arm that monetises the same placement network directly with employers. ## 1. Government-funded skill development: the factory floor **The company earns by executing large-scale vocational-training contracts for Central and State governments - it is paid to deliver trained, placed candidates, not to sell courses.** - **Paid by the scheme, not the student** - revenue comes from government bodies and CSR funders who contract the company to train specific populations under schemes like PMKVY, DDU-GKY and state-level programmes; the candidate pays nothing. - **Accreditation opens the gates** - it is an NSDC partner and is empanelled with the Ministry of Skill Development and Entrepreneurship, which makes it eligible for any scheme that ministry runs; it is also one of only nine training partners nationwide empanelled by the Ministry of Panchayati Raj, giving it a narrow lane to train elected representatives when state governments appoint it. - **Placement is the product** - the company consistently delivers 70%-plus placement rates, which is what distinguishes it from competitors who stop at training delivery; an 88% certification-and-placement rate on the “Hunar Se Rozgar Tak” hospitality scheme across 57 centres in 11 states illustrates the model. - **A curriculum factory for 37 sectors** - training is delivered through NSQF-compliant courses designed in-house, using a hybrid model (20% online via a Learning Management System with industry-video content, 80% offline in labs that simulate real work environments), covering everything from solar-panel installation and food processing to beauty and wellness. - **National reach through local schemes** - the company operates across 18-plus states with 150-plus training centres, executing projects under more than a dozen distinct central and state schemes simultaneously; as of Q4 FY25, the total value of ongoing projects was about ₹81 crore, spanning skill development, manpower support and vocational training in schools. ## 2. Apprenticeship administration: the compliance layer **The company acts as a Third Party Aggregator under India’s national apprenticeship schemes, handling the paperwork and stipend administration so that industry can take on apprentices without the administrative burden.** - **Outsourced compliance** - under NAPS and NATS, the company arranges basic training, maintains records, files returns and administers stipends for employers, effectively becoming the legal and administrative interface between industry and the apprenticeship framework. - **A structured feeder into the RTD model** - with ongoing projects covering 801 beneficiaries under NAPS and 3,792 under NATS as of Q4 FY25, this engine provides a formal, government-subsidised pathway for the trained candidates the company already produces. ## 3. Corporate manpower services: the B2B extension **The company places candidates directly onto corporate payrolls and manages payroll compliance for clients - monetising the same placement network it built for government contracts, but this time billing private employers.** - **From training partner to HR outsourcer** - the company started consulting with industries, providing manpower on apprenticeship and on their own payroll, and then expanded into managing payroll, PF, ESI and gratuity compliance for those clients. - **Flexi-staffing and direct hires** - services range from flexi-staffing to end-to-end recruitment for mid- and senior-level positions, with ongoing B2B manpower-support contracts for companies like Delhivery (369 beneficiaries), Blue-Dart (248 beneficiaries) and Devyani Food Industries (310 beneficiaries) across India. - **A subsidiary to scale it** - in September 2023 the board approved incorporating a subsidiary dedicated to placement, staffing and recruiting, signalling an intent to grow this vertical separately from the government-funded training core. # Group structure and partners **A standalone listed company with no subsidiaries or joint ventures, tightly held by its founder-promoters and financed through a mix of development-institution debt and multiple bank relationships.** - The company is listed on the BSE Startup platform and operates from its registered office in Chandannagar, Hooghly, West Bengal, with a corporate office in Salt Lake, Kolkata. - Founder Mr. Abhijit Chatterjee (Chairman and CEO) and Mrs. Sayani Chatterjee (Managing Director) are the key promoters; the company has a secured term loan of about ₹3.6 crore from NSDC, secured by personal guarantees, a pledge of 51% of the promoters’ shares, and a lien on a fixed deposit. - Borrowing relationships extend across more than ten banks and financial institutions, including Axis Bank, Bank of India, HDFC Bank, IDFC First Bank and Tata Capital, reflecting a diversified but secured funding base. - Related-party transactions occur with entities where directors have influence - including Ascensive Edu Skill Foundation and Ascensive HR Consultants - for purchases of services. - **The company’s main object clause was proposed to be altered, with a notice dated December 27, 2023, for an Extra Ordinary General Meeting on January 20, 2024, to include mining, quarrying and processing of stones, marble, granite, sand and other minerals, though no operational activity in this area is yet described in the filings.**