Zoho is a classics example of picking students at age 16/17, when they'd typically join a UG course, and instead train them on the job.
Some of the large tech service companies change incentives by tying a training fee ("bond") which is tied to some tenure (1-2 years). Departing before this would mean giving this back - which broadly incentives the planned tenure.
Other companies (musigma is an example) present pay as a 4 year package (10X), which is split 1/2/3/4X across 4 years.
I think the challenges US universities/companies are today facing is something India has needed for a couple decades now. I would not be surprised if many of these are tried in the US.
If you do plan - reach out to me, it's something I've wanted to expand into (currently run UG curriculums).
Zoho is a classics example of picking students at age 16/17, when they'd typically join a UG course, and instead train them on the job.
Some of the large tech service companies change incentives by tying a training fee ("bond") which is tied to some tenure (1-2 years). Departing before this would mean giving this back - which broadly incentives the planned tenure.
Other companies (musigma is an example) present pay as a 4 year package (10X), which is split 1/2/3/4X across 4 years.
I think the challenges US universities/companies are today facing is something India has needed for a couple decades now. I would not be surprised if many of these are tried in the US.
If you do plan - reach out to me, it's something I've wanted to expand into (currently run UG curriculums).