Google, Microsoft, Amazon Emerge as India’s Most Desired Employers for Gen Z: Insights from 37,000 Students

• Only 36% of HR leaders feel fully prepared to hire and manage Gen Z talent, revealing a growing readiness gap
• Nearly 27% of candidates drop out of hiring processes due to a lack of pay transparency
• 78% of organisations run internship programmes, but only 16% convert over 80% of interns into full-time hires
• 90%+ Gen Z professionals are willing to accept slightly lower compensation if roles offer stronger learning opportunities, faster career progression

Unstop, a leading platform connecting ~30 million students and early professionals with career opportunities, has released the Unstop Talent Report 2026, “Era of Human + AI: Decoding India’s Talent Landscape.” Based on insights from 37,000+ students and 500+ HR leaders, the report highlights how Gen Z professionals are redefining career expectations, preferred workplaces, and early career priorities.

Most Desirable Employers for Gen Z in 2026

Going away from the common motion of treating McKinsey, Unilever, and other consulting firms as dream employers in B-Schools, global technology leaders dominate Gen Z career aspirations, with Google, Microsoft, and Amazon emerging as the most preferred employers among both engineering and B-School audiences.

Sector Highlights

• BFSI: Goldman Sachs, JPMorgan Chase & Co., Morgan Stanley; HDFC Bank enters top 5.
• Consulting: McKinsey & Company, Bain & Company, Boston Consulting Group.
• FMCG/FMCD: Hindustan Unilever Ltd, ITC Limited, Nestlé.
• Service Companies (Engineering): TCS, Infosys, Wipro.
• Product Technology: Google, Microsoft, Amazon.
• Indian Conglomerates: Tata Administrative Services, Reliance Industries Limited, Aditya Birla Group.
• New-age Recruiters: Eternal, Swiggy, Meesho.

Gen Z Priorities: Learning, Transparency, and Flexibility

When choosing their first job, learning opportunities emerge as the strongest motivator for Gen Z, with 60–65% prioritising learning and skill development. Salary considerations rank lower at 11–13%.

Transparent pay and clear career progression are critical expectations, with nearly 27% of candidates dropping out of hiring processes due to lack of salary transparency.

Organisations Still Catching Up with Gen Z Expectations

Only 36% of HR leaders feel fully prepared to hire and manage Gen Z talent. 49–59% of early career employees leave organisations due to lack of growth opportunities. 90%+ Gen Z professionals are willing to accept slightly lower compensation if roles offer stronger learning opportunities, faster career progression, and better work–life balance.

Changing Campus Hiring Dynamics

95% of students are open to off-campus opportunities if better roles are available. Students at campuses where 150+ companies visit annually are nearly 2.9 times more likely to secure placements compared to campuses with fewer than 30 recruiters.

Internships Becoming the New Hiring Gateway

78% of organisations run internship programmes, but only 16% convert more than 80% of interns into full-time hires. Students expect internships to provide real work from day one, mentorship, and clear pathways to PPOs.

Early Attrition Begins Early

HR leaders cite higher studies (38%), better pay (30%), job-role mismatch (23%), and better company brands (22%) as leading reasons for early attrition. Around 26% of freshers remain on bench for 3–6 months before receiving meaningful work, increasing the likelihood of early job switches.

Gen Z is entering the workforce with a very different set of expectations compared to previous generations. They value transparency, learning opportunities, and meaningful growth over traditional markers of employment. Through the Unstop Talent Report 2026, we aim to provide organisations with actionable insights that can help them better understand and engage the next generation of talent. — Ankit Aggarwal, Founder and CEO of Unstop. 

Research Methodology

The Unstop Talent Report 2026 is based on insights gathered through a comprehensive survey conducted between January and February 2026, covering 37,000+ students and 500+ HR leaders across industries.

About Unstop

Unstop is India’s Largest Early Talent Community Engagement & Hiring Platform, connecting ~30 million students and early professionals with 35,000+ employers across domains. Incorporated in 2019, Unstop enables democratised access to opportunities through competitions, hackathons, assessments, learning programs, internships, and jobs. With 200,000+ engagements and 25 million+ assessments completed, Unstop powers iconic programs like Flipkart GRiD, Amazon ACE, HUL L.I.M.E, Tata Imagination Challenge, EY Techathon, and more.

As Hiring Gets Tougher in India, 71% of Recruiters Are Turning to AI to Find ‘Hidden Talent’ They Would Otherwise Miss: Linkedin

India’s hiring market is moving fast, but finding the right talent is getting harder. New research from LinkedIn shows that 74% of recruiters now struggle to find qualified candidates, even as hiring activity runs 40% above pre-pandemic levels.

• 53% of recruiters cite a surge in AI-generated applications as a challenge.
• 47% highlight shortages in in-demand skills.
• 48% say distinguishing genuine applications from low-quality ones adds friction.

LinkedIn platform data shows applicants per open role in India have more than doubled since 2022. Additionally, while 72% of professionals say they’re actively job-hunting in 2026, 85% admit they feel unprepared to navigate the process.

Recruiters are using AI to spot the right skills, hire faster, and make the candidate journey more fulfilling

• 71% of recruiters say AI helps uncover candidates with hidden skills.
• 80% report AI makes gaining insight into candidate skills easier.
• 76% believe AI is already speeding up hiring.

Looking ahead, adoption is set to rise:

• 8 in 10 recruiters plan to expand AI use for hiring goals and applicant evaluation.
• 83% expect AI pre-screening to improve recruiter-candidate conversations.
• 83% believe it will speed up hiring.
• 82% say it will provide better candidate insights.

Ruchee Anand, APAC VP, LinkedIn Talent Solutions: "We’re seeing a structural shift in hiring from pedigree and past titles to demonstrated skills and capability. This shift is hard to execute at scale without AI. Used responsibly, AI helps recruiters detect the right skills earlier, reduce screening friction and create a more consistent and fair evaluation process."

Transparency becomes central to the recruiter–job seeker relationship

• 50% of recruiters in India say they are under pressure to explain how AI is used in hiring processes.

How LinkedIn is helping recruiters hire faster and smarter

• Salary & Notice Period Filters: Reduce friction by allowing candidates to share expectations directly with recruiters.
• Hiring Assistant: AI agent helping companies like AMD, Siemens, Wipro uncover talent faster. Early adopters report:
  • 62% fewer profiles reviewed
  • 4+ hours saved per role
  • 69% improvement in InMail acceptance rate
• Hiring Pro: AI agent for small businesses. Benefits include:
  • 60% find someone to interview within the first week
  • Average of 6+ hours saved weekly
  • AI-powered interview support
  • Conversational interface for refining candidate search
  • AI-assisted personalized InMails

About LinkedIn

LinkedIn connects the world’s professionals to make them more productive and successful. Its vision is to create economic opportunity for every member of the global workforce through the ongoing development of the world’s first Economic Graph. LinkedIn has over 1.2 billion members and offices worldwide. Visit www.linkedin.com or mobile.linkedin.com.

Methodology

Research conducted by Censuswide in November 2025 among 19,113 consumer respondents and 6,554 HR professionals across multiple global markets. Censuswide abides by ESOMAR principles and is a member of the British Polling Council. 

Infosys Sets Record with ₹21 Lakh Fresher Package — Its Highest Yet

Infosys has announced its highest-ever entry-level salary of up to ₹21 lakh per annum for freshers in specialised technology roles, making it the most lucrative starting package in the Indian IT sector to date, reported Moneycontrol and later a Financial Express (Dec 26, 2025) report confirmed this with a statement from Infosys’ Chief Human Resources Officer (CHRO) Shaji Mathew, who explicitly said Infosys is offering up to ₹21 lakh for specialised fresher roles.

Key Highlights

• Salary Package: Up to ₹21 lakh per annum for select roles.
• Standard fresher roles: ₹3.5–7 lakh per annum.
• Specialist Programmer (SP-L3): ₹21 lakh per annum (highest).
• Digital Specialist Engineer (DSE): ₹9–12 lakh per annum.
• Target Roles: Specialist Programmer (L1–L3) and Digital Specialist Engineer (Trainee).
• Roles Covered:
• Specialist Programmer (SP-L3): Top-tier coding and AI-focused role.
• Digital Specialist Engineer (DSE): Entry-level but targeted at digital-first skills.
• Eligibility: BE, BTech, ME, MTech, MCA, and integrated MSc graduates in computer science, IT, and select circuit branches (like ECE).
• Hiring Drive: Infosys is launching a 2025 off-campus recruitment drive, aiming to hire 20,000 graduates.
• Strategic Focus: Part of Infosys’ AI-first strategy, designed to attract digitally native talent in areas such as AI, cloud computing, data science, and cybersecurity.

Why This Matters

• Industry Benchmark: Highest entry-level salary among Indian IT firms, surpassing typical fresher packages (₹3–7 lakh).
• Talent War: Infosys is positioning itself aggressively against competitors like TCS, Wipro, and Accenture.
• AI Push: Reflects growing demand for advanced tech skills as companies pivot toward AI-driven services.

Comparison with Industry Peers

Company	Typical Fresher Salary	Highest Specialised Role Salary	Strategic Focus
Infosys	₹3–7 lakh	₹21 lakh	AI-first, cloud, cybersecurity
TCS	₹3–6 lakh	~₹10–12 lakh (Digital roles)	Digital & enterprise IT
Wipro	₹3–6 lakh	~₹10–12 lakh (Elite roles)	Cloud & automation
Accenture	₹4–7 lakh	~₹14–16 lakh (specialised tech)	Consulting & digital services

Risks & Trade-offs

• Selective Access: Only specialised roles get the ₹21 lakh package; most freshers remain at standard salaries.
• High Expectations: These roles demand cutting-edge skills in AI, data science, and advanced programming.
• Competitive Pressure: Could trigger salary inflation among IT majors, but sustainability is uncertain.

What This Signals

Infosys is betting big on AI-native talent. For graduates, this is both an opportunity and a challenge: the rewards are massive, but the bar for skills is higher than ever. If you’re entering the IT sector, upskilling in AI, cloud, and cybersecurity is no longer optional — it’s the ticket to these premium packages.

TCS Plans to Recruit 40,000 Fresh Graduates From Campuses in 2025

Tata Consultancy Services (TCS) has announced plans to hire 40,000 fresh graduates from campuses in 2025. According to TCS's Chief Human Resources Officer (CHRO), Milind Lakkad, the company aims to integrate artificial intelligence (AI) skills at all levels of the Organization.

The company plans to provide comprehensive training sessions to new hires, focusing on AI technologies and digital transformation.

TCS is also looking to reduce its dependency on H-1B visas by hiring more local talent.

Key Points:

AI Integration: TCS plans to incorporate AI skills across all levels, from entry-level (E0) to senior positions.

Foundational AI Skills: Even entry-level employees (E0) are expected to have a foundational understanding of large language models (LLMs) and their applications.

Advanced AI Skills: At higher levels (E3 and above), employees are expected to have advanced expertise in AI and its applications across various domains.

Job Transformation: Lakkad emphasized that while AI will transform jobs, it will more likely change the nature of roles rather than eliminate them. Human insight and empathy will remain crucial, especially in client-facing and knowledge-intensive roles.

This ambitious hiring plan reflects TCS's commitment to staying at the forefront of technological innovation and ensuring that its workforce is equipped with the necessary skills for the future.

This recruitment drive is expected to create significant job opportunities for fresh graduates and support India's expanding tech sector.

Infosys May Offer Freshers Salaries Up to Rs 9 Lakh/ Annum

Infosys has recently launched a new initiative called the 'Power Programme'. This programme aims to offer freshers pay packages up to Rs 9 lakh annually, reported The Economic Times citing sources. The focus is on hiring candidates with specialized skills in areas such as coding, software development, and programming.

This move is part of Infosys' strategy to attract top talent and is significantly higher than their typical entry-level packages of Rs 3-3.5 lakh. It's also seen as a response to similar initiatives by other IT giants like TCS, which offers high salary packages under its 'Prime' programme.

Infosys' 'Power Programme' focuses on hiring candidates with specialized skills in areas such as coding, software development, and programming.
The eligibility criteria typically include:

• A degree in engineering, computer science, or a related field.
• Recent graduation, usually within the last one or two years.
• Proficiency in programming languages like Java, Python, or C++.
• A strong academic record.
• Successful completion of Infosys' selection process, including aptitude tests and interviews.

This initiative is part of Infosys' strategy to stay competitive in the IT industry and attract highly skilled professionals. NNotably, Infosys’ ‘Power Programme’ is quite competitive compared to similar initiatives by other IT giants.

TCS ‘Prime’ Programme offers high salary packages for freshers with specialized skills, similar to Infosys. The packages can go up to Rs 7-8 lakh annually.

TCS Introduces New Hiring Category 'Prime' with Rs 9-11 L Packages

Tata Consultancy Services (TCS) has introduced a new hiring tier called "Prime" as part of its campus recruitment strategy this year. This initiative aims to attract high-potential talent from fresh graduates by offering annual compensation packages ranging from Rs 9 lakh to Rs 11 lakh. This is significantly higher than the standard entry-level offers.

The "Prime" category is designed to secure top talent who excel in programming, coding, and new technologies like AI and machine learning. This move is part of TCS's broader strategy to stay competitive in the rapidly evolving IT services sector.

TCS has occasionally recruited students in the Rs 9 lakh category, often referred to as “Prime” by various campuses.

However, this is the first time the Prime tier has been formally expanded to include several top-tier institutes, according to Janardhan Santhanam, TCS’ vice-president and chief learning officer.

Previously, such hiring was limited to the research and innovation (R&I) segment or product verticals but is now extended across all business units.

Essentially, TCS introduced the "Prime" tier as part of its campus recruitment strategy to attract top-tier talent from prestigious institutes. Engineers hired under the Prime category will receive annual compensation packages ranging from Rs 9 lakh to Rs 11 lakh.

The Prime tier targets students from top-tier institutes such as IITs, NITs, IIITs, BITS, and other leading engineering and technology colleges. Candidates should have strong technical skills in programming, coding, and new technologies like AI, machine learning, and data science.

TCS uses an integrated test pattern for its fresher hiring, including Prime, Digital, and Ninja roles. Candidates need to appear for a single test, and based on their performance, they qualify for the respective interviews.

TCS aims to secure the commitment of high-potential candidates by ensuring that those hired in the Prime category do not apply elsewhere

This initiative is part of TCS's broader strategy to stay competitive in the rapidly evolving IT services sector by securing highly skilled graduates.

Infosys Targets Fresher Hiring at 15,000-20,000 for FY25

Infosys has ambitious plans for fresher hiring in FY25. The company aims to hire 15,000-20,000 Freshers during this financial year, amid a decline in headcount for six consecutive quarters. This move comes after a year of declining IT job opportunities, offering hope to recent and soon-to-be college graduates.

The hiring will be both on and off-campus recruitment.

Infosys management also said they have onboarded most of the freshers whose joining was delayed. To recall, in early of last month a Pune-based union for IT professionals had written to the Ministry of Labour and Employment regarding Infosys' alleged repeated delays in the onboarding process.

Notably, even in the first quarter of FY25 , Infosys saw its headcount decline by 1,908 employees. The company’s total headcount at the end of the June quarter was 315,332. On a year-on-year (Y-o-Y) basis, the headcount is down by 20,962 employees.

In contrast, Tata Consultancy Services (TCS) plans to recruit approximately 40,000 new graduates in FY25, having already onboarded about 11,000 trainees in Q1. It's encouraging to see companies investing in fresh talent despite the challenges posed by the pandemic and macroeconomic factors.

To apply for a job at Infosys, follow these steps:

1. Visit the Infosys Careers Page: Go to the Infosys Careers website to explore available job openings.
2. Use the search bar to find job roles that match your skills, experience, and interests. You can filter by location, job function, and other criteria.
3. Submit Your Application: Click on the specific job listing you're interested in. Read the job description, requirements, and responsibilities. If it aligns with your profile, click the "Apply" button and follow the instructions to submit your application.
4. You'll need to create an account on the Infosys Careers portal if you haven't already. Provide accurate information, upload your resume, and complete any required forms.

If your application is shortlisted, Infosys will contact you for interviews. Be prepared to discuss your qualifications, experience, and why you're a good fit for the role.

Keep an eye on your email and the Infosys portal for updates on your application status.

IT Employees' Union NITES Complaint Against Infosys to Labour Ministry

The Nascent Information Technology Employees Senate (NITES), a Pune-based union for IT professionals, has written to the Ministry of Labour and Employment regarding Infosys' alleged repeated delays in the onboarding process. NITES claims that these delays have affected over 2,000 campus recruits and have persisted for more than two years, causing significant hardship for those awaiting onboarding.

The union has sought an investigation into the matter to ensure Infosys fulfills its obligations to the new hires. They have demanded that the affected professionals be given full salary payments for the period during which onboarding has been delayed and immediate access to Infosys' employee assistance programme to address the mental and emotional strain caused by the delay.

If onboarding remains unfeasible, NITES insists that Infosys must actively work with the recruits to find alternative employment opportunities within the organisation. The situation has brought financial hardship and uncertainty due to the lack of income and a clear onboarding timeline for the recruits.

As of yet, Infosys has not commented on this complaint by NITES.

In the past, Indian IT services companies Infosys, Wipro, Tech Mahindra, Mphasis, along with international companies like Accenture, Capgemini, Deloitte, and others have delayed onboarding of new recruits by over a year.

The delay in onboarding at Infosys and other IT companies is often a result of fluctuations in business demand. Infosys has responded to awaiting job claimants, stating that they allocate joining dates based on their business requirements.

When business demand is uncertain or there are changes in project timelines, it can impact the onboarding process. Companies may need to adjust their hiring plans accordingly. The subdued macro environment, especially in the IT sector's mainstay business areas like banking and financial services, has led to softness in IT budgets and discretionary spending. These factors can cause delays in decision-making cycles, affecting the finalization of joining dates for new hires.

Coordinating the onboarding process for a large number of campus recruits involves logistical challenges. This includes arranging training, documentation, and infrastructure. Administrative processes such as background checks, paperwork, and approvals can also contribute to delays. Effective communication between HR, recruitment teams, and the recruits is crucial. Any gaps in communication can lead to misunderstandings or delays.

In the case of Infosys, the delays have persisted for more than two years, affecting over 2,000 campus recruits. The affected professionals have faced financial hardship and uncertainty due to the lack of income and a clear onboarding timeline.

Infosys, however, has not yet responded to the complaint. The company has experienced a decline in headcount for the first time in over 20 years, with a reduction of 25,994 employees at the end of the 2023-24 financial year. They have adjusted their campus hiring plans, adopting an agile model with 50% of hires coming from campuses and the remaining from off-campus recruitment. Infosys has already skipped campus placements for four quarters.

The prolonged delay has disrupted the plans of these recruits, and NITES urges Infosys to swiftly resolve the issue by providing definite joining dates and appropriate assistance.

NSDC Partners HCLTech to Transform Job Markets from Qualification-based to Skill-based Hiring

Aligned with the vision of the Hon’ble Prime Minister, Shri Narendra Modi, to empower India’s youth through digital technology and Artificial Intelligence (AI), the National Skill Development Corporation (NSDC) has entered into a partnership with HCLTech to bridge the skills gap, particularly in the tech and engineering sectors. Under this collaboration, both the organizations will work together to promote the adoption of technology among learners from diverse backgrounds and explore new global markets and business opportunities.

The agreement was exchanged by Ved Mani Tiwari, CEO, NSDC and C Vijayakumar, CEO & Managing Director, HCLTech. This partnership comes shortly after the recent G20's Digital Economy Working Group (DEWG) meeting, which achieved consensus on deliverables in three discussion areas: Digital Skilling, Digital Economy, and Digital Public Infrastructure.

This strategic partnership will enable NSDC and HCLTech to jointly transform the assessment landscape and digital learning by introducing digital assessments in tech and non-tech-based courses (B2B & B2C). There is also scope for collaborating on the creation of new products and programs to enhance talent with flexibility and scale. Additionally, to ensure that every Indian has access to quality training, the focus will be on enhancing the impact of learning by jointly developing and offering industry-relevant resources and tools. Under the partnership, the vision to add new dimension in assessment for setting standards in digital learning indicates the keenness of both the organizations to provide a regular check in learning and augment access to technology.

Praising this initiative, Ved Mani Tiwari, CEO, NSDC, said, “NSDC and HCLTech are entering into this partnership with a commitment to enhance the trust in job markets. Both organizations will jointly develop an assessment platform where students and working professionals can get themselves assessed and certified for skills in demand. This is a significant step towards moving from qualification-based hiring to skill-based hiring. Both parties will also collaborate to offer reskilling, upskilling online courses to prepare for opportunities in a dynamic job market.”

It is estimated that the assessments market is expected to grow to $10B+ by 2027. North America accounted for the largest (~40%) revenue share in 2021. Europe plays a significant role in international employability and rate of employment, hence contributing to the growing share in assessment services market. APAC market is expected to register the fastest revenue growth during the forecast period

As part of the agreement, NSDC and HCLTech will jointly leverage each other’s technical and domain expertise in the Assessment platform, Assessment & hiring test (both tech and non-tech), Smart labs (coding and data science), Learning programs, Faculty development & certification programs, and Advisory services for government and institutions.

Besides, both parties will also collaborate in creating joint IPs for digitalizing and digitizing assessments, covering the wider landscape of skilling as well as educational ecosystem and engage in advisory services and positioning tech solutions.

Commenting on the occasion, Srimathi Shivashankar, Corporate Vice President and Global Head, EdTech Business, HCLTech, said, “We are delighted to join forces with NSDC to leverage digital technologies to build a future-ready talent ecosystem for India and the rest of the world. I am confident that HCLTech’s proven Career Shaper learning and assessments platforms and NSDC experience in talent and nation building can make a significant impact in how technology can be smartly used for skilling.”

Under its EdTech Business, HCLTech leverages its vast experience to assist governments, enterprises and educational institutions in establishing technology and talent skill academies through its Career Shaper learning and assessment platforms.

NSDC, operating under the aegis of the Ministry of Skill Development and Entrepreneurship, is actively advancing digital skills for India's youth by integrating technology into skill development. Online learning platforms and digital resources have been introduced, making training materials more accessible and adaptable to changing industry trends.

NSDC's digital learning initiatives collaborate with Indian and global partners, offering access to over 1.4 lakh minutes of multi lingual digital content in various sectors.This extensive resource pool equips learners with the necessary digital skills for today's rapidly transforming world. Furthermore, NSDC's partnerships with industry leaders have resulted in industry-specific skill development programs, aligning training with industry needs and improving the quality of training while enhancing employment prospects for candidates. These collaborations bridge the gap between education and employment in the digital age, promoting India's digital skills revolution.

The recently launched Skill India Digital (SID) is one such platform that will play a pivotal role in transforming India into a thriving digital economy. This initiative coincides with the global consensus on Digital Public Infrastructures (DPI) during India's G20 presidency. The platform will also prepare the younger generation for international job opportunities, aligning with the vision of the Hon’ble Prime Minister, Shri Narendra Modi, to make India a global skill hub.

Giving boost to Indian Government Skill India Mission, NSDC, a nodal skill development agency, working under the Ministry of Skill Development & Entrepreneurship (MSDE), Government of India, is a unique Public Private Partnership (PPP) that aims to catalyze the creation of a large and quality vocational training ecosystem in India. Since inception, NSDC has trained over three crore people in different sectors through its collaboration with training partners pan India. NSDC has established 37 Sector Skill Councils (SSCs) and implements the Government’s flagship skill development schemes such as Pradhan Mantri Kaushal Vikas Yojana (PMKVY), National Apprenticeship Promotion Scheme (NAPS), among others. NSDC also funds enterprises, companies and organizations that provide skill training. The organization enables private-sector capacity building in skill development by offering concessional loans, other innovative financial products, and strategic partnerships. For more information, please visit at https://nsdcindia.org

HCLTech is a global technology company, home to more than 221,000 people across 60 countries, delivering industry-leading capabilities centered around digital, engineering, cloud and AI, powered by a broad portfolio of technology services and products. We work with clients across all major verticals, providing industry solutions for Financial Services, Manufacturing, Life Sciences and Healthcare, Technology and Services, Telecom and Media, Retail and CPG, and Public Services. Consolidated revenues as of 12 months ending September 2023 totaled $12.9 billion. To learn how we can supercharge progress for you, visit hcltech.com.

UPI Creator NPCI is Hiring for Blockchain Technologists Role

The National Payments Corporation Of India (NPCI) — the creator of instant payment system UPI — is now hiring for the role of Blockchain Technologists with senior leadership profile, to head and identify avenues wherever blockchain-driven solutions can be used.

Led by India's Central Bank - RBI, NPCI had posted a job on LinkedIn that confirmed NPCI’s ongoing drive to hire a head of Blockchain in Mumbai/Hyderabad as mentioned locations

This also hints that NPCI is looking to include blockchain technology in one or more of its products that include UPI, RuPay, BharatQR, Digital Rupee (e₹) or e-Rupee and Bharat Bill Payment System, among others. Introducing blockchain into UPI's framework would potentially introduce the technology to a massive user-base, that UPI has, almost immediately.

According to the job posted by NPCI, the profile is for Mumbai & Hyderabad locations and requires candidate "to liaisen with internal and external stakeholders to understand business processes and identify avenues wherever blockchain-driven solutions can be used. Conduct POC for the identified process area, in collaboration with various teams, to establish feasibility and proposed efficiency/ cost/ security improvements" said the job posted."

The ideal candidate will be a seasoned technologist with at least six years of experience in developing and implementing blockchain and demonstrable experience of working on at least 2 pilot blockchain projects.

NPCI requires the candidate to "Own the entire implementation lifecycle and ensure support to the respective functions, after implementation, upto stabilization of change. Must have undertaken blockchain-related interventions at a financial services organization."

Besides being a revolutionary system in home-country, UPI has also caught the attention of various other countries. Financial institutions in Singapore, Malaysia, the UAE, France, Benelux nations, Nepal, and the United Kingdom have adopted and implemented UPI to different extents.

Shine.com Unveils Hackathon Platform: An Easy and Effective Path to Bringing Suitable Candidates and Employers Together

So far, Shine.com has conducted Hackathons for 25 companies hiring in Technology and Sales, the companies directly connect with Hackathon winners and present them with lucrative job offers

Hackathon help candidates do benchmarking and get job offers based on their skills; it also assists companies in gaining brand visibility and a platform to interview and assess multiple candidates for open positions

Building on its commitment to deliver exception career growth and job search experiences, Shine.com, India's leading job portal, has kick started yet another Hackathon. The activity provides an exceptional platform for candidates with adequate tech skills to showcase maximum potential, benchmark, and get job offers based on their skill set. Each participant of the Hackathon will have the opportunity to gain maximum exposure and expertise to stay ahead in the talent search market.

Shine.com has so far conducted Hackathons & Assessments for 25 leading organisations hiring in Technology and Sales with a registered participation of approximately 15,000+ candidates in each hackathon. Hackathon platform assists companies in enhancing brand visibility, building employer branding, and getting ready-to-hire candidates without spending extensive time and energy combing through multiple applicants for open positions.

Akhil Gupta, CEO of Shine.com, said, "The Hackathon & Assessment series is created with a vision of bringing top-tier tech talents who are willing to showcase their maximum potential against challenges set by industry experts. Unlike standard job portals, Shine.com focuses on more than just providing a platform for candidates to land jobs. We intend to help their careers grow. In this context, Hackathon has proved exemplary. It provides young tech talent with adequate space to showcase their skills and employers to recruit the best possible candidates from a herd of applicants. This lets us stay connected and motivate youngsters through their journey."

Hackathon is conducted online and is designed based on the job description (required by the company) where matching candidates are invited to register for Hackathons and appear in the activity on the mentioned dates.

A dedicated leader board is present on Shine.com that gathers comprehensive insights on a candidate that helps the leader board to announce the winner/winners, where the companies directly connect with the winners and make job offers.

A recent Mint + Shine Talent Insights report revealed that almost 50% of candidates are interested in getting hired through Hackathons, while 31% are open to trying. Similarly, 28% of recruiters are absolutely in favour of choosing Hackathons as their preferred mode of recruitment, whereas 35% believe it can work sometimes. Rest, 24.12% recruiters are open to trying Hackathons as a medium to hire.

Shine.com's Hackathons are open for all candidates and have no pre-fixed duration as it solely depends on the organisation's needs. Shine Hackathons also cater to non-tech hiring which includes assessments on communication skills. Each month more and more candidates get opportunities to get one step closer to join their dream companies by participating in the Shine Hackathons & showcasing their skills, getting onto the leader boards and getting a chance for interviewing with the companies of their choice.

About Shine.com

Shine.com connects job seekers and recruiters by accurately matching candidate profiles to the relevant job openings through an advanced 2-way matching technology. While most job portals only focus on getting candidates the next job, Shine focuses on the entire career growth of candidates. To this end, Shine has launched Shine Learning- India's largest career skills site for working professionals with over 500+ courses & certifications. As the industry shifts towards mobile, Shine.com is leading the transition and is the fastest growing job portal on mobile devices, witnessing a 100% YOY growth in mobile traffic and also offers on-the-go jobs through the Shine Job Search App.

AasaanJobs Launches New Vertical – IT Recruitment

AasaanJobs, an online recruitment marketplace that connects entry-level job seekers with employers, has announced the launch of its latest service in IT recruitment as part of its plan to expand its verticals in job search and employment. Through this offering, AasaanJobs will cater its services in IT staffing for both permanent and contractual job roles.

AasaanJobs is providing job roles in IT sectors across multiple cities in India. The job profiles that are included under the new IT recruitment service are: Java developer, Dot net developers, network engineers, hardware engineers, etc.

Commenting on the launch, Siddharth Gupta, Head of Marketing & PR, AasaanJobs.com said,, “IT is one of the fastest growing markets in india and we see a big opportunity in entry level IT, Software and hardware roles. Presently, AasaanJobs provides IT staffing solutions to more than 10 clients and counting. With our latest IT recruitment vertical, we hope to maximize this company’s reach across a wider spectrum, and gain more clients within a short span of time.”

The latest IT recruitment vertical of AasaanJobs will enable recruiters to fulfill all of their IT staffing requirements. Companies looking for top candidates in the field of IT can simply register with AasaanJobs and choose from a talent pool of thousands of job aspirants without any hassle.

Aasaanjobs is an online marketplace for entry-level and grey/blue collar jobs. Founded in November 2014, Aasaanjobs is based out of Mumbai. It provides a platform for recruiters and job seekers to interact seamlessly. An end-to-end recruitment service in the entry level recruitment and staffing space, Aasaanjobs bridges the gap between employers and job seekers through a two-way matchmaking system on their web portal as well as mobile app.