Tech Giants Halt Hiring in Key Divisions as AI Costs Surge

Microsoft has reportedly paused hiring across major cloud and sales divisions as part of a broader effort to rein in labor costs, even while continuing to pour resources into artificial intelligence.

Microsoft’s decision to freeze hiring in its cloud and North American sales divisions is a clear signal of shifting priorities. The company is pulling back on workforce expansion in areas that have traditionally been its growth engines, citing the need to cut costs and improve margins.

This freeze applies to candidates who don’t yet have offers in hand, while those already extended offers remain unaffected. For employees, it means heavier workloads as teams operate without the reinforcements they were expecting. For job seekers, it’s a sudden pause in opportunities at one of the most influential tech employers.

Strategically, the move reflects the broader post-2025 trend in tech: profitability is being prioritized over aggressive expansion. Microsoft Azure, despite being a leader in the cloud market, faces intense competition from AWS and Google Cloud. Tightening hiring in sales and cloud suggests the company is focusing on efficiency and margin discipline rather than chasing growth at all costs.

This move from Microsoft mirrors a wider tech industry trend: companies are cutting traditional roles while channeling billions into AI infrastructure. Firms like Block, Close Brothers, and even media giants have announced layoffs or freezes, citing AI-driven efficiencies.

Microsoft’s Move

• Affected divisions: Azure cloud and North American sales
• Reason: Cost discipline amid rising GPU and AI infrastructure expenses
• Exception: AI-focused teams (e.g., Copilot) continue to hire
• Risk: Heavy reliance on OpenAI, which accounts for ~45% of Azure’s revenue backlog

Industry-Wide Scenario

• Global trend: Two-thirds of CEOs froze or cut hiring in Q1 2026, while global AI capital spending surged to $2.5 trillion
• Layoffs: Over 150,000 tech jobs have been cut in 2026, with at least 20% explicitly attributed to AI adoption
• Examples:
  • Block (Jack Dorsey’s firm): Cut 4,000 jobs (~40% of workforce), citing AI tools replacing human tasks
  • Close Brothers (UK banking group): Cutting 600 jobs while rolling out AI “at pace”
  • CBS News: Announced 6% workforce reduction
  • IKEA’s parent company: Cutting 800 office-based roles, citing efficiency gains

Comparative Snapshot

Company	Action Taken	AI Investment/Driver
Microsoft	Hiring freeze in cloud & sales; AI teams exempt	Rising GPU costs, OpenAI dependency
Block	4,000 jobs cut (40% workforce)	AI tools replacing human tasks
Close Brothers	600 jobs cut	AI rollout in banking
CBS News	6% layoffs	AI-driven newsroom efficiencies
IKEA (parent)	800 office roles cut	AI + automation in operations
Global CEOs (survey)	66% froze/cut hiring	$2.5T capital spending on AI

Risks & Challenges

• Margin squeeze: AI infrastructure costs (notably GPUs) eroding profitability
• Workforce disruption: Tens of thousands of jobs eliminated or frozen, especially in non-AI divisions
• Concentration risk: Heavy reliance on single AI partnerships (e.g., Microsoft–OpenAI)
• Investor pressure: Balancing cost discipline with AI growth promises

This move reflects the broader post-2025 tech industry shift: companies are tightening hiring even in high-growth divisions like cloud, balancing expansion with profitability. For Gurugram’s tech and editorial ecosystem, where Microsoft’s cloud services are widely used, the freeze underscores the importance of cost efficiency and strategic scaling in global tech operations.

Microsoft’s hiring freeze in cloud and sales is more than a U.S. story—it’s a cautionary signal for India’s enterprise ecosystem. As AWS and Google double down locally, Microsoft’s pause may reshape competitive dynamics in one of the fastest-growing cloud markets.

India’s Cloud Market Ripple Effect

Microsoft’s hiring freeze in U.S. cloud and sales divisions could slow global expansion plans, indirectly affecting India’s enterprise adoption of Azure. With AWS and Google Cloud aggressively scaling their India operations, Microsoft’s pause may create an opening for rivals to capture market share in sectors like BFSI, healthcare, and government digitization.

Talent Pipeline Disruption

India has been a major beneficiary of Microsoft’s global hiring cycles, especially in engineering and sales support. A freeze in North America often signals tighter controls worldwide. This could mean fewer lateral hires in India’s cloud sales teams, slowing Azure’s ability to win new enterprise contracts.

Cost Discipline vs. Growth in India

Microsoft’s pivot toward margin discipline mirrors a broader industry trend. For India, where cloud adoption is still accelerating, this raises a key question: will Microsoft prioritize profitability over aggressive customer acquisition? If so, AWS and Google Cloud may gain ground by offering more flexible pricing and localized services.

Enterprise Customer Impact

Large Indian enterprises—banks, IT services firms, and government agencies—depend on Microsoft’s cloud stack. A slowdown in sales hiring could affect deal velocity, customer onboarding, and support responsiveness. This is particularly critical as India pushes digital public infrastructure and AI adoption at scale.

Investor & Policy Angle

For India’s policy and investment community, Microsoft’s freeze is a reminder that global tech majors are recalibrating. It underscores the importance of nurturing domestic cloud players and ensuring resilience against global hiring cycles that may affect service delivery.

Apple’s India Supply Chain Powers 3.5 Lakh Employment Opportunities

Apple’s expansion in India has generated around 3.5 lakh jobs, including 1.2 lakh direct jobs. These roles span manufacturing, logistics, and allied services, supported by Apple’s partnerships with 45 suppliers such as Foxconn, Tata Electronics, Aequs, Jabil, Microplastics, ATL, and over 20 Indian MSMEs. This figure excludes the workforce at Apple’s five iPhone factories in India.

• Diversification Strategy: Apple is reducing reliance on China by strengthening its India base.
• Make in India Alignment: The move supports India’s push for domestic manufacturing.
• Upskilling Opportunities: Workers gain exposure to global technology standards, enhancing India’s tech talent pool.
• Economic Impact: Beyond job creation, this strengthens India’s position in global electronics manufacturing.

Apple has built a strong supplier network of 45 firms, ranging from global giants like Foxconn, Tata Electronics, Aequs, Jabil, Microplastics, and ATL to more than 20 Indian MSMEs. This figure does not even account for the workforce employed at Apple’s five iPhone factories in the country, which further adds to the scale of employment.

The initiative is part of Apple’s broader strategy to diversify production away from China and establish India as a long-term hub for manufacturing and exports. It aligns closely with the Indian government’s “Make in India” program, strengthening domestic manufacturing capabilities and boosting the nation’s electronics ecosystem. Beyond sheer job creation, Apple’s presence is helping to upskill workers by exposing them to global technology standards, thereby enhancing India’s talent pool.

Economically, the impact extends beyond employment. Apple’s growing footprint is expected to increase India’s electronics exports, attract more foreign investment, and solidify the country’s position in global supply chains. This expansion underscores how multinational corporations can simultaneously achieve strategic diversification while contributing to local economic development.

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.

What Career Advantages Come with Jobs In Kolkata?

What makes Kolkata one of India's most promising cities for career growth? Known as the cultural capital of India, it is also becoming a professional hub across industries such as IT, finance, education, and healthcare.

With established companies and growing startups, jobs in Kolkata are attracting both young graduates and experienced professionals looking for meaningful opportunities. The city's work culture blends tradition with innovation, offering balance, affordability, and growth.

Today, with an expanding job market and diverse opportunities, the city continues to attract ambitious professionals seeking stability, growth, and long-term success. If you are exploring your next career move, let's see the advantages that make jobs in Kolkata a strong and rewarding choice.

Top 5 Career Advantages of Working in Kolkata

Kolkata's economy is evolving quickly, supported by strong infrastructure, skilled professionals, and diverse industries. People across different fields can find opportunities that align with their skills while enjoying a better quality of life.

Below are five major advantages that make the city of Kolkata worth considering for long-term career success.

1. Expanding IT and Technology Sectors

The IT and technology sector in Kolkata is growing rapidly. It is creating a wide range of opportunities for professionals in software development, analytics, cybersecurity, and technical support.

Kolkata continues to see steady growth in employment as multinational and domestic companies expand their operations and open new offices across the city. With businesses adopting digital transformation, there is a strong demand for skilled talent, making this sector one of the most promising for long-term career growth.

Professionals with skills in cloud computing, artificial intelligence, and data management are especially in demand. As technology continues to evolve, jobs in Kolkata within this sector offer continuous learning, career advancement, and exposure to innovative global projects.

2. Strong Financial and Banking Opportunities

Kolkata has been a financial centre for decades and remains home to several banks, insurance companies, and financial institutions. Jobs in Kolkata are available for accountants, analysts, bankers, and investment professionals who wish to build long-term careers in finance.

In addition, fintech firms are expanding their presence in the city, bringing together finance and modern technology. These roles offer exposure to digital payments, financial data, and innovation-driven work environments. For finance professionals, Kolkata provides a mix of traditional expertise and modern growth avenues.

3. Growing Hybrid and Remote Work Opportunities

The rise of flexible work models has made jobs in Kolkata even more appealing. Many companies now offer hybrid and remote roles, allowing professionals to work with national or international clients while staying close to home.

This flexibility supports better work-life balance, reduces commute time, and helps professionals collaborate across global projects. Employees can explore a wider range of roles without relocating, gaining exposure to different work cultures and industries.

With reliable internet infrastructure and digital adoption, remote work in Kolkata is becoming a sustainable career option for the future.

4. Startup Exposure and Entrepreneurial Growth

Kolkata's startup ecosystem is expanding across sectors such as fintech, healthtech, and digital media. These ventures provide exciting jobs in Kolkata where professionals can take on diverse responsibilities, learn quickly, and contribute directly to company growth. Startups often value creativity and initiative, giving employees the chance to gain hands-on experience and leadership skills early in their careers.

Working in a smaller, fast-changing environment helps professionals build adaptability and problem-solving skills. For those with entrepreneurial ambition, this exposure can serve as the perfect foundation for launching independent ventures later on.

5. Competitive Compensation-to-cost Ratio

One of the most underrated advantages of job opportunities is the high value professionals get from their earnings. Salaries in key sectors like IT, finance, and marketing are now comparable to other metros, while the cost of living remains significantly lower.

This balance gives professionals greater financial freedom, helping them save more and maintain a comfortable lifestyle without constant financial pressure. Lower expenses also allow for better investment in upskilling, travel, or personal goals.

With strong income potential and manageable costs, professionals in Kolkata can achieve long-term financial stability more easily.

Together, these advantages make this field an excellent choice for professionals seeking steady growth, financial security, and a healthy work-life balance. The city's changing industries, rising digital opportunities, and supportive environment create the right platform for a successful and fulfilling career journey.

Build a Rewarding Career with Jobs in Kolkata

Kolkata offers stability, learning, and growth across multiple industries. The city provides a balance between affordability and opportunity, making it ideal for professionals at every stage of their careers. From IT, finance, healthcare, or creative fields, Kolkata offers a wide range of options for advancement and fulfilment.

For recent graduates, it is a great place to gain experience and build a foundation. For mid-level professionals, it brings long-term stability. For experts, it allows innovation and leadership. Explore job opportunities in Kolkata today through trusted online job platforms like Apna Jobs. Find the role that matches your skills and take the next confident step towards a successful career in Kolkata.

Zepto’s $450M Funding: A Boon for India’s Gig Workforce?

India’s quick commerce darling Zepto has just raised a staggering $450 million at a $7 billion valuation, marking one of the largest pre-IPO rounds in the country’s startup ecosystem. But beyond the headlines, this capital infusion could reshape the landscape for gig workers, who form the backbone of the 10-minute delivery revolution.

Scaling Up: What the Numbers Say

• Daily Orders: Zepto now fulfills approximately 1.6–1.7 million orders per day, up from 500,000 in mid-2024.
• Store Network: Over 700 dark stores across 80+ cities, with aggressive expansion planned.
• Cash Reserves: Post-funding, Zepto holds $900 million in net cash, ensuring deep runway for growth.

This scale-up directly translates to thousands of new delivery roles, especially in Tier 2 and Tier 3 cities where Zepto is expanding next.

Gig Worker Impact: 5 Key Dimensions

1. Job Creation Across Geographies

With Zepto’s footprint growing, demand for last-mile delivery partners will surge. Analysts estimate 30,000–50,000 new gig roles could be created over the next 12–18 months.

2. Platform Competition = Better Incentives

• Higher per-delivery payouts
• Joining bonuses
• Flexible shift options

This competitive dynamic could improve earnings and working conditions for gig workers.

3. IPO-Driven Formalization

• Enhance insurance coverage
• Offer minimum earning guarantees
• Improve algorithmic transparency

Investors and regulators will scrutinize labor practices, potentially leading to better protections for gig workers.

4. Regulatory Momentum

India’s Code on Social Security, 2020 includes provisions for gig and platform workers. Zepto’s scale makes it a likely candidate for early compliance, which could:

• Trigger ESI-like benefits
• Enable skill development programs
• Support retirement savings schemes

5. Youth Employment Surge

Quick commerce attracts young, mobile-first workers. Zepto’s expansion could offer:

• Flexible income streams for students and part-timers
• Digital onboarding and training
• Entry into India’s growing platform economy

Strategic Outlook

Zepto’s funding isn’t just about valuation — it’s about velocity. As the company races toward IPO, its gig workforce will expand, evolve, and potentially gain new protections. For India’s 7.7 million gig workers, this could be a pivotal moment.

Credible Sources Supporting This Estimate

• ETRetail reports that Blinkit, Zepto, and Swiggy Instamart collectively aim to hire over 400,000 workers by March 2025, driven by dark store expansion and category diversification.
• Zepto’s CEO stated that the company alone has created 1.5 lakh jobs as of April 2025, in response to public scrutiny of consumer internet startups.
• NITI Aayog’s 2022 report on India’s gig economy projects continued growth in platform-based employment, especially in logistics and delivery roles.

How the 30K–50K New Job Estimate Was Derived

Zepto’s current scale (700+ stores, 1.7M daily orders) suggests a need for tens of thousands of delivery partners.

If Zepto expands by even 20–30%, it could easily require 30,000–50,000 additional gig workers, especially in new cities and categories.

This estimate is grounded in sector-wide hiring data and Zepto’s own growth trajectory.

Final Word

If executed responsibly, Zepto’s growth could set a new standard for inclusive platform capitalism — where speed meets dignity, and scale meets social impact.

Sources:

• TechCrunch, Oct 2025
• NITI Aayog Gig Economy Report, 2022

Infosys Opens New Tech Hub in GIFT City, Creating Over 1,000 Jobs

Infosys has officially opened a new development center at Gujarat International Finance Tec-City (GIFT City) in Gandhinagar. This facility is designed to accommodate over 1,000 employees in a hybrid working model and will serve as a TechFin hub, delivering advanced digital solutions for global Banking, Financial Services, and Insurance (BFSI) clients.

The center will focus on key areas such as digital banking, regulatory affairs, trade finance, capital markets, cards & payments, and risk & compliance management. It will leverage cutting-edge technologies like AI, generative AI, cloud computing, APIs, cybersecurity, and blockchain to provide seamless cross-border services and strengthen India's position in global financial technology.

 

Infosys' new development center in GIFT City is expected to create over 1,000 jobs in a hybrid working model. Beyond direct employment, the expansion strengthens India's position as a global financial technology hub, potentially attracting more fintech firms and investment, leading to thousands of additional jobs in the broader ecosystem.

The center will focus on Al, cloud computing, blockchain, and cybersecurity, fostering demand for specialized tech talent. With GIFT City emerging as a fintech powerhouse, experts estimate 30,000 to 40,000 jobs could be generated across financial services and technology.

Gujarat Chief Minister Bhupendrabhai Patel inaugurated the center, highlighting its role in fostering talent, collaboration, and innovation in financial services. Infosys CFO Jayesh Sanghrajka emphasized that this move aligns with the company’s vision of leading innovation in financial services from within India’s foremost international financial hub.

This development is a significant step in Infosys’ global delivery strategy, reinforcing its capabilities in tech-enabled financial services.

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.

Healthcare & Lifesciences, and IT Services Top Among Industries of Startups that Created Over 16.6 Lakh Direct Jobs

Recognized startups have created over 16.6 lakh direct jobs across more than 55 varied industries. This is a testament to the vibrant startup ecosystem in India and the significant impact these startups are having on the economy.

Key Industries:

1. Healthcare & Lifesciences: 1,47,639 jobs
2. IT Services: 2,04,119 jobs
3. Professional & Commercial Services: 94,060 jobs
4. Services: 94,060 jobs
5. Retail: 33,114 jobs
6. Education: 90,414 jobs

Government Support:

The Startup India initiative has played a crucial role in nurturing this ecosystem, providing support through schemes like the Fund of Funds for Startuns (FFS) Startun India Seed.

The Startup India initiative has played a crucial role in nurturing this ecosystem, providing support through schemes like the Fund of Funds for Startups (FFS), Startup India Seed Fund Scheme (SISFS), and Credit Guarantee Scheme for Startups (CGSS).

Here's the industry-wise detailed list of direct jobs created by entities recognized as startups by the Department for Promotion of Industry and Internal Trade (DPIIT) as of October 31, 2024:

Industry	Number of Direct Jobs
Advertising	11,839
Aeronautics Aerospace & Defence	12,801
Agriculture	83,307
Artificial Intelligence (AI)	23,918
Airport Operations	1,205
Analytics	9,450
Animation	2,104
AR VR (Augmented + Virtual Reality)	5,848
Architecture Interior Design	10,326
Art & Photography	4,441
Automotive	39,535
Biotechnology	3,557
Chemicals	16,675
Computer Vision	2,484
Construction	88,702
Dating Matrimonial	717
Design	9,039
Education	90,414
Enterprise Software	24,899
Events	5,503
Fashion	24,253
Finance Technology	56,819
Food & Beverages	88,468
Green Technology	27,808
Healthcare & Lifesciences	1,47,639
House-Hold Services	17,530
Human Resources	87,983
Indic Language Startups	3,453
Internet of Things	14,885
IT Services	2,04,119
Logistics	11,608
Marketing	29,685
Media & Entertainment	20,515
Nanotechnology	1,850
Non-Renewable Energy	12,856
Other Specialty Retailers	14,179
Others	28,278
Passenger Experience	252
Pets & Animals	3,054
Professional & Commercial Services	94,060
Real Estate	15,873
Renewable Energy	41,523
Retail	33,114
Robotics	5,956
Safety	9,245
Security Solutions	27,907
Social Impact	7,973
Social Network	5,136
Sports	6,500
Technology Hardware	50,894
Telecommunication & Networking	16,524
Textiles & Apparel	38,867
Toys and Games	4,802
Transportation & Storage	30,509
Travel & Tourism	23,828
Waste Management	12,810
Total	16,67,519

Over Half A Lakh Youth To Get Appointment Letter from PM Modi Tomorrow

Prime Minister Narendra Modi will distribute over 51,000 appointment letters to newly appointed youth on October 29, 2024, through video conferencing. This event is part of the Rozgar Mela, which highlights the government's commitment to prioritizing employment generation and empowering the youth with meaningful opportunities to contribute to nation-building.

The Rozgar Mela will be organized at 40 locations nationwide, with new recruits joining various Central Government Ministries and Departments, such as the Department of Revenue, Department of Higher Education, Ministry of Home Affairs, Ministry of Defence, and Ministry of Health and Family Welfare.

The newly appointed recruits will also have the opportunity to undertake foundational training through Karmayogi Prarambh, an online module available on the iGOT Karmayogi portal, which offers over 1400 e-learning courses to equip them with essential skills.

This initiative is a significant step towards building a Viksit Bharat (Developed India) and providing the youth with the tools they need to serve effectively in their roles.

Over 700 Rozgar Melas have been organized across 28 states and union territories, with more than 2.18 lakh registrations and around 93 thousand candidates selected by private companies.

The Rozgar Mela is a significant initiative by the Indian government to boost employment opportunities for the youth. Organized by the National Skill Development Corporation (NSDC) under the Ministry of Skill Development and Entrepreneurship, these events bring together job seekers and employers for a day of interviews and applications.

Typically, the event caters to youth aged 18-35 with various academic qualifications, from 8th grade to 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.

AI Could Affect Almost Half of All Jobs Worldwide

The International Monetary Fund (IMF), a major financial agency of the United Nations, has warned in one of its publications that almost half of all jobs worldwide could be affected by Artificial Intelligence (AI).

In a staff discussion notes titled—"Gen-AI: Artificial Intelligence and the Future of Work", the publicarion authors of the IMF said, "Artificial Intelligence (AI) has the potential to reshape the global economy, especially in the realm of labor markets. Advanced economies will experience the benefits and pitfalls of AI sooner than emerging market and developing economies."

Almost 40% of global employment is exposed to AI, with advanced economies at greater risk but also better poised to exploit AI benefits than emerging market and developing economies. In advanced economies, about 60% of jobs are exposed to AI, due to prevalence of cognitive-task-oriented jobs.

A new measure of potential AI complementarity suggests that, of these, about half may be negatively affected by AI, while the rest could benefit from enhanced productivity through AI integration. Overall exposure is 40% in emerging market economies and 26% in low-income countries.

Although many emerging market and developing economies may experience less immediate AI-related disruptions, they are also less ready to seize AI’s advantages. This could worsen the digital divide and cross-country income disparity.

About 40% of workers worldwide are in high-exposure occupations; the share is 60% in advanced economies, which indicates potentially large macroeconomic implications.

The IMF publication further said that it doesn’t see a future where AI displaces jobs like surgeons, lawyers, and judges — highly intricate roles that can’t just be handed off to unsupervised tech, thanks to legal and ethical barriers.

The UK has a significant portion of employment in professional and managerial occupations, which exhibit high exposure and high complementarity, and in clerical support workers and technician occupations, generally high exposure and low complementarity. In India most workers are craftspeople, skilled agricultural workers, and low-skilled, or “elementary” workers; most of these are in the low-exposure category.

In most countries, women tend to be employed in high-exposure occupations more than men. Because this share is distributed approximately equally between low- and high-complementarity jobs, the result can be interpreted to mean that women face both greater risks and greater opportunities, at the same time. Exceptions to this pattern may be attributed to high shares of women in agricultural jobs, especially in countries where the farming sector is large (for example, India).

Tata Technologies Launches Diversity Hiring Campaign, Encourages Women to Join Them for #EngineeringABetterWorld

Company aims to hire 1000+ women over the next 12 months

Tata Technologies, a global leader in engineering and product development digital services, today announced the launch of its gender diversity focused hiring campaign, in line with its renewed focus on promoting gender diversity across its workforce. The new brand campaign #EngineeringDiversity invites women innovators to be part of the Tata Technologies transformation journey and grow with it while innovating safe, sustainable solutions for the global original equipment manufacturer (OEMs) and their ecosystem of partners. Learn more about the diversity campaign at https://www.tatatechnologies.com/diversity/

Manufacturing companies rely on Tata Technologies to enable them to conceptualize, develop and realize better products that are safer, cleaner, and improve the quality of life for all the stakeholders. This requires innovative solutions, and we believe a diverse and inclusive culture is core to incubating innovative solutions. Hence, we believe in creating an inclusive culture that provides equal opportunities to all individuals irrespective of colour, race, gender, religion, disability, age, sexual orientation, or nationality. Through a global, diverse, and exciting working environment, and access to the latest technologies, we cultivate a workplace in which everyone has the freedom and opportunity to succeed. Besides competitive remuneration, we offer innovators an opportunity to work on global projects, upskill & learn through classroom and global eLearning platforms and collaborate with 11000+ global talent pool. We believe that a diverse workforce will lead to innovation, productivity, & creativity and will also create a more positive and welcoming work environment, leading to better employee engagement, better customer engagement and overall better performance. 

Through the RAINBOW program, the company has focused interventions on onboarding more women and parallelly creating support frameworks for them to succeed. The program has a structured framework and four key pillars–

• Hiring - Focused efforts towards attracting and onboarding diverse talent pool. The company aims to hire 1000 + women engineers in FY24, to strengthen its gender diversity ratio further and has identified specific opportunities for women.
• Communication- Creating more platforms for employee participation and dialogues with an aim to break the bias and build a culture of inclusivity ground up. The company also recognizes women innovators within the organization through the SHEnnovator campaign.
• Growth- Grooming women leaders for tomorrow through the LeaderBridge-WINGS program, a 6-month developmental intervention aimed at helping women employees develop their leadership potential further and excel in their careers.
• Enabling- Aimed at creating a conducive ecosystem and infrastructure that nurtures a diverse workforce.

The campaign was launched with a new diversity focused microsite, YouTube campaign video, Linked In post, Instagram post, Facebook post, Twitter post

Almost 80% of Early-Stage Startups Looking to Increase their Workforce in 2023: FICCI–Randstad Startup Hiring Trends Survey

• 80.49% of the total startups surveyed stated that they plan to increase their manpower hiring in 2023, while 15.78% plan to maintain their existing headcount, majority being early stage.
• 54.38% of startups attribute the high attrition rate to factors such as better pay packages offered by larger corporations, as well as concerns over job security in a startup.
• The sectors depicting the highest hiring intent include the healthcare sector, IT/ITes, agri/agritech, AI/ML/DeepTech, Fintech and Manufacturing; while Hyderabad and Pune are emerging as regions exhibiting strong intent to hire for senior-level positions.

The Federation of Indian Chambers of Commerce and Industry (FICCI) in partnership with Randstad India, one of the leading organizations in the HR services industry, has launched their exclusive survey on startup hiring trends. Over 300 startups participated in the survey.

Despite the current trend of layoffs among larger corporations, the survey highlights that a significant proportion (80%) of early-stage startups, those with a current workforce of fewer than 20 employees, are actively seeking to expand their workforce in 2023. Notably, these startups have secured Series A and Series B funding, are well-capitalized, and are actively seeking to hire new talent. 92% of these startups stated that their hiring decisions will primarily be driven by new project orders, additional funding raised from investors and expansion strategies.

While startups are planning to expand their workforce, a substantial portion, 31.92% anticipate an increase in hiring by over 30%. 28.08% of companies plan to expand their teams in the 11-20% range. Sectors like Agri/Agritech, AI/ML/Deeptech, Automotive, and E-commerce/delivery services are expected to increase hiring in the 11-20% range, while Aerospace & Defense, Energy, and Healthcare startups are expected to increase their hiring activities by over 30%. Overall, sectors depicting the highest intent to hire include healthcare (13%), IT/ITes (10%), agri/agritech (8%), AI/ML/DeepTech (7%), Fintech (7%) and Manufacturing (7%).

The study also states that hiring will primarily occur at the junior and mid-levels. Approximately 37.97% of startups have indicated that they intend to recruit more junior-level employees, while 27.27% of respondents are planning to focus on mid-level hiring. However, the Agri/agritech and automotive sectors will focus more on senior level C-suite hiring.

The survey further indicates that 54.38% of startups attribute the high attrition rate in the industry to factors such as better pay packages offered by larger corporations, as well as concerns over job security in a startup. Other factors contributing to attrition in startups include a lack of clarity around career progression and credibility.

Interestingly, 57.28% of the surveyed startups believe that ESOPs (Employee Stock Option Pool) have the potential to serve as an effective instrument for retaining employees. Furthermore, 41.49% of surveyed startups have already implemented ESOPs as a retention strategy.

In terms of hiring challenges faced by startups, the primary factors include a deficit in requisite skills, mismatches in salary expectations, and a reluctance among potential candidates to join a startup due to concerns over risk perception.

Mr Rohit Bansal, Chairman - FICCI Start-up Committee, and Co-founder, AceVector Group & Titan Capital said, “Startups create a large range of jobs as they grow and mature. As this report highlights, the initial opportunities arise as founders onboard the early team to help establish the business. A multiplier impact on job creation is seen in the growth and expansion stage when operations expand, and various initiatives mature. The dynamic working environment in startups provides the ideal training ground for aspiring entrepreneurs who then move on to create their own startups. This creates a virtuous cycle of growth, with each successive cohort adding jobs and enterprises. With their pan-India footprint, startups create jobs and economic opportunities beyond just the top cities and are key partners in India’s growth story.”

Presenting insights from the startup hiring trends survey, Mr Viswanath PS, MD & CEO, Randstad India said, “Every large corporation once started as an early-stage company and navigated its way through several challenges to reach where they are today. It gives me immense pleasure to quote that startups are rapidly emerging as significant players in India's employment landscape. With the emergence of several new-age innovative organizations across sectors, the Indian start-up ecosystem will be a significant contributor to India’s economic growth over the next few years. More importantly, these startups will eventually go on to create unique employment opportunities and career paths, innovation and competitive dynamics in the world of work.

Randstad’s exclusive survey in association with FICCI reveals that the majority of early-stage startups are exhibiting strong hiring intentions, which is a testament to the strength of India’s diverse talent pool that’s available in the job market today. I believe these early-stage startups and their growth ambitions will fuel the next phase of India Inc.’s emergence as the world’s most attractive employment hub. I am confident that the Randstad-FICCI Start-Up Hiring Trends Survey will provide unique insights into the country’s evolving startup ecosystem, ​key ​trends and its immense contribution to socio-economic development and transformation.”

Startup Recruitment Trends 

a. Permanent vs Gig Workforce

• 57.76% of startups are looking for permanent recruits
• Only 42.24% are looking to hire temporary and gig workers

b. Geography in Focus

• Hyderabad and Pune are emerging as the frontrunners in senior-level hiring, reflecting strong intent among startups in these regions.
• Additionally, middle-level hiring is expected to be prominent across cities such as Kolkata, Bengaluru, Mumbai, Chennai, Pune, and Delhi/NCR.
• A considerable proportion of hiring activity across startups is expected to occur at the junior level, with Delhi/NCR, Bengaluru, Mumbai, and Hyderabad being the prominent cities in this category.

C. Qualifications in Demand

• 45.21% of startups are looking to hire semi-skilled employees, while 41.49% of startups are seeking highly skilled professionals.
• In terms of campus placements, a majority of startups, (67.55%) are focusing on private MBA and engineering colleges, as well as state universities, as these institutes offer quality talent at affordable salary packages.
• Only a small proportion (9.16%) of startups are opting for premier institutions such as IITs and IIMs for their campus placements.

Climate Asia Hosted A Panel Discussion to Unpack Green Jobs for Women and a Path to Climate Solutions

Climate Asia organized a panel discussion titled "Green Jobs for Women: A Path to Climate Solutions". The panel was designed to discuss aspects of the green jobs ecosystem for women and explore how it can contribute to addressing climate change. The event brought together experts in the field: Reemaben Nanavaty, Director of Self Employed Women's Association (SEWA), Huda Jaffer, Director of SELCO Foundation, and Prerna Seth, Fellow at JustJobs Network. The discussion was moderated by Aiswarya Ananthapadmanabhan, AVP for Arthan's Women at Work Initiative.

Reemaben Nanavaty, in her opening remarks, called women “custodians of our environment” who are “always practicing greenways.” Citing an inspirational example from her organization, Reemaben narrated the story of Sarojben, a young entrepreneur from Gujarat who, by choosing to use biogas instead of wood for cooking, not only cut down on the amount of walking for her mother and the other women in the village community but also turned it into a lucrative source of income by selling it to farms as manure. The innovative practice saw a ripple effect by making farming more sustainable too. This example testified to women being game changers in the green field.

Building on this, Huda Jaffer drew attention to the “scope of green jobs in energy and energy efficient environments at both supply and demand side.” She emphasized including women as “innovators, solution developers, service providers, and designers.” She also drew attention to the uneven gender representation on the usability side because climate-smart technology is not created from a gender-centric lens.

Prerna Seth opined the need to unpack key concepts as a first step and described green jobs as “decent jobs that contribute to preserving or protecting the environment.” She further decoded the dichotomy of green and brown jobs. Calling attention to data on the declining women force participation, from 26.8 in 2015 to 20.5 in 2021, which is mostly concentrated on informal work, she insisted that “strategies needed for green jobs for women are the same as strategies to bring women into the workforce” She also emphasized that it was significant to question what is keeping women labor away from the workforce while being mindful of the changing environment.

Reemaben also highlighted how women’s work often goes unrecognized. She said, “women already working in the informal sector towards green jobs are not recognized as green jobs at all.” She further cited examples of street vendors, handloom weavers, and artisans to illustrate how R&D and financing do not go to these types of work but that these types of work are not even recognized as sustainable. She discussed that the solution lies in building capital, assets, technology, and green market while recognizing traditional skills. She also emphasized the need for a decentralized local economy to build community resilience.

Huda explained, “encompassing all three parameters of sustainability including, social, financial and environmental into the discussion.” Building upon the topic of a decentralized economy, she provided functional solutions like taking opportunities closer to the doorstep, reducing bottlenecks in hiring women, and making jobs more accessible without significant barriers.

Prerna added to the easily implementable solutions, including safe transport, safe working spaces, and daycare. She also decoded how the conception of women in the workforce comes off as a challenge because women are viewed as beneficiaries rather than valuable agents. She emphasized the urgency of changing this at the policy level. Furthermore, she highlighted the role of social norms at the industry level, making the factory floor male-dominated, especially when women are interested in those jobs but cannot access them.

On the question of the skills gap and capacity building for women, Prerna mentioned how women’s skilling programs are directly linked to women getting into the workforce. At a systems level, it is important first to understand the required skills and then impart those skills. Moreover, she said, “In the process of addressing gaps and skills, a collaboration between government and industry is needed.”

Reemaben emphasized that the approach to imparting skills should not be limited to a singular focus on individuals but rather encompass an entire ecosystem. This highlights the importance of a holistic approach that involves various stakeholders and recognizes the interconnectedness of different components within a system. She illustrated this point by highlighting the success of green villages, where women are empowered to take charge of energy planning and budgeting at both the household and village level. Through collaboration with panchayats, these women can lead the way in implementing sustainable energy technologies at the local level, positively impacting the entire community.

Huda raised an essential concern about skill-building initiatives for women, pointing out that many of these programs reinforce gender stereotypes by focusing on traditional activities such as candle making or sewing. This narrow focus can create a significant gap between women's aspirations and their skill level, hindering their ability to achieve their full potential. To address this issue, Huda proposed two solutions. Firstly, she suggested that the content of these initiatives must be reviewed to ensure that it is gender-inclusive and reflective of women's diverse interests and needs. Secondly, she recommended providing forward linkages, such as job opportunities, to ensure women have access to employment matching their newly acquired skills. By adopting these strategies, skill-building initiatives can empower women to reach their goals and contribute more effectively to their communities and societies.

The three experts also touched upon the role of partnership and collaboration, which are of utmost importance in addressing systemic challenges. Government stakeholders play a huge role in scalability in every aspect, including tech and finance. From a research standpoint, having well-versed individuals in the labor market and experts in energy or climate ecosystems is important. Additionally, the collaborations should come with women working on their terms.

The session ended with a Q&A where the guests addressed some important concerns of the audience, providing them with advice and solutions.

Climate Asia (www.climateasia.org) is dedicated to strengthening the climate ecosystem in Asia through the capacity building of organizations focusing on human capital, organizational development, and thought leadership. We will accomplish this by building a movement to inspire people to work in the climate, a platform to find climate opportunities: jobs, funding, events, and news.

The Women at Work initiative aims to bring more women leaders to the impact sector while making the organizations they are part of more inclusive. The Women at Work Initiative will work to make the development sector conducive for women to join, grow and lead the workforce by building capacities of organizations to accelerate DEI practices, facilitate learning and growth opportunities for women jobseekers and leaders, and provide knowledge, networking, and collaboration avenues.

Fintech Firm PayMe Inks MoU with Uttar Pradesh Govt, to Invest 200 Cr and Create 2000 Jobs

Shailendra Bhatia, OSD YEIDA Nodal officer for UP Investors summit. Mr. Manav Munjal, Director of PayMe, and VP of HR Mr. Vishal Ranjan were present from PayMe side

One of the fastest growing fintech players in the country, PayMe, has achieved another milestone, this time by signing a Memorandum of Understanding (MoU) with the Uttar Pradesh government. According to the MoU, PayMe will be investing Rs 200 crore in the Yamuna Authority. The investment will create 2000 jobs in the area, focusing on training and developing skilled resources.

The MoU was signed on 8 February 2023 at the Yamuna Authority office. During the signing, Shailendra Bhatia, OSD YEIDA Nodal officer for UP Investors Summit represented the UP government and Manav Munjal, Director of PayMe and VP of HR Vishal Ranjan were present from PayMe side.

Shailendra Bhatia, OSD YEIDA Nodal officer for UP Investors summit. Manav Munjal, Director of PayMe, and VP of HR Vishal Ranjan were present from PayMe side

Speaking of his personal connection to Uttar Pradesh and the significance of the investment, Mahesh Shukla, Founder and CEO of PayMe said, “I come from Gorakhpur, a tier II district of Uttar Pradesh, where obtaining a quality education and getting job opportunities were scarce. Now that we have the means to give back to society, it is our duty to be a part of the Uttar Pradesh Investor Summit initiative. We aim to be a part of the growth and development journey of Uttar Pradesh.”

“Our investment of 200 crores will result in the creation of 2000 jobs in the fintech sector. PayMe has been growing at a tremendous pace, having expanded six times in terms of employee count in the past year, and we anticipate generating 5000 employment opportunities in the next 5 years. Uttar Pradesh is a shining example of ease of doing business. We are thrilled about this investment and eagerly look forward to the start of this exciting initiative,” added Mr Shukla.

PayMe is the first fintech company to invest in the Uttar Pradesh Investor Summit, marking a major milestone for the state and its economy. The investment will contribute to the growth and development of the fintech sector in Uttar Pradesh, providing new opportunities for the local workforce.

About PayMe

Founded in 2016, Noida-based PayMe India is the country’s promising new FinTech establishment, offering a pool of comprehensive financial services for individuals and corporates. The company is the brainchild of Mahesh Shukla and Sandeep Singh – two prominent bankers and financial wizards with credible collaborative experience. With a seed capital of USD 2 million, the company was rated among the top 30 emerging FinTech start-ups by INC 42. With a strong focus on technology and innovation, PayMe has established itself as a leader in the fintech industry.

JobsForHer Partners with MoEngage for Personalized Customer Engagement

JobsForHer, one of India’s largest career platforms that focuses on accelerating women’s careers, has partnered with MoEngage, an insights-led customer engagement platform, to personalize customer experiences by showcasing relevant and contextual job openings to women professionals on their platform.

Using MoEngage, JobsForHer aims to build flawless customer cohorts based on a combination of user actions and journey stages. Therefore, garnering actionable insights to optimize conversion rates by bringing in the most relevant portfolios for pertinent job postings.

With the premise of enabling women to accelerate their careers and pave their own path, JobsForHer.com was started. Workplace diversity is becoming an increasingly significant topic of discussion, so, JobsForHer is implementing this at ground zero by bridging the gap between job openings and viable women candidates.

“We've all heard accounts of competent, experienced, and accomplished women quitting their jobs to raise their families. Needless to say, women required assistance in procuring opportunities to re-enter the workforce, and JobsForHer filled that gap. Other than bringing the right job opportunities to competent women professionals, JobsForHer provides a holistic offering that includes the aspects of mentorship and upskilling as well. With MoEngage as a customer engagement partner on our side, we aim to personalize customer experiences by showcasing relevant and contextual job openings to women professionals on our platform, “ said Neha Bagaria, Founder & CEO, JobsForHer.

This collaboration is another step forward in strengthening JobsForHer’s efforts towards becoming women professionals’ number one choice of solution to re-enter the workforce, stronger than before.

Speaking about the partnership and the importance of empowering women professionals in India, MoEngage’s Assistant Vice President (India & Middle East), Shivangi Boghani, said, “From addressing biases that women encounter at every level of the corporate ladder to what corporate India can do to ensure a gender-balanced workforce, there are many things that need to change about how people view women in the workplace. So we are elated to be partnering with such a brand that focuses on empowering women by providing them with the right opportunities to advance their careers & also ensuring access to proper mentorship”.

About JobsForHer

JobsForHer is one of India’s largest career platforms that focuses on accelerating women’s careers. Incepted in 2015, JobsForHer connects over 3+ million job aspirants registered on the platform to 9000+ companies across the country and has over 2000 mentors and more than 800 learning partners. Their vision is to enable women to achieve their full potential by enabling them to start, restart and rise in their careers. They cater to the three largest cohorts of women professionals 一 Women Returnees, Women In Tech, and Women In Leadership, and are expanding our reach to Women Starters. Their continuous efforts towards accelerating women's careers have got them on the list of Top 10 Career Platforms for Women on the official IWD platform and the ONLY platform that has made it from India on the occasion of International Women's Day 2021.

About MoEngage

MoEngage is an insights-led customer engagement platform, trusted by more than 1,200 global consumer brands such as Big Basket, Future Retail, McAfee, Flipkart, Domino’s, Nestle, Deutsche Telekom, OYO, and more. MoEngage empowers marketers and product owners with insights into customer behavior and the ability to act on those insights to engage customers across the web, mobile, email, social, and messaging channels. Consumer brands across 35 countries use MoEngage to power digital experiences for over 1 billion customers every month. With offices in ten countries, MoEngage is backed by Goldman Sachs Asset Management, B Capital, Steadview Capital, Multiples Private Equity, Eight Roads, F-Prime Capital, Matrix Partners, Ventureast, and Helion Ventures.

To learn more, visit www.moengage.com

Amidst Layoffs, Unify to Hire 10K People

Facility Management firm, Unify, has announced that it will be recruiting about 10,000 people in India over the next 12 months, adding to its existing workforce of 8,000+ in the country. The move comes after Unify grew by more than 60 % Y-o-Y and increased its service presence throughout the country to 145 cities.

Saurabh Agarwal, Managing Director, Unify

“The Indian organized facility management services market is expected to grow at a CAGR of more than 20 percent over the next 5 years. This growth is driven by the growth in the Real estate, manufacturing, and logistics sectors. Through this expansion, we hope to positively impact our clients’ businesses across industry verticals with more customized solutions and technology-driven services,” said Saurabh Agarwal, Managing Director of Unify Facility Management Private Limited.

The facilities management market is still dominated by unorganized service providers, accounting for nearly 65 percent of the market size as opposed to the 35 percent that is shared amongst organized service providers such as Unify. However, as the country develops, the balance between the unorganized to the organized players may flip in the next decade, resulting in increased opportunities and consolidation of the service providers. Now, with a return to the offices and the demand to maintain safe and sanitized physical environments, the demand for facility management services has been on the rise. Moreover, the labor force that traditionally worked with unorganized or non-compliant service providers is also happier working with companies that adhere to labour laws and offer them benefits that they didn't receive earlier in their careers.

The hiring announcement adds another feather to the cap of the brewing relationship between Unify and its 29 Fortune 500 clients in the country. It would be interesting to see how the firm attempts to set a foothold in acquiring talent at a large scale in the highly competitive market.

“We have a new ‘accelerated hiring process’ that results in applicants getting an offer within a day of applying. To execute this, we leverage a dedicated team to reduce the hiring time. As pre-pandemic hiring was a drawn-out process and could take a week, we digitized it to make it faster with deeper screenings and outcome-based scorecards to evaluate candidates; eliminating the need for post-interview evaluations,” said Saurabh.

About Unify:

In just over a decade, Unify Facility Management has successfully established its mark across MNCs, Industries, Malls, Offices, Retail, Corporates, Data Centres, BFSI, Healthcare, Educational Institutions, Real Estate, Pharma, Logistics, etc to deliver a wide range of complex facility management services. Unify provides services in the areas of Housekeeping, Business Support Staff, Pantry Service, Pest Control, Electrical Services, Carpentry, HVAC, Plumbing, DG Set, Lift Operations, Heavy Equipment Maintenance, Building Management Systems, etc. Started with a vision to change the way the facility management business is perceived and run, Unify’s systems and processes are built around the same. In the last 13 years, Unify has grown to a 150 Cr organization, aiming to achieve 500 Cr by FY ‘25. The company has grown by over 100% this year. The company has successfully moved from the backroom to the boardroom; partnering with clients to reduce costs and enhance bottom lines.

Frontend, Data Science, AI and DevOps Are the Highest Paying Technology Sectors — Study

The accelerated digital transformation has opened a multitude of avenues in the technology sector, supplemented with significant demand for tech talent in the space. This has led to an unprecedented increase in the career prospects of technology experts, opening opportunities for some of the highest-paying jobs in the country.

To take just one example from the numerous comprehensive data points, according to the Report, streaming and OTT platforms pay the highest salaries for senior frontend talent (10+ years experience), followed by internet-based product companies for mid-level (6-10 years experience), and the food tech sector for junior level (2-5 years experience). E-commerce brands pay the highest senior-level salaries for backend tech, fintech pays most for data scientists, and quick commerce brands try to attract the best app development and management senior talent with the highest salaries.

The Report has also revealed some eye-opening figures about tech skills that are most popular among tech talent. Python dominates data science, winning in popularity with 75% of India’s data scientists specializing in it.

Among app developers, Android leads with 48%, which is 2x more popular than iOS (24%). Furthermore, React (also 24%) is the most popular frontend framework, whereas HTML and CSS (31%) are the most popular frontend languages among young tech talent in India.

 

The Report also confirms that Bangalore is the top city where tech candidates are located. It also reveals that remote and hybrid work has led to an increase in talent in Tier II & III cities. What this means for tech recruiters and talent acquisition specialists is that cities like Pune, Indore, Ahmedabad, Jaipur, and Chandigarh are excellent sources of tech talent, especially for newer tech roles in AI and app development. Given the rise in remote working, recruiters can leverage these sources.

Despite the rise in female talent on the whole, there is still a wide gender diversity gap in tech talent. The overall ratio is 25:75 females to males, on average. Backend developers face the widest gender diversity gap in Indian talent, witnessing a 17:83 ratio. On the other end of the gender divide, Quality Analysis has the narrowest gap, with 42% female profiles. Tech recruitment has a long way to go to close these gaps.

Stats state that there is a huge 20% demand-supply gap for tech talent in India which can grow 3x by 2026. The Report recommends that the Indian tech industry needs to encourage upskilling and reskilling among existing tech talent in the short term, and collaborate with educational institutions to upgrade the tech syllabi to create job-ready Indian tech talent in the long term.

What’s next?

The Fourth Industrial Revolution is happening. Tech talent trends show that new technologies like Internet of Things (IoT), cyber security, blockchain technology, and metaverse development are growing at an unprecedented rate. This is true for both: candidates and recruiters & talent acquisition leaders, across business verticals. As technology pervades businesses, new roles and specializations such as Web 3.0, cyber security & quality assurance, gaming developers, AR & VR platform integration coders, and computer vision technologists are poised to storm India’s tech talent recruitment strategies.

Global Climate School Terra.do Hosting India’s 1st Online Climate Job Fair

Recruiters from TATA Power, Yulu, ElectricPe, Pyse, Climes and more will offer job opportunities across verticals

Jobs across software development, web and application development, design, data analytics, executive, research and more will be offered

Terra.do, a global climate school and careers platform, will host India’s first online climate jobs fair on its app on 20th July, 2022. Recruiters and Hiring Managers from TATA Power, Yulu, ElectricPe, Pyse, String Bio, Climes and more will be recruiting for diverse roles at the fair.

Interested candidates need to register on Terra.do’s app where they can also be part of a network of thousands of climate enthusiasts. Registration for employers, recruiters and hiring managers is also open. The event is free for all. On the app, the candidates can shortlist the roles they are interested in and attend live presentations by the employers followed by Q&A. The app will also allow candidates to deep dive with hiring managers 1:1 to understand more about the company's culture, team growth, problems they are solving, and more.

The job fair will benefit professionals across skills and sectors. The event will include job offers in software, hardware and design, data science and analysis, managerial, communication, research, sales, consumer relations and more. Job profiles include, but are not limited to, React Native, Frontend Developer, UX/UI designers, iOS developers, DevOps, Full Stack, Web developer, Product Development, Sustainability Expert, Researchers, Business and Sales Managers, Consumer and Business Relations, and more. The employers are offering both remote and on-site jobs across Mumbai, Delhi, Bengaluru and other Tier-I cities.

Employers are from a range of industries including Power, Energy and Renewable Energy, Automobile, Big Data, Finance, Biotechnology, GeoScience, and more. While some companies are ClimateTech, the others are transitioning to sustainability and a climate conscious mode of business.

On the announcement of the job fair, Anshuman Bapna, CEO and Co-Founder, Terra.do, said, “By 2030, Terra.do aims to bring 100mn climate professionals into the workforce to solve the climate crisis. It uses the trifecta of education, networking & actions to enable climate skilling and career development. According to a report by PwC, Climate tech is booming across sectors. Green Jobs are being created every minute in tech and business functions ranging from software engineering to marketing to business development and more. The Government of India has also launched the Skill Council for Green Jobs aligned to the National Skill Development Mission, promoted by the Ministry of New and Renewable Energy (MNRE) and Confederation of Indian Industry (CII). Delhi and Tamil Nadu governments among others have also promised green jobs in their policies.”

About Terra.do

Terra.do is a global climate career platform founded in 2020 by Anshuman Bapna, Dr. Kamal Kapadia, and Mayank Jain with the mission to get 100 million people working in climate by 2030.

The platform brings together a wide-ranging community of professionals from critical climate industries such as energy, mobility, and regenerative agriculture and top experts in areas such as policy, science, and finance. Its immersive, cohort-based climate learning programs boast several thousand graduates from 25+ countries. Through Terra.do’s job fairs, talent drops to employers, and rich network, its members have found roles in hundreds of leading climate tech companies and Fortune 100 sustainability teams and founded dozens of climate startups.