Lay Off Restart: My Two cents

So first off even I heard from an upper manager who is also serving NP just like me. I have posted on the platform before and this I believe will come to fruit shortly. Will elaborate below:

1. TCS hired alot during Covid times and stuff. The AI disruption is there but they over hired and now its taking a hit on their profits. They want to offset that and they wont fire the new kids but the old ones.

2. Talent drain is real. We are bleeding talent. Organisation needs to learn to treat talented employees with respect and pay them what they deserve. Now when talent leaves obviously clients also leave. They aren't paying charity. Alot of projects from Europe especially contract jobs have started being revoked or cancelled due to this. Slowly it will take effect in other segments as well. We aren't talking about talent that is really good leaving, we are losing hyper talented who build stuff from scratch and are the only ones who know how the system works or have learned how it works. Hence as talent leaves obvs clients will too.

3. Recruitment eye wash. TCS needs talents but they need it for cheap. Markets dont work like that especially in this day and age where there are so many budding contractor businesses who pay top line and one can directly join the client through these parties or directly. Even alot of clients are building their business or tech wing in India calling it micro GDC, GDC, or offshore support etc.

One is seeing alot of resource demand and recruitment posts assuming we are doing well. Issue is they are not getting "Talented" Resources. Key word being talented. This itself is an eye wash to show investors damage control and organisation is healthy. I will break down key areas:

I have been part of the interview panel of my tech domain. We are put in a situation where to retain client we have to onboard a new resource as High talent leaves, HR gives a tight budget which is nowhere near the market standard or gives us an unlimited budget case which is a scam. They later reduce the offer or even double reduce it. Or even go ahead onboarding talent that have barely any knowledge. Or even drop a candidate if they find someone cheaper even if the person knows barely anything. Infact we give HR the requirement and they do the pre fit check which is not tech related but rather to see if a candidate meets their budget. They waste money on alot of head hunters too.

Lets a candidate makes it into the interview. Post Tech interview we share our score but HR takes final call. So ofcourse all they see is number and not the scores we give. Then onboard what is cheapest not quality. They give low ball offer and say oh tech not competent or too high salary. In between this politics. Some referral or lateral or even insecurity. Tech Lead or head or manager gets insecure during interview of top performer and decide they aint worth it to secure their seat. Like wtf. They then collaboration with HR screw the candidate waste their time low ball or drop them. Some cases give offer then reduce or drop to find someone cheaper and safer for the management but 0 tech knowledge.

Ending up onboarding the wrong person. Lets say High talent does get onboarded' they get forced into misery and pressured by insecure leaders only to leave a year or 2 later or get ousted if deemed as threat.

Then we are put in a situation where we have to make these folks (I am being nice honestly no filter me would say Un Talented Bunch) talented. Which is basically trying to create a miracle.

So now we have onboarded the other bunch. We try our best to upskill but then after back and forth heavy heartedly we present them for client interview. Most cases this is done after onboarding. Clients are not happy so instant rejection. Now we have a resource costing to the company no project. Clients get disgruntled and cancel the contract. Then boom. No income high operating expense.

HR and the usual management team have to find ways to reduce cost. They wont fire the new folks cause of policies so they target obsolete folks or too long in TCS folks.

This is what is happening literally. We have openings but no talent. Onboarding the wrong folks so someone has to get kicked in the end. The whole organisation needs a revamp or reset tbh.

This is another reason I am leaving. So have most folks. Its a dead ship floating especially our domain.