Achyut Menon "AK"'s Linkedin Analytics

Has the Workplace lost its sense of Trust? Or are we witnessing a shift in Global Talent Trends? Yesterday felt like any other workday, conversations with clients, job seekers, and fellow recruiters across India and beyond. But something felt different. Something has been shifting over the past year or two. Could it be a trust deficit? Between employer and employee? Between colleagues? Even among acquaintances and strangers? Let me share three real-world stories that made me pause: A seasoned recruiter, someone I’ve known for over a decade, a speaker at major conferences, and a tech-savvy expert, was suddenly laid off. No warning. No discussion. After 13 years of working remotely for the same employer, earning a steady dollar salary, he was gone overnight. The reason? A policy shift in the US led to startup funding cuts, forcing companies to conserve cash. A family friend, US educated, a top-tier big 4 and MBB consultant, with impeccable credentials and an approved I-140 visa, finds himself untouchable in the US job market. "90% of recruiters have stopped H1B transfers, even for billion-dollar firms," he told me. After 13 years of contributing to the economy, doors are closing. A high-performing professional, a star employee with industry awards, was let go without even the standard 60-day notice period. “You can leave now,” was the message. No dignity, no transition plan. In the past, job separations, whether performance-related or economic, were handled with more care, more respect. But there’s another layer to this: As a recruiter specializing in hiring global talent for over three decades, I see something deeper at play. There’s a tinge of deglobalization happening. Nations are suddenly protecting their own citizens first, tightening borders, and restricting talent mobility. For decades, the American Dream has lured young Indians with the promise of economic opportunity, social mobility, and a brighter future. But in a world where policies shift overnight, should we evangelize a return to India, not as a backup plan, but as the better plan? Can we make India a land of hope again, not because the world is rejecting our people, but because if we do the right things, they will have no need to look elsewhere? What are your thoughts? How can India position itself as a global talent hub, not just for those forced to return, but for those who choose to? What needs to change in policy, industry, and mindset to make this transition viable? #careers #return2India #migration

The Great AI Job Interview Heist: Who’s really getting hired? Picture this: You're on a virtual job interview for a top tech company. The interviewer throws a tricky coding problem your way. You lean back, rub your chin, and say… “𝗛𝗺𝗺.” Seconds later, you deliver a flawless solution, like you just had a lightbulb moment with Einstein himself. The interviewer, slightly suspicious, notices no screen movement, no eye flickers, just pure algorithmic brilliance. Welcome to 2025, 𝘄𝗵𝗲𝗿𝗲 𝗔𝗜 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝘄𝗿𝗶𝘁𝗶𝗻𝗴 𝗼𝘂𝗿 𝗰𝗼𝗱𝗲. 𝗶𝘁’𝘀 𝗮𝗰𝗶𝗻𝗴 𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀. Enter Roy Lee, a 21 year old Columbia student who hacked the hiring system and turned it into a million dollar business. 𝗛𝗶𝘀 𝗰𝗿𝗲𝗮𝘁𝗶𝗼𝗻, 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗖𝗼𝗱𝗲𝗿, 𝗵𝗲𝗹𝗽𝘀 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗰𝗵𝗲𝗮𝘁 (or “level the playing field,” depending on whom you ask) in technical interviews. His argument? "𝗜𝗳 𝗔𝗜 𝘄𝗿𝗶𝘁𝗲𝘀 𝟮𝟱% 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆’𝘀 𝗰𝗼𝗱𝗲, 𝘄𝗵𝘆 𝗰𝗮𝗻’𝘁 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘂𝘀𝗲 𝗶𝘁 𝘁𝗼 𝗴𝗲𝘁 𝘁𝗵𝗲 𝗷𝗼𝗯?" Now, hiring managers are scrambling to catch AI assisted applicants. Some are analyzing eye movements, listening for that giveaway “Hmm…”, and even contemplating, brace yourself, 𝗮 𝗿𝗲𝘁𝘂𝗿𝗻 𝘁𝗼 𝗶𝗻-𝗽𝗲𝗿𝘀𝗼𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀. But let’s pause for a second… who’s actually cheating here? 𝗧𝗵𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘂𝘀𝗶𝗻𝗴 𝗔𝗜? Or the companies that still test for a skill they barely use on the job? 𝗧𝗵𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝗳𝗿𝘂𝘀𝘁𝗿𝗮𝘁𝗲𝗱 𝗯𝘆 “𝗔𝗜 𝗰𝗵𝗲𝗮𝘁𝗲𝗿𝘀”? Or the industry that laid off thousands of engineers while praising AI for writing better code? 𝗧𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗶𝘁𝘀𝗲𝗹𝗳? Or the outdated system still obsessed with Leetcode puzzles instead of real-world problem solving? Before we grab our pitchforks, let’s accept the truth: 𝗧𝗵𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗴𝗮𝗺𝗲 𝗵𝗮𝘀 𝗰𝗵𝗮𝗻𝗴𝗲𝗱. 𝗔𝗜 𝗶𝘀𝗻’𝘁 𝗴𝗼𝗶𝗻𝗴 𝗮𝗻𝘆𝘄𝗵𝗲𝗿𝗲. The smartest companies won’t be the ones banning it in interviews ;they’ll be the ones redesigning their hiring process to assess real-world skills in an AI-powered world. What do you think? Is this the end of traditional tech interviews, or just the next evolution? #TechHiring #AIinRecruitment #FutureOfWork #LeetCodeIsDead

Is AI reshaping our understanding of work quality, or just changing the rules of the game? i was fascinated by this tweet thread by Hiten Shah, that has really got people thinking about how AI is upending everything we assumed about work. Here are three core beliefs that have shifted-and how AI is challenging them: Old Assumption: “𝗛𝗶𝗴𝗵-𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝘄𝗼𝗿𝗸 𝘁𝗮𝗸𝗲𝘀 𝗮 𝗹𝗼𝘁 𝗼𝗳 𝘁𝗶𝗺𝗲.” AI flips this on its head. It can churn out decent output in seconds. But here’s the catch: speed isn’t the bottleneck anymore, judgment is. The skill now is knowing what to keep, refine, or toss. Old Assumption: “𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝘄𝗼𝗿𝗸 𝗰𝗼𝗺𝗲𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝗽𝗲𝗼𝗽𝗹𝗲.” Not anymore. A junior employee with sharp AI prompts can outpace a veteran who ignores it. Expertise still counts, but it’s how professionals wield it in this new landscape that defines impact. Old Assumption: “𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆 𝗶𝘀 𝘂𝗻𝗶𝗾𝘂𝗲𝗹𝘆 𝗵𝘂𝗺𝗮𝗻.” AI isn’t “creative” like we are, but it remixes and generates ideas at a pace most can’t match. The edge? Spotting what’s truly original versus what just seems fresh. The real kicker: AI is making us rethink what “high-quality work” even means. If speed and volume aren’t the limits, what sets great work apart? Here’s how leaders and professionals are adapting: On 𝘀𝗽𝗲𝗲𝗱 𝘃𝘀. 𝗾𝘂𝗮𝗹𝗶𝘁𝘆: They use AI for fast drafts, then slow down to refine. Speed’s great, but it’s not the whole game. On 𝗳𝗼𝗰𝘂𝘀: They prioritize what matters over just cranking out more. Standards come first, AI second. On 𝗰𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆: They push past AI’s first ideas, blending its speed with human depth for something truly unique. AI’s not just a tool-it’s a mirror. It’s forcing us to question what we value in work. How are you rethinking your assumptions? How is AI reshaping your approach to work? #AI #FutureOfWork #WorkQuality

Stock Market Sentiments vs. Job Market: A Tale of Two Indicators? 𝗦𝘁𝗼𝗰𝗸 𝗺𝗮𝗿𝗸𝗲𝘁𝘀 𝗱𝗶𝗽𝗽𝗶𝗻𝗴? 𝗛𝗶𝗿𝗶𝗻𝗴 𝘀𝗹𝗼𝘄𝘀. 𝗕𝘂𝗹𝗹 𝗿𝘂𝗻? 𝗝𝗼𝗯 𝗺𝗮𝗿𝗸𝗲𝘁 𝗵𝗲𝗮𝘁𝘀 𝘂𝗽. At first glance, the correlation seems obvious. But is it really that simple? Let's break it down: 1. 𝗧𝗵𝗲 𝗠𝗮𝗿𝗸𝗲𝘁 𝗠𝗼𝘃𝗲𝘀 𝗙𝗮𝘀𝘁𝗲𝗿 𝗧𝗵𝗮𝗻 𝗛𝗶𝗿𝗶𝗻𝗴 Stock markets react instantly to news earnings, interest rates, and global conflicts. Job markets, on the other hand, take time to adjust. Based on a single market dip, companies don’t start mass hiring or layoffs overnight. 2. 𝗦𝗲𝗰𝘁𝗼𝗿-𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗜𝗺𝗽𝗮𝗰𝘁 Tech & Startups: Highly sensitive to stock valuations and funding cycles. A downturn means hiring freezes and layoffs. Manufacturing & FMCG: Less volatile. Consumer demand drives hiring more than stock market fluctuations. Financial Services: Stock market downturns may impact bonuses, but core hiring in banking and insurance remains stable. 3. 𝗧𝗵𝗲 𝗚𝗹𝗼𝗯𝗮𝗹 𝗧𝗿𝗲𝗻𝗱: 𝗨𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 & 𝗦𝗲𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 Right now, we're seeing: -𝗖𝗮𝘂𝘁𝗶𝗼𝘂𝘀 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗺: Companies are hiring, but selectively. Skills matter more than ever. -𝗔𝗜 & 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 𝗜𝗺𝗽𝗮𝗰𝘁: Roles in traditional industries are shrinking, while AI-driven jobs are rising. -𝗥𝗲𝗺𝗼𝘁𝗲 & 𝗚𝗶𝗴 𝗪𝗼𝗿𝗸 𝗚𝗿𝗼𝘄𝘁𝗵: Businesses hedge risks by hiring contract talent over full-time employees. What Should Job Seekers & Employers Do? 𝗙𝗼𝗿 𝗝𝗼𝗯 𝗦𝗲𝗲𝗸𝗲𝗿𝘀: Build recession-proof skills. Focus on adaptability and staying ahead of automation trends. 𝗙𝗼𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀: Don't just chase "hot" skills. Invest in resilience. Hire for long-term impact, not just market cycles. The stock market may set the mood, but hiring decisions are driven by strategy, not just sentiment. What’s your take? Have you seen hiring impacted by market fluctuations? PS Pardon the AI-generated typo but the image was irresistible and I hope nobody notices it :)!

What has changed since we last spoke? This is the million-dollar question I have now learned to ask every client, no matter how short the gap since our last conversation. In the past 30 years of my recruitment journey, I don’t recall a time when business decisions felt this vulnerable. 𝗧𝗵𝗲 𝗵𝗲𝘀𝗶𝘁𝗮𝘁𝗶𝗼𝗻 𝘁𝗼 𝗵𝗶𝗿𝗲, 𝘁𝗵𝗲 𝘀𝘁𝗼𝗽-𝘀𝘁𝗮𝗿𝘁 𝗻𝗮𝘁𝘂𝗿𝗲 𝗼𝗳 𝗲𝘅𝗽𝗮𝗻𝘀𝗶𝗼𝗻 𝗽𝗹𝗮𝗻𝘀, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝘀-all of it feels more pronounced than ever before. Yes, we’ve seen downturns before. The 𝗱𝗼𝘁-𝗰𝗼𝗺 𝗯𝘂𝘀𝘁 taught us about overestimating growth. 𝟵/𝟭𝟭 𝗮𝗻𝗱 𝗶𝘁𝘀 𝗮𝗳𝘁𝗲𝗿𝗺𝗮𝘁𝗵 reshaped entire industries. The 𝟮𝟬𝟬𝟴 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗰𝗿𝗶𝘀𝗶𝘀 forced companies to rethink stability. The 𝗽𝗮𝗻𝗱𝗲𝗺𝗶𝗰 𝗮𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲𝗱 digital transformation beyond our expectations. Yet, unlike before, where these shocks mostly originated in the U.S. and gradually spread globally, 𝘄𝗲 𝗮𝗿𝗲 𝗻𝗼𝘄 𝗶𝗻 𝗮𝗻 𝗲𝗿𝗮 𝘄𝗵𝗲𝗿𝗲 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻𝘀 𝗳𝗲𝗲𝗹 𝘀𝗶𝗺𝘂𝗹𝘁𝗮𝗻𝗲𝗼𝘂𝘀, 𝘂𝗻𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗮𝗯𝗹𝗲, 𝗮𝗻𝗱 𝗱𝗲𝗲𝗽𝗹𝘆 𝗶𝗻𝘁𝗲𝗿𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱. What does this mean for professionals navigating careers? 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗺𝗼𝗱𝗲𝗹𝘀 𝗮𝗿𝗲 𝘀𝗵𝗶𝗳𝘁𝗶𝗻𝗴-what was once a safe industry might now be under existential threat. 𝗛𝗶𝗿𝗶𝗻𝗴 𝗽𝗹𝗮𝗻𝘀 𝗮𝗿𝗲 𝗿𝗲𝘄𝗿𝗶𝘁𝘁𝗲𝗻-the "growth at all costs" approach is being replaced by a demand for lean, adaptable teams. 𝗠&𝗔𝘀 𝗮𝗻𝗱 𝗹𝗮𝘆𝗼𝗳𝗳𝘀 are rising, roles we once took for granted are being restructured or eliminated. So, how do you insure yourself against career disruption? Stay ahead of market shifts -what skills will be relevant tomorrow? Build career optionality-have more than one way to generate income. Invest in network resilience-who will vouch for you in uncertain times? Be open to global opportunities- it may not be where you expect. But here’s the real question: 𝗪𝗶𝗹𝗹 𝘁𝗵𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸𝗲𝗱 𝗶𝗻 𝗽𝗮𝘀𝘁 𝗰𝗿𝗶𝘀𝗲𝘀 𝘀𝘁𝗶𝗹𝗹 𝘄𝗼𝗿𝗸 𝗻𝗼𝘄? Over to you. Iif you've successfully navigated career shocks before, what worked? And if you’re in the middle of it now, what’s your game plan? Let’s discuss.

Know any bright Brand managers willing to work in Chennai? An exciting opportunity to be the custodian of a 150 crore brand -that is a household name We are looking for a MBA with 4-6yrs brand management experience of FMCG products, with a prior exposure to trade marketing/operations Role will be based in Chennai and will involve a week's travel to the field. #spreadtheword

A failed entrepreneur doesn’t fail because of their competencies alone. Competence is just one piece of the puzzle. Many brilliant entrepreneurs with great skills and knowledge have still faced failure due to factors beyond their control, such as: 🔹 Market Timing -Even the best ideas can flop if the market isn’t ready. Think of how Webvan failed in online grocery delivery in 2000, while Instacart thrived years later. 🔹 Macroeconomic Factors- Recessions, policy changes, or unexpected disruptions (like COVID-19) can sink even the most well-run businesses. 🔹 Product-Market Fit - A great product isn’t enough; it has to solve a real pain point that customers are willing to pay for. 🔹 Funding and Cash Flow -Many startups die simply because they run out of money before hitting sustainable growth. 🔹 Team & Execution - No entrepreneur builds alone. A misaligned team, internal conflicts, or execution failures can derail a solid vision. 🔹 Luck & Timing - Sometimes, it’s just being in the right (or wrong) place at the right (or wrong) time. Failure doesn’t define an entrepreneur. it’s what they learn from it that matters. Post inspiration triggered by Sajithkumar ⚡️ Swaminathan #talentacquisition #startups #careers Image courtesy -https://lnkd.in/ezyESr6J

What if your next star performer hasn’t even made their “debut” yet? Not in B-school. Not in a big brand. Not even on your radar. Welcome to the IPL’s talent playbook, where scouting isn't about star power, but spotting underrated gold before anyone else does. Just ask #MumbaiIndians. They discovered #VigneshPuthur, a name most hadn’t heard, even in Kerala cricketing circles. -No senior-level state representation. -Spotted in league cricket. -Flown to South Africa for exposure. -Backed with investment and trust. -Debuted in IPL. Dismissed 3 batsman in the first 3 overs. MI didn’t just pick a player. They built one. This isn’t luck. This is strategy. As #HarshaBhogle recently tweeted: “And to think India can't find place at the moment for Jaiswal, Gill, Gaikwad and Ishan Kishan. T20 batting depth is ridiculous.” Why? Because IPL teams scout like it's a core function. They: -Spot potential early -Invest in experience before performance -Create bench strength that could play a World Cup today Now pause and think: What if corporates hired like this? How many Vignesh Puthurs are in Tier-2 colleges or small firms waiting for a shot? Are we focused too much on polish and too little on potential? The IPL has shown that depth is built - not bought. And India’s talent overflow isn’t a happy accident. It’s a design. It is the outcome of a decade and a half of structured scouting, calculated risk taking and patient grooming Our problem may not longer be the absence of talent, but the abundance of it🤔. The real challenge? Building the system to harness it. What can companies learn from the IPL playbook of talent spotting and development? #TalentScouting #Futureofwork #IPL2025 #PeopleStrategy

Look what I found in a mail from my brother today !! A relic from another time. A moment when print was king, and getting featured in a newspaper felt like a real milestone. Many, many years ago, I had my 15 seconds of fame, a feature in The Hindu businessline , a newspaper I used to devour with my morning coffee. Back then, seeing your name in print wasn’t just about recognition; it was about validation. No LinkedIn posts, no social media virality, just ink on paper, clipped and saved by family members who were always prouder than you were. And today, as I stumbled upon this, the memories came rushing back. The excitement of a journalist calling, the anticipation of seeing the printed page, and the quiet pride of knowing that, for a brief moment, my words mattered. Here’s that Q&A, exactly as it appeared. --- One teacher I remember, and why. My parents, who told me to follow my heart. One most valuable work lesson, thus far. Do your best always. Results are beyond control. One thing I look for the most in a new recruit. Passion to learn and adapt. One thought from a book that I am currently reading. The best always end up getting that ‘extra,’ from Outliers. One tip for time management. Prioritise. One key thing in my fitness routine. Walking an hour four days a week. One signal that tells me there is a problem. Silence. One technique for handling anger. Just shut up. One essential ingredient in my investment portfolio. Fixed deposits. One good thing about the new generation. Ability to question why. One worrying thing about the young. Give up too soon. One thing that clinches a deal. Value proposition. One definition of values. What you would stick to, even if no one is watching. One way that I use for resolving conflicts. Communicate. Communicate. One favourite activity when travelling. Meeting people from different walks of life. One indicator of performance. Learning/growth. One macroeconomic variable I keenly watch. GDP and growth rate. One dream I’d like to chase, later in life. Am actually living my dream. One good way to foster innovation. Accepting mistakes. One clue that tells me I’m the leader. People want your opinion. --- That was then. This is now. Looking back, some answers still hold true. Some, I might answer differently today. What about you? Have you ever been featured somewhere that made you pause and smile years later? Let’s swap nostalgia over the weekend!

Does thinking DIY hiring save money? You might be bleeding resources without realizing it. Attempting to fill crucial roles in-house may seem cost-effective, but hidden pitfalls could be quietly draining your business. Here’s why: 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 𝐂𝐨𝐬𝐭: Leaving a crucial role vacant isn’t just a delay. It’s a competitive risk. Every day without the right person means stalled innovation, lost revenue, and market share slipping away. Can your business afford that kind of setback? 𝐓𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐚 𝐖𝐫𝐨𝐧𝐠 𝐇𝐢𝐫𝐞: A bad hire doesn’t just drain payroll. It derails momentum, wastes training investment, and hurts morale. Studies show the wrong hire can cost up to 30% of first-year earnings, or more if it damages your brand reputation. How many missteps can your business afford? 𝐓𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐍𝐨𝐭 𝐌𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐇𝐢𝐫𝐞: Meta once overlooked the candidature of Brian Acton, only to later acquire his company WhatsApp for $19B. The lesson? Failing to recognize the right talent doesn’t just cost money. it can reshape industries. 𝐓𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐍𝐨𝐭 𝐌𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐇𝐢𝐫𝐞: Great hiring isn’t just fast, it’s precise. Search firms minimize risk by leveraging deep networks, benchmarking against top talent, and ensuring cultural fit before an offer is made. They don’t just fill roles; they future-proof your business. 𝐁𝐞𝐲𝐨𝐧𝐝 𝐃𝐈𝐘: Search firms bring something DIY hiring can’t. Deep market intelligence, access to top-tier passive candidates (who often outperform active job seekers), and expert negotiation skills. They don’t settle for "good enough" -they deliver game-changers. The takeaway? For pivotal positions, hiring expertise isn’t an expense, it’s an investment. Have you ever experienced the hidden costs of hiring on your own? Share your insights in the comments. Let’s discuss! PS This post was triggered by an insightful learning shared by Anupam Bhattacharya. Do check the link in the first comment. #TalentAcquisition #Leadership #HR

Do you see it? Can you see beyond the surface to discover what truly lies beneath? At first glance, it's just a river flowing past a few scattered rocks. But look again. Does it resemble a young boy, kneeling in prayer, immersed in a quiet moment of reflection? This image is a reminder of perception -how we see the world depends on where we stand and what we choose to focus on. In recruitment, two people can look at the same candidate, one sees "overqualified," another sees "experienced." In business, one sees market challenges, another sees untapped opportunities. In life, one sees obstacles, another sees stepping stones. Just like this formation, shaped over years by the river’s gentle persistence, our experiences sculpt us in ways we don’t always recognize. And sometimes, what appears to be an ordinary set of events is actually shaping something extraordinary. So, the next time you face a tough decision, pause. Shift your perspective. What else might you see? What’s a time you looked at a situation differently and discovered something unexpected? Let’s discuss. #Perspective #CareerGrowth #TalentAcquisition #LifeLessons Image - courtesy a WhatsApp forward

People don’t quit their jobs. They quit silent frustrations that pile up over time. By the time a resignation letter lands on your desk, the decision has already been made. But what if you could spot the early warning signs of disengagement and intervene before it’s too late? Here’s how disengagement unfolds and what one can do about it. 𝐄𝐚𝐫𝐥𝐲 𝐒𝐭𝐚𝐠𝐞: 𝐃𝐢𝐬𝐚𝐩𝐩𝐨𝐢𝐧𝐭𝐦𝐞𝐧𝐭 & 𝐐𝐮𝐢𝐞𝐭 𝐅𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 The disengagement seed is planted. Signs: Priya, once the first to suggest team outings, now quietly skips lunch invites. Rahul, known for creative ideas, hesitates before speaking in meetings. Small dips in energy and enthusiasm go unnoticed-but they add up. Interventions: Regular 1:1 Check-ins: Ask, “What’s energizing you? What’s draining you?” Feedback Loops: Use quick, anonymous pulse surveys to catch hidden pain points. Public Recognition: Celebrate small wins to reinforce value and belonging. 𝐌𝐢𝐝𝐝𝐥𝐞 𝐒𝐭𝐚𝐠𝐞: 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐅𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 & 𝐃𝐞𝐧𝐢𝐚𝐥 Disengagement takes root. Performance starts slipping. Signs: Complaints about leadership, processes, or workload increase. Missed deadlines, avoidable mistakes, or minimal effort on projects. Visible detachment: zoning out in meetings or multitasking. Interventions: Career Pathing: Offer mentorship, stretch projects, and internal mobility. Address Burnout: Audit workloads, redistribute tasks, and set clear boundaries (e.g., no after-hours emails). Conflict Mediation: Train managers to resolve team tensions before they escalate. 𝐋𝐚𝐭𝐞 𝐒𝐭𝐚𝐠𝐞: 𝐀𝐜𝐭𝐢𝐯𝐞 𝐃𝐞𝐭𝐚𝐜𝐡𝐦𝐞𝐧𝐭 The exit is imminent. Signs: Minimal effort (“quiet quitting”) or increased absenteeism. Avoids long-term projects and strategic discussions. Spikes in LinkedIn activity-suddenly engaging with recruiters or updating their profile. Interventions: Stay Interviews: Ask, “What would make you stay here for two more years?” Flexible Solutions: Offer role adjustments, sabbaticals, or hybrid work options. Exit Interview Prep: If they’re leaving, learn from it. “What could we have done differently?” 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐌𝐚𝐭𝐭𝐞𝐫𝐬: Preventing disengagement before it starts. Train Managers to spot disengagement and act early (e.g., empathy training). Foster Peer Connections-strong team bonds reduce turnover (e.g., buddy systems, cross-functional projects). Transparent Communication-employees trust leaders who don’t sugarcoat challenges. Resignations are rarely impulsive -they’re the culmination of unresolved frustrations. Address small frustrations early and cultivate a culture of trust before disengagement becomes irreversible. What’s the earliest sign of disengagement you’ve noticed in a team member? How did you handle it? Drop your thoughts below! #EmployeeRetention #HRLeadership #WorkplaceCulture #TalentManagement

Ever felt a deep sense of loss when a project, role, or leadership position you poured your heart into was no longer yours? Maybe you were moved to a new role, a project ended, or circumstances changed. It stings. But what if we looked at our careers differently? 𝗧𝗵𝗶𝗻𝗸 𝗼𝗳 𝗶𝘁 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀: Imagine you’re entrusted with a beautiful garden. It’s not yours to own forever, but you’re responsible for nurturing it. You water the plants, remove weeds, and protect them from storms. But one day, someone else takes over. Do you see it as a loss, or as having played your part in its growth? The same applies to careers. Yet, we often get stuck in these mindsets: 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀 - We treat them as personal achievements rather than contributions. 𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲𝘀 -We cling to them, forgetting that careers evolve beyond a designation. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗥𝗼𝗹𝗲𝘀 - We see them as positions of power rather than responsibilities to uplift others. 𝗟𝗮𝘆𝗼𝗳𝗳𝘀 & 𝗖𝗮𝗿𝗲𝗲𝗿 𝗦𝗵𝗶𝗳𝘁𝘀 -We take them as personal failures instead of transitions to new opportunities. 𝗛𝗼𝘄 𝗰𝗮𝗻 𝘄𝗲 𝘀𝗵𝗶𝗳𝘁 𝗼𝘂𝗿 𝗺𝗶𝗻𝗱𝘀𝗲𝘁? Instead of saying, “This is my job,” think “I’m entrusted with this role for now.” Instead of defining yourself by a title, focus on the value you create. Instead of fearing career shifts, see them as natural progressions in your professional journey. What’s one career experience where you’ve struggled with this mindset shift? Do you discern between ownership and responsibility? I’d love to hear your thoughts in the comments! #Careers

Is India ready to rewrite its tech story before it's too late? Did you read Sridhar Vembus tweet yesterday? (Please check the link in the first comment ) India’s Tech Supremacy is at Risk-Are We Ready to Fight for It? 🚨 I’ve spent 30+ years watching India’s tech industry grow into a global powerhouse. Now, I fear we’re on the brink of decline. Sridhar Vembu’s latest warnings aren’t exaggerations. They’re urgent alarms. Here’s why many industry veterans share his concern: 🔹 Outsourcing is on Life Support AI and automation are replacing routine IT jobs. The “body shopping” model? Almost dead. 🔹 It’s NOT Just AI-It’s Our Complacency Graduates are still stuck in outdated skills. Cloud, cybersecurity, and AI are the new must-haves. 🔹 Global Pressure, Local Inaction H-1B visa curbs, cheaper alternatives in Vietnam & the Philippines, and post-pandemic remote work -clients demand innovation, not just lower costs. 🔹 Cities are Full. Villages are Ignored. Tech talent is concentrated in metros while rural infrastructure remains underutilized. Decentralization isn’t optional-it’s survival. 🔹 We’re Stuck in “Services Mode” The world is shifting to SaaS, deep-tech, and IP-driven growth. India? Still coding for others. 🚀 What India’s Tech Industry MUST Do-Now ✅ Skill Up or Step Aside: Tie academia to industry needs. Certifications ≠ competence. ✅ Go Beyond the Metros: Zoho ’s rural model proves this works. More companies must follow. ✅ Build, Don’t Just Maintain: Move from low-margin services to high-value products. ✅ Leadership MUST Act: CXOs -this is a long-term pivot, not a temporary slowdown. Young professionals: Your degree won’t save you. Adapt or risk irrelevance. Tech leaders: Will you drive India’s next wave-or get left behind? Sridhar Vembu isn’t fearmongering. He’s telling us the hard truths we’ve ignored for too long. The Indian tech story isn’t over-but it needs a rewrite. The future belongs to builders, not maintainers. What are your thoughts on Sridhar Vembu's warnings? Join the conversation and share your insights below! #FutureOfWork #TechTalent #Innovation #Leadership #AI #SridharVembu

Can AI Be Outwitted? The other day, I decided to test the limits of AI. Me: "Write a joke that has never been written before." AI: "Why did the data scientist break up with the AI? Because it kept predicting the end of the relationship before it even started!" Not bad. But then I asked: "Write a business strategy that no one has ever thought of." AI: "Create a company where customers pay to not receive marketing emails!" Okay, that’s actually brilliant. But here’s the catch. AI didn’t invent creativity. It remixes patterns, predicts possibilities, and optimizes efficiency. What it lacks is the messy, unpredictable, and wildly imaginative human touch. Now, think about recruitment. AI can scan resumes, but it can’t spot grit in a candidate’s voice during an interview. It can match job descriptions to keywords, but it won’t sense potential beyond what's written on paper. It can predict hiring trends, but it won’t take a chance on the outlier who doesn’t fit the mold, but ends up being the best hire. Just like hiring the right person isn’t about perfect algorithms, creativity isn’t just about producing something new. It’s about meaning, emotion, and the delightful chaos of human imagination. So, can AI be outwitted by human creativity? Absolutely. What’s one thing you believe AI will never replace in hiring?

What if India’s next wave of AI innovation isn’t being led by 25-year-olds, but by 45-year-olds? For years, the Indian startup playbook idolized youth. Investors chased IIT-BITS pedigrees, fueled by the romanticism of 20-somethings building unicorns from dorm rooms. Experience, it seemed, was considered optional. But something is changing. There’s a silent rebellion brewing. And it’s coming from the boardrooms, not the hackathons. Recent moves by seasoned professionals leaving stable corporate jobs to plunge into AI startups are a signal. A reset? Let’s unpack the shift: India’s AI boom is real: NLP, computer vision, machine learning. AI startups are no longer on the fringe. They’re at the frontier. Veterans are stepping out: Ex-CTOs, senior VPs, and industry heads are walking away from plush roles to build again from scratch. They're choosing curiosity over comfort. Startups are evolving: The “move fast and break things” mantra is giving way to “move fast with depth.” Complex AI problems need domain expertise, not just code. Venture Capital Is following wisdom: Investors are backing teams with grey hair and grit. Not just potential, but proven execution. But here’s a provocative thought: Is AI the great equalizer that finally makes ageism irrelevant? Or are we simply witnessing the merit of experience being re-discovered in a new avatar? Some food for thought: In Silicon Valley, the average age of a successful startup founder is 45. In India, it’s closer to 29. Is our ecosystem now catching up to global patterns that prize insight, not just energy? Could AI’s complexity demand mature, cross disciplinary leadership, blurring the line between techies and strategists, and valuing tenure over title? Are corporates ready for this shift? Or will they lose more seasoned leaders if they don’t evolve their culture to offer autonomy, innovation, and meaning? As a member of a global recruitment network, I find associates placing leaders not just for AI companies, but into AI companies. And many of them are rediscovering their "startup energy" in their 40s and 50s. Maybe we were wrong all along? Maybe experience is the ultimate disruptor. What do you think? Is AI redefining how we see leadership potential? Have we finally moved beyond the "age vs agility" debate? Would love to hear from you. As you interact with founders, VCs, and corporate leaders, what trends are you seeing? Let’s open up this conversation

Sure, confidence matters, but preparation wins. A quick company deep dive can be the difference between landing the job and becoming the punchline. Have you ever “winged it” and lived to tell the tale? Drop your funniest interview fail below! #WeekendReflection #DontChickenOut