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In a fourth round of layoffs in 2025, IT giant Infosys has dismissed 195 trainees from a batch of 680 after the candidates failed in an internal assessment, Moneycontrol reported.

So far, the Bengaluru-based firm has terminated around 800 trainees since February 2025. 

The IT firm terminated more than 300 trainees in February, 30-35 in March, followed by 250 trainees on April 18. 

In an email on 29 April, Infosys told laid-off staff that they had failed to meet the qualifying criteria in the 'Generic foundation training program' despite "additional preparation time, doubt-clearing sessions and several mock assessments and three attempts," Moneycontrol reported.

<a href="https://www.storyboard18.com/how-it-works/infosys-axes-another-240-trainees-for-failing-internal-assessments-62716.htm">Infosys lays off another 240 trainees for failing internal assessments</a>

Infosys is offering an alternative career option to the affected trainees, including 12 weeks of training for potential roles in Infosys Business Process Management (BPM), who were on-boarded after a delay of more than 2.5 years.

The company is sponsoring trainees, opting for the BPM course, and offering a one-month ex-gratia payment along with a relieving letter for the affected trainees. 

<a href="https://www.storyboard18.com/brand-marketing/infosys-ups-marketing-expenses-by-8-8-in-q4-fy25-attrition-increases-to-14-1-62590.htm">Infosys increases marketing expenses by 12.8% in Q4 FY25, attrition rises to 14.1%</a>

Of those impacted trainees, around 250 have enrolled in upskilling programmes through upGrad and NIIT. Infosys has tied up with upGrad for BPM training and with NIIT for IT training.

The Karnataka Labour Department gave a clean chit to Infosys in February this year, saying there has been no violation of labour law by the company.

<a href="https://www.storyboard18.com/brand-marketing/infosys-lets-go-of-more-trainees-in-mysuru-offers-alternative-career-paths-60475.htm">Infosys lets go of more trainees in Mysuru, offers alternative career paths</a>

The officials from the department visited the campuses in Bengaluru and Mysuru to assess the situation following the reports of layoffs.


The department said, "They were all only trainees and some underwent training for three months. We cannot call it a layoff, so these labour laws are not applicable in such cases. A layoff applies when there is a regular employment".

Infosys has maintained that as per their policy freshers will not be able to continue with the organisation if they fail the assessment.

The country's second-largest software services exporter witnessed a marginal rise in attrition rate in the March quarter FY25 at mid and senior levels.

The attrition rate rose to 14.1% in Q4 FY25 from 13.7% in the December quarter. Infosys hired 15,000 freshers in the March quarter.

Infosys dismisses another 195 trainees in 4th round of layoff since Feb 2025

Beyond the hallowed halls of premier institutions, Indian startups are redefining the talent playbook by prioritizing intellectual curiosity, emotional intelligence, and potential over traditional pedigree. For instance, co-founder of wearable electronics startup Boult, Varun Gupta, revealed that among the 10-highest paid employees in the company do not have best resumes, top-notch skills or degrees from the premier institutes like IITs or IIMs.

Gupta stated that Boult applies a three-part formula to identify top performers: 'IQ (those who can figure things out), EQ (those who can lead without a title), and Hunger (those who treat the company as their own)'.

"In the real world, no one cares about what you know or how long you have worked," Gupta mentioned on social media. "It’s all about how fast you think, how well you execute, and how hungry you are to win".

Last month, Ankit Aggarwal, founder and CEO of Unstop, hired salesman who had assisted him in buying a printer. Aggarwal said that Sandeep's hiring was based on one factor: showcasing his skills and creating impact.

Aggarwal had assigned Sandeep to develop an app as a test, which he successfully created, securing a job.

"For us, formal applications aren't always necessary," Aggarwal said. "What’s more important is your attitude and inclination towards learning and creating an impact in the long run". 

Lab-grown diamond startup Jewelbox's co-founder, Vidita Kochar, said she looks for "decent smartness" in employees who can think logically. "We're not fixated on the idea that people need to have impressive degrees or background," Kochar said.

India’s startup ecosystem is disrupting not just markets but also traditional hiring practices and team-building approaches. 

According to Shantanu Rooj, Founder and CEO, TeamLease Edtech, recruiters are intentionally seeking candidates who demonstrate entrepreneurial thinking and a willingness to "own outcomes."

'Beyond degrees'

According to a study by specialist staffing firm, Xpheno, 61% of employees of over 110,000 white-collar professionals working at 115 Indian-born unicorns hold degrees from non-premier institutions. In contrast, 29% of employees at high-value startups hold one or more qualifications from premium tech or business schools. 

Notably, the proportion of pedigreed qualifications is lowest at the entry level, with only 22% of those with 1- 3 years of experience holding a qualification from a premier tech or business institute. The number rises gradually with experience, peaking at 34% in the 9 to 12 years experience bracket, before dropping marginally at higher experience levels.

Zoho founder Sridhar Vembu has adopted a different strategy altogether when it comes to hiring employees. The software technology firm has started its Zoho Schools of Learning, through which it recruits students directly after high school and pays a stipend of Rs 10,000 during their training period. Zoho has claimed that 10% of its workforce does not have a college degree. 

Rooj said that founders are embracing non-traditional recruitment models that prioritize real-world problem-solving (IQ), emotional intelligence and team dynamics (EQ), and entrepreneurial thinking. He said that assessments focus on how quickly candidates can identify and solve unique challenges, and startups look for individuals who can lead, collaborate, and influence regardless of title. Additionally, many recruiters intentionally choose candidates who demonstrate a willingness to "own outcomes," showcasing a shift towards more result-driven approaches.

Arindam Mukherjee, co-founder and CEO of NextLeap, recounted a conversation with a fellow founder about recruitment. They had hired a candidate for a Product Manager role who held a degree from a Tier 2 college, and the impressive aspect was her persistence throughout the interview process. 

While prominent startups still prefer candidates from prestigious institutes for mid-to-senior level roles, this trend is evolving. With the increased democratization of knowledge, many are recognizing that talent can emerge from diverse backgrounds, and there is a greater focus on skill.

"For junior-level roles, skills-based hiring is more prevalent with a greater focus on potential and adaptability. At the mid to senior levels, there is greater focus on elements like the ability to work collaboratively with others, the ability to deal with ambiguity & build resilience in teams, the ability to navigate a networked world and digital mindset," Sankalp Mohanty, Partner, Deloitte India.

According to Xpheno, 28% of employees hold a UG qualification from a premier institution. A 72% majority are bachelor's degree holders from non-premier institutions. More than one-third (34%) of employees holding a Master's degree are from a premier institution. A 64% majority are master's degree holders from non-premier institutions. Despite the relatively higher ratio of pedigreed institution qualifications, the majority of PG qualifications even at the senior talent level (60%) are from non-premier institutions.

Unstop's Aggarwal said, "Many individuals build strong skillsets through self-learning, internships, bootcamps, or real-world experience. A formal degree may not always capture their potential or capabilities. Some of the most talented students may not have the right means and guidance to find their way to top colleges and universities. But when given the opportunity, they have the hunger and resilience to grow and make an impact".

According to the experts from staffing firms, the future of hiring in India is firmly rooted in capability, not credentials. As AI and automation transform workplaces, traditional degrees will become just one of many indicators of employability.

"The workplace of the future will be far more meritocratic, agile, and inclusive — and that’s a win for both employers and the vast, under-tapped talent pool across India," Rooj added.

Beyond IITs and IIMs: The rise of alternative talent in India's startup scene

IT giant Cognizant Technology Solution's CEO is making headlines because of his salary. The CEO has reportedly received half the salary in his targeted pay package.

While Kumar's pay package in fiscal year 2024 was Rs 137 crore, his realised salary was Rs 70 crore, as per the US Securities and Exchange Commission (US SEC) filing. This is because the PSUs granted in a year are set to vest in the future, depending on the performance criteria.

Kumar's Rs 137 crore pay package comprises- a base salary of Rs 10.25 crore ($1.2 million), ACI target of Rs 20.49 crore ($2.4 million), Performance share units worth Rs 64 crore and restricted stock units of Rs 42.68 crore. 

However, according to the US SEC, the compensation committee evaluated Kumar's prior performance in February 2024 and said that the target compensation for 2024 should increased to $16,100,000 (11% increase vs 2023) to reflect his performance in his first year as CEO.

"Kumar's realized compensation was significantly lower than his target direct compensation primarily because his 2024 PSU grants are scheduled to vest, subject to the satisfaction of performance criteria, in future periods," the filing added.

Kumar's 2024 realized compensation consisted of his base salary, 2024 ACI award payout at 107.3% of target, and quarterly vestings of restricted stock units in the aggregate amount of approximately $4,492,000.

The ratio of CEO-to-media employee pay in Cognizant in 2024 is 378:1. Therefore Kumar earned 378x more than IT major's average employees.

Cognizant CEO's realized pay sees 50% drop from expected package of Rs 137 crore; Here's why

IT giant Infosys has laid off another 240 trainees who failed to pass the internal assessment tests. The latest round of layoffs comes after a month when Infosys sacked nearly 300 trainees in February.

According to media reports, Infosys sent a mail to the laid-off trainees, mentioning, "You have not met the qualifying criteria in the 'Generic foundation training program' despite the additional preparation time, doubt-clearing sessions, several mock assessments, and three attempts. As a result, you will not be able to continue your journey for the apprenticeship program,".

Infosys is offering free upskilling programs to support trainees who faced layoffs, in collaboration with NIIT and UpGrad.

<a href="https://www.storyboard18.com/how-it-works/infosys-under-fire-for-mass-layoffs-nites-plans-complaint-to-labour-ministry-report-56017.htm">Infosys under fire for mass layoffs; NITES plans complaint to labour ministry: Report</a>

Further, the IT major in its email wrote, "We have planned professional outplacement services to help you on that journey".

The company is offering another career pathway for the trainees by providing sponsored external training to prepare them for potential roles in the BPM industry.

In March, Infosys reportedly terminated 30-45 trainees from its Mysuru campus. Previously, the company sacked hundreds of trainees who had failed to pass the company’s internal assessments.

<a href="https://www.storyboard18.com/brand-marketing/infosys-ups-marketing-expenses-by-8-8-in-q4-fy25-attrition-increases-to-14-1-62590.htm">Infosys increases marketing expenses by 12.8% in Q4 FY25, attrition rises to 14.1%</a>

At that time, the IT organization said, "All freshers get three attempts to clear the assessment, failing which they will not be able to continue with the organization, as is also mentioned in their contract. This process has been in existence for over two decades and ensures a high quality of talent availability for our clients".

In the recently announced 4th quarter result, Infosys' voluntary attrition rate in the last-12-Month (LTM) increased to 14.1% in the March quarter of 2025 compared to 12.6% in the same period last year.

The company's headcount increased to 323,578 as of March 31, 2025, from 317,240 in FY24.

Infosys lays off another 240 trainees for failing internal assessments

IT Service firm Wipro added 10,000 freshers in the fiscal year 2024-25 and has set a similar target for the fiscal year 2026. Overall, Wipro added 614 employees in the fourth quarter of FY25, taking up the company's headcount to 232,346 compared to 232,614 in FY24.

During the earning call, Wipro's Chief of Human Resources Officer (CHRO) Saurabh Govil said, "We ended the fiscal FY25 with approximately 10,000 freshers hired. And we look to continue to see that, but we'll also keep a very close look at what's happening in the environment".

He said that Wipro has more headroom to improve employee utilization rates amid the low environmental growth.

However, Govil added that the company is clear that it will not onboard people if it cannot deploy them. 

<a href="https://www.storyboard18.com/brand-marketing/wipro-q4-fy25-marketing-brand-building-expenses-up-55-5-to-rs-83-2-crore-62488.htm">Wipro Q4 FY25: Marketing, brand-building expenses up 55.5% to Rs 83.2 crore</a>

"We have burnt our fingers three years back. So we are very, very conscious that we do the right way,” he said.

Wipro's attrition rate dipped in the fourth quarter on a sequential basis. The IT services company's attrition rate dropped to 15% for the last twelve-month (LTM) basis compared to 15.3% in Q3 FY25.

On the wage hikes, Govil said such a decision would be made closer to the date.

"We were the ones who did wage hikes ahead of time in September. We had done the previous time in December. We are still very far from that time, and in this uncertain environment we will decide closer to the date,” he added.

Separately, Wipro's marketing and brand-building expenses increased by 55.5% year-on-year on a standalone basis in Q4 FY 2025.

It reported a net profit of Rs 3,569.6 crore for the fourth quarter of FY25, up 26% YoY. However, the revenue from operations rose over 1% YoY to Rs 22,504.2 crore in the same quarter.

The revenue of the Bengaluru-based firm for the Quarter 4 was $2.6 billion- a 1.2% decline on a year-on-year basis. For the full year, the company's revenues stood at $10.51 billion--a degrowth of 2.3% year-on-year.

Wipro said it has seen strong momentum in large deals, closing 17 large deals with a total value of $1.8 billion across markets and sectors in Q4 FY25. For the full year, the software company closed 63 large deals for a total value of $5.4 billion, with a year-on-year growth of 17.5%.

Wipro adds 10,000 freshers in FY25, remains cautious on wage hikes amid global uncertainity

Tata Consultancy Services (TCS) has announced to defer salary hikes for employees starting April due to global macroeconomic uncertainty amid the tariff war between the US and other countries.

However, the company assured that once there's greater clarity and the global outlook improves, the salary hikes will be implemented.

During the Q4 fiscal year 2025, Milind Lakkad, chief human resources officer of TCS said, "We will decide during the year when to make the wage hike".

However, TCS will continue with quarterly variable payouts. According to the filings, 70% of employees will receive 100% variable pay in the Q4 FY25 while the remaining will be based on the business performance.

Further, the IT service giant plans to hire 42,000 engineers from the campuses in the fiscal year 2025-26. During the Q4, the company added 625 employees and its headcount rose to 6,433 for the fiscal year 2025.

However, the attrition rate of TCS has increased to 13.3% in the last 12 months.

Separately, TCS has named a new chief operating officer (COO) Aarthi Subramanian, nearly a year after the retirement of NG Subramaniam.

<a href="https://www.storyboard18.com/brand-makers/tcss-q4-fy25-profit-drops-1-67-to-rs-12293-crore-attrition-rate-increases-to-13-3-in-last-12-months-62049.htm">TCS's Q4 FY25 profit drops 1.67% to Rs 12,293 crore; Attrition rate increases to 13.3% in last 12 months</a>

Aarthi Subramanian, formerly chief digital officer at Tata Sons, will also take over as president of TCS for a five-year term beginning May 1.

TCS also appointed Mangesh Sathe as chief strategy officer. He will lead the global consulting practice and oversee mergers and acquisitions.

Meanwhile, during the Q4 earnings, TCS' consolidated profit witnessed a marginal drop of 1.67% to Rs 12,293 crore in the January-March quarter. On the other hand, TCS's standalone profit for Q4 FY25 stood at Rs 11,116 crore.

The IT service firm's revenue for the quarter increased by 5.3% to Rs 64,479 crore, driven by regional markets(+22.5%), ERU (4.6%), and BFSI (+2.5%) YoY, respectively.

TCS presses pause on salary hikes; plans to hire 42,000 engineers from campuses in FY26

The advertising, Media and PR industry witnessed 8 percent year-on-year rise in hiring in February 2025, according to the Naukri JobSpeak report.

The overall job market sustained momentum with 4% growth in February this year, driven by the hospitality and real estate sectors at 20% and 9%, respectively. 

Notably, the Artificial Intelligence (AI) and Machine Learning (ML) industry remained on the top spot, registering more than 21% of hiring in February. While recruitment in the retail sector saw a 4 percent decline, the Fast Moving Consumer Goods (FMCG) sector saw an 8% uptick.

<a href="https://www.storyboard18.com/digital/it-hiring-in-jaipur-coimbatore-rises-by-19-and-10-as-job-market-expands-4-58191.htm">IT hiring in Jaipur & Coimbatore rises by 19% and 10% as job market expands 4%</a>

Furthermore, the report mentioned that the Hospitality & Telecom sectors emerged as fresher hiring hotspots, witnessing more than 23% and 11% growth, respectively.

<a href="https://www.storyboard18.com/advertising/moderate-salary-hikes-expected-in-indias-marketing-media-and-pr-sectors-experts-say-59822.htm">‘Moderate salary hikes expected in India’s marketing, media, and PR sectors’, experts say</a>

Unicorns from the Banking/ Financial Services & Internet/E-commerce sectors witnessed 31% and 21% growth respectively.

Among the Indian states, Odhisha (+29%), Madhya Pradesh (+20%) & Chattisgarh (+15%) emerged as the top 3 states that saw growth in hiring during February 2025. While, Kochi and Coimbatore posted +21% and +11% growth in fresher recruitment, respectively.

"The job market has begun the new year on a positive note, reporting positive growths in both Jan & Feb. Moreover,
considering that February last year saw an 8% de-growth, the story looks even more promising this year around. While AI/ML hiring continues its buoyant trend, it is also encouraging to see sectors like Hospitality and Real Estate driving growth," Dr Pawan Goyal, Chief Business Officer, Naukri said.

Ad, Media and PR industry sees 8% rise in hiring in Feb 2025: Naukri

In India's job sector, internships have taken centre stage, with temporary hiring postings seeing a 23% jump in the past year, according to a report.

Job-search platform Indeed reported that companies are using internships not only to offer hands-on experience but also to spot and groom top talent amid the rise of Artificial Intelligence, data analytics, and digital transformation.

According to the data, companies are seeking a diverse mix of skills in their interns, with communication skills (31.99%) topping the list. The other skills include: English proficiency (12%), Keyword research (9%), Analytical skills (9%), SEO expertise (8%), Microsoft Excel (8%), Python programming, and Microsoft Office proficiency (7% each), respectively.

The data underscored that the average internship stipend in India stands at Rs 25,432 per month, but cities like Hyderabad, Bangalore, Mumbai, Pune, and Gurgaon offer stipends above this national average.

On the flip side, cities like Chennai and Kolkata fall on the lower end of the spectrum. 

"Indeed's data indicates that Marketing, Human Resources, and Software Development currently lead as the top sectors providing internship opportunities. This trend reflects the evolving requirements of businesses operating within a digitally driven economy. Organizations are strategically seeking candidates with demonstrable analytical, communication, and digital proficiencies, beyond simply filling internship vacancies. Internships offer a valuable avenue for young professionals to acquire industry-relevant expertise and make substantial contributions to their respective fields," Sashi Kumar, Head of Sales, Indeed India said.

Internships see 23% growth in India as companies focus on future talent: Indeed

The ongoing debate about whether prolonged working hours lead to more productivity is not limited to corporates. There are certain Indian states that promote the 70-hour work week while others put productivity foremost.

According to a report by the Times of India, citing PM's Economic Advisory Council Survey, people from Gujarat work the highest, devoting 70 hours a week in the country. As many as 7.2 percent of the Gujaratis work more than 70 hours a week, followed by Punjab (7.1 percent), Maharashtra (6.6 percent), West Bengal (6.2 percent), and Kerala (6.1 percent), respectively. 

In contrast, people from Bihar were spotted last on the list with people working extreme hours, almost less than seven times than Gujarat. Assam (1.6 percent), Jharkhand (2.1 percent), Madhya Pradesh (2.7 percent), and Odisha (2.8 percent), were among the states that do not believe in 70-hour work week.

Notably, in terms of average daily working hours, Delhi ranked number 1 with 8.3 hours per day, followed by Uttarakhand, Punjab, Rajasthan, Gujarat, Jharkhand, West Bengal, Tamil Nadu and Telangana, respectively. 

While Goans were the least at 5.5 hours a day. Most of the northeastern states (Assam, Meghalaya, and Nagaland) also reported less than 6 hours of work per day, the English Daily added. 

'Rural vs urban working hours'

The findings of the report also revealed that people from urban areas work for longer hours compared to rural regions. The average working day in cities stood at 7.8 hours versus 6.5 hours in villages.

The hardest working urban population reside in Rajasthan (working 8.6 hours a day), Uttarakhand, and Gujarat (working 8.3 hours a day), respectively.

States where urban people work for shorter spans in Meghalaya (6.3 hours per day), Manipur (6.1 hours per day), and Goa (5.9 hours per day).

In the rural region, Uttarakhand topped the list with the hardest working people (7.7 hours a day). The other in the list included Punjab (7.3 hours), and Jharkhand (7.2 hours). On the contrary, Assam )5.8 hours), Nagaland (5.7 hours) and Goa (4.8 hours) saw the least working hours in the rural region.

'Work vs earnings'

The report noted that prolonged working hours do not always drive higher productivity. For instance, in Goa, despite people working fewer hours, the state had higher economic ., output. The other states in this category included Himachal Pradesh, Haryana, Arunachal Pradesh, Sikkim, Mizoram, Andhra Pradesh and Andaman & Nicobar Islands.

Whereas, states where both work and pay were higher included Delhi, Chandigarh, Uttarakhand, Karnataka, Punjab, Kerala, Gujarat, Tamil Nadu, Maharashtra, and Puducherry respectively.

'Government vs private workspaces'

As per the TOI report, government employees worked an hour less per day than private sector workers in general. 

In some exceptional cases, Telangana and Rajasthan government employees worked two hours more than private companies employees.

From Gujarat to Bihar, Indian states with the longest and shortest working hours revealed

In a striking reversal from the tepid job market sentiment of 2024, India’s premier business schools have reported a 100 percent placement rate as of March 4, 2025. Among the standout performers was the Indian Institute of Management Lucknow, which, for the first time in its history, achieved full placement, securing 576 job offers for 555 students.

According to the institute, the average monthly stipend for students reached ₹1.31 lakh, with the highest stipend recorded at ₹3.50 lakh. Notably, 410 students at IIM Lucknow received a monthly stipend exceeding ₹1 lakh. The top 10 percent of students secured annual salary packages above ₹50 lakh, while the top 80 percent were offered ₹32 lakh per annum.

Consulting and finance continued to be the dominant recruiting sectors across India’s IIM campuses, followed closely by roles in product management, sales, and marketing. At IIM Lucknow, major recruiters in the sales and marketing sector included Colgate-Palmolive, Hindustan Unilever, Myntra, Pidilite, Dabur, ITC, Procter & Gamble, and Puma. The highest monthly stipend offered in this domain was ₹2.25 lakh, with a median stipend of ₹1.5 lakh.

New-age job roles such as cybersecurity specialist, cloud architect, AI and machine learning engineer, direct-to-consumer specialist, and social media marketing and community managers also saw significant demand, according to Neelesh Gupta, a partner at Deloitte India.

E-commerce emerged as the most sought-after sector for graduates, with 56 percent of students opting for roles in the industry, followed by professional services (30 percent), fast-moving consumer goods (23 percent), and banking (7 percent).

At IIM Ahmedabad, Boston Consulting Group emerged as the leading recruiter, extending 35 offers, followed by Accenture Strategy with 30. The institute’s placement committee reported a sharp increase in hiring by retail B2B and B2C firms, with offer volumes surging by 400 percent and 800 percent, respectively.

Among the marquee recruiters at IIM Ahmedabad this year were AB InBev, Airtel, Amazon, Asian Paints, Bluestone, British Petroleum, Dabur, Flipkart, Glenmark Pharmaceuticals, Google, Hindustan Unilever, ITC, L’Oréal, Nestlé, OYO, Procter & Gamble, Sun Pharmaceutical Industries, United Breweries, Wipro Consumer Care, and Zomato, among others.

IIM Calcutta also saw robust hiring, with 456 students securing 538 offers from 196 companies despite ongoing market volatility. The consulting sector led the hiring cycle with 201 offers, while firms in banking, fintech, and technology also participated actively.

IIM Bangalore reported that 580 students in its current cohort received over 640 offers from some of the world's top firms, reinforcing the institution’s standing as a recruitment powerhouse.

Industry leaders emphasized the value that IIM graduates bring to their organizations. Irene Tan, Vice President of Human Resources at Coca-Cola India and Southwest Asia, highlighted the company's “Mantra” internship program, which aims to integrate top talent from premier business schools into strategic business projects.

“Interns work on critical assignments, gaining hands-on project management experience and corporate exposure,” Ms. Tan said in an interview with Storyboard18.

Despite concerns over geopolitical uncertainties and economic headwinds, corporate recruiters remained bullish on India’s top business schools.

“Given the volatile global environment, we anticipated challenges in this year’s placement season,” said Professor Viswanath Pingali, chair of IIM Ahmedabad’s placement committee. “Yet, as always, companies continued to place their trust in IIM graduates.”

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