Infosys recently accused Cognizant of poaching, while TCS and Accenture remain active hunters
As the talent war escalates, IT firms are doubling down on retaining top performers, offering global roles, advanced tech exposure, and a stronger sense of purpose to fend off aggressive poaching by rivals and expanding GCCs.
Infosys recently accused Cognizant of poaching, while TCS and Accenture remain active hunters. GCCs like Microsoft, Walmart, and JPMorgan Chase continue to attract top Indian engineers with better pay, flexible cultures, and complex tech challenges. Experts say this defensiveness is most pronounced in IT, where AI, cloud, and data talent is scarce, roles are easily cloned, and a single exit can upend entire projects.
Attrition fallout
“With a noticeable decline in fresher hiring, companies are increasingly reliant on mid- and senior-level talent who can make significant contributions from the outset. Organisations are aware of the financial implications of attrition and are keen to avoid the elevated costs associated with replacing experienced employees,” said Sanketh Chengappa KG, Director and Business Head – Professional Staffing, Adecco India.
The growing threat of talent poaching by competitors and GCCs is another key reason IT companies are increasingly protective of their top talent. GCCs are rapidly expanding their footprint in India, with projected hiring growth of 18–20 per cent, outpacing the 8–10 per cent growth seen in traditional IT firms. Many GCCs also offer compensation packages higher by around 20 per cent.
Retention effort
These centres target mid and senior level professionals by offering global exposure, and superior work-life balance, making them appealing to experienced talent. As a result, IT firms are feeling the pressure and are stepping up their retention efforts, he said.
Sarbojit Mallick, Co-founder, Instahyre, added the fear of talent poaching is not speculative; it is fuelled by exit patterns, social media job reveals, and a shrinking window to replace talent with equal skill. While industries like finance, pharma, and media experience talent churn, IT outpaces other sectors as tech roles are easier to replicate and relocate and the impact of one departure can derail entire projects or client accounts.
“Resignations spread instantly via LinkedIn. That’s why the tech industry’s protectiveness borders on paranoia, often turning proactive HR into reactive and legal,” he noted. “The new game is to build ‘sticky culture’ plus purpose, not just paychecks.”
Mobility is becoming more restricted and legally tense. Employees face longer notice periods, often over 90 days, restrictive clauses, and soft blacklisting. Companies file non-compete violation cases, especially when employees join direct competitors or GCCs with similar clients. This may lead to higher attrition at mid-levels, where employees feel stuck between policy friction and growth stagnation.
Aditya Narayan Mishra, MD and CEO of CIEL HR, explained, “Well-meaning, overprotectiveness can limit internal mobility and slow down career growth. High performers may find themselves ‘held back’ in the name of talent retention, without being offered new challenges or cross-functional exposure.
Progressive IT firms are countering this by creating structured growth paths, mentorship, and internal opportunities to retain talent without stalling their progress. They prioritise internal mobility programmes mimicking GCC-style flexibility, up/reskilling boot camps, and work-from-anywhere or hybrid flexibility.
Published on July 2, 2025
