Decrypting what makes Indian tech talents stand out

We have turned to Parul, our Talent Acquisition Specialist at Criteo India, to help us navigate the complex terrain of tech hiring in India. As both the tech and talent acquisition industry are being reshaped, Parul talks about Indian talents and what they bring to companies today. 

How would you define the purpose of your job? 

I've been working in talent acquisition for seven years and three at Criteo. I see my role is to ensure that we, as an organization, attract and recruit talents who will help us drive our success. For that to happen, my job entails:  

• Talent Identification & Sourcing: The purpose here is to locate and attract qualified candidates through a variety of channels like job boards, networking, and social media.
• Screening & Evaluation: This is the phase where we assess candidates' skills, experiences, and cultural fit through resumes, interviews, and other evaluation methods.
• Stakeholder Collaboration: We partner with hiring managers and department heads to clearly define job requirements and ensure we’re aligned with business needs.
• Candidate Engagement: Our job here is to provide a positive professional experience for candidates, ensuring clear communication and support throughout the hiring process.
• Employer Branding: We nurture and promote our company culture to appeal to top talent, while making sure they’ll be a good match.
• Process Management: From job posting and interviewing to offer negotiation and onboarding, we oversee the entire recruitment lifecycle.
• Compliance & Documentation: Finally, we must adhere to legal standards and company policies, maintaining accurate records throughout the recruitment process. 

A word on current tech hiring trends in India?   

“Evolving”. Tech hiring in India is evolving rapidly as companies adjust to new digital realities and work styles. It is a complex and exciting transformation to be a part of! A few things have especially changed the face of the market lately, the first being digital transformation of course. Companies are now more than ever on the hunt for experts in areas like cloud computing, AI, ML, data analytics, cybersecurity, and DevOps to power their digital journeys. Flexible work models  have also reshaped candidates and employers' expectations, pushing the boundaries of talent search. Another trend to underline is the growing focus on upskilling; With tech changing so fast, the need for continuous learning and training is huge to help teams keep up with the latest developments. The high demand for top tech talent has led to the market becoming more candidate-driven than before, leading employers to rethink the compensation packages they offer, boosting salaries, benefits, and overall workplace experiences to attract and retain the best professionals.   

From an employer standpoint, what is the most valuable in a candidate today? 

Beyond technical skills, companies now value the ability to adapt quickly and thrive in fast-moving, innovative environments.  

What about candidates? 

Many today value agile work cultures. The company’s culture and innovation capabilities have become powerful assets. The question of diversity and inclusion has also grown more present. Building diverse teams is now seen as essential for sparking creativity and solving complex problems, which ultimately enhances a company’s ability to adapt and drive success. When reshaping the tech industry, these trends have also reshaped how we recruit to help Indian companies stay competitive and ready for the future. 

What makes Indian talents particularly interesting for global companies?  

Indian talents stand out because they combine deep technical know-how with a flexible, innovative spirit—qualities that global companies value now more than ever. To me, as a recruiter, here are a few things Indian talents bring to companies: 

• Technical Mastery: Indian professionals excel in software development, coding (think Python, Java, C++), and system design, ensuring they build robust, scalable solutions.
• Expertise in New Technologies: They’re quick to embrace cutting-edge fields like AI, machine learning, data analytics, cloud computing, cybersecurity, and DevOps, fueling digital transformation.
• Strong STEM Background: With many graduates from top engineering institutions, they bring excellent analytical, mathematical, and problem-solving skills.
• Eagerness to Learn: A natural drive to upskill and adapt means they can easily navigate fast-changing industry trends. 
• Effective Communication: High proficiency in English and strong interpersonal skills make collaboration with global teams seamless.
• Industry-Specific Insight: Many bring specialized knowledge in areas such as finance, healthcare, or retail, allowing them to tailor solutions to specific business challenges.
• Cultural Agility: Their exposure to diverse work environments helps them integrate smoothly into multicultural teams.

Together, these qualities make Indian talent not only fitting today’s technical demands but also capable to drive innovation and efficiency on a global scale.   

What pitfalls should recruiters be aware of when hiring of India?   

Due to the highly dynamic and competitive nature of the tech industry today, we recruiters face several challenges like:  

• High Offer Dropout Rates: Candidates frequently receive multiple job offers and may accept one only to later withdraw for a better opportunity. Counteroffers from current employers are common, making it difficult to retain selected candidates. 
• Compensation Expectations & Market Alignment: Salary expectations are constantly evolving due to the high demand for skilled professionals. Misalignment between internal salary structures and prevailing market trends can result in offer rejections. 
• Intense Competition for Top Talent: Both global and domestic companies aggressively compete for skilled professionals, particularly in the tech, finance, and analytics sectors. Startups and well-funded organizations often offer attractive compensation, making it challenging for traditional firms to secure top talent. 
• Candidate Ghosting: Some candidates disengage during the hiring process, either by not responding to a post interview or after accepting an offer, leading to last-minute hiring gaps. Inconsistent communication from recruiters can also contribute to candidate drop-offs. 
• Lengthy Notice Periods: Professionals, especially in IT and finance, often have extended notice periods (up to 90 days), which can slow down the hiring process. While some candidates negotiate an early release, others use the time to explore alternative job opportunities. 
• Skill Gaps & Mismatch: Despite a vast talent pool, identifying candidates with niche or specialized skills remains a challenge. Many resumes tend to exaggerate qualifications, necessitating thorough screening and technical assessments. 
• Legal & Compliance Considerations: Employers must navigate complex labor laws, contract structures, and background verification requirements. Non-compliance with statutory regulations can pose legal risks for organizations. 
• Cultural and Regional Diversity: India’s workforce is highly diverse, with varying expectations based on region, industry, and demographic factors. 

How do you ensure you hire the right person for the job? 

We have learned to navigate those complexities and hire the right fits by focusing on structured and skill-based interviews where we evaluate the core competencies and real-world problem-solving ability over pedigree or past titles. We carry inclusive and consistent evaluation through standardized rubrics and panel interviews to reduce bias and ensure each candidate is assessed fairly and holistically. Hiring decisions are made collaboratively, with input from multiple stakeholders to gain diverse perspectives and avoid blind spots. Also, beyond technical fit, we assess the alignment with Criteo’s values, team dynamics, and long-term potential within the company. The key is agility for us too, and that’s why we regularly refine our process based on candidate feedback and market insights to adapt quickly and stay effective. 

What are the new challenges for TA today?  

We must be flexible and adapt to new expectations. Take Gen Z candidates for instance; They seek different things in an employer like flexibility, purpose-driven work, and rapid career growth, prompting recruiters to rethink traditional approaches. Keeping top talent engaged and reducing turnover is a constant struggle in a fast-paced industry like tech. We must also acknowledge that, while AI can streamline screening and candidate matching, it also raises concerns about fairness, bias, and preserving the human element in recruitment. The last challenge I see lies in assembling truly diverse and inclusive teams, which remains difficult due to persistent unconscious biases and gaps in recruitment practices.   

What sets Criteo apart in this evolving landscape?  

From a recruiter standpoint, Criteo’s strong culture is a powerful asset. The fact that we consistently invest in employee wellbeing, work-life balance, and career development resonates strongly with Gen Z talents, who value authenticity and purpose above all. The way we combine a tech-forward and human-centric attitude is reflected right down our hiring approach; While AI and automation are integrated into our products and internal tools as we recently shifted to Paradox (AI- Interview Scheduling), hiring at Criteo still emphasizes the human touch—structured interviews, transparent feedback, and meaningful candidate experiences. Another powerful tool to our advantage is how we drive diversity hiring and foster inclusive teams. There’s a real effort to create safe spaces and equitable opportunities here. We have tied up with different portals like Gwork, where we get applications to boost diversity hiring. In our hiring process, we have incorporated inclusive practices to support DEI efforts- For example, proactively asking candidates if they require any accommodations or adjustments to ensure a fair and supportive interview experience.  

If you were to say two aspects that increase our chances to retain top talent, what would they be?  

Internal mobility added to our culture of continuous learning means that 
rather than losing talent to market shifts or boredom, we encourage upskilling, cross-functional moves, and continuous learning—key to retaining Gen Z and adapting to automation trends. Finally, we master the art of combining global reach and local care. We may operate globally but we always adapt to regional nuances, and this balance helps attract diverse talent while maintaining a cohesive culture.