Shyam Sundar Nagarajan’s Post

The shift to remote work has been a game-changer, not just for productivity but for talent discovery too! 💻🌟 The COVID-19 pandemic's work-from-home surge triggered a talent exodus from big cities. Many engineers and tech workers relocated back to their hometowns in Tier-II and Tier-III locations Incredible tech talent isn't confined to metropolitan hubs anymore. Thanks to the flexibility of remote work, organizations are now tapping into the vast potential of Tier 2 and Tier 3 cities across India 🇮🇳, unlocking a wealth of expertise and innovation that's propelling both Indian and global growth! 🌐 From Jaipur to Coimbatore, from Bareilly to Visakhapatnam, witnessing a surge in IT brilliance that's reshaping the landscape of tech innovation. 💡💼 By harnessing this untapped talent pool, corporations are not just diversifying teams, but also enriching projects with fresh perspectives and unique problem-solving approaches. 🤝 leveraging the power of remote work to empower talent wherever it resides, driving inclusive growth and fostering innovation on a global scale! 💪 #RemoteWork #TechInnovation #InclusiveGrowth

Hiring in a Different Office (or Tier 2 City) vs. Hiring Remotely: Why They Are Not the Same? In today’s workforce, distributed teams are common. However, there’s a key difference between hiring in a different office, such as a Tier 2 city and hiring remotely. Understanding these distinctions is crucial for optimizing hiring strategies and achieving the best outcomes for both the company and its employees. 𝐂𝐨𝐬𝐭 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬 When hiring in Tier 2 cities, companies often adjust salaries based on assumed lower living costs. However, this isn't always accurate, as living expenses can vary widely within these cities. For example, Ahmedabad’s satellite area has higher living costs compared to Bangalore’s Whitefield area. Conversely, remote hires usually receive market-competitive salaries regardless of their location, focusing on talent value over geographical cost of living. 𝐎𝐟𝐟𝐢𝐜𝐞 𝐔𝐭𝐢𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐓𝐞𝐚𝐦 𝐄𝐱𝐩𝐚𝐧𝐬𝐢𝐨𝐧 Hiring in a new location can provide strategic benefits for future expansion. Establishing an office in a new city creates a localized talent pool, leading to long-term cost savings and shared resources. In contrast, remote hiring doesn’t offer these benefits since remote employees are dispersed and don’t contribute to a centralized office presence. 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐒𝐮𝐩𝐞𝐫𝐯𝐢𝐬𝐢𝐨𝐧 A key difference is the ability to monitor and manage employees. Candidates in other locations typically attend a physical office, allowing for direct supervision, easier communication, and a cohesive team environment. Remote employees, however, work independently, making direct oversight more challenging. Effective remote management relies on technology and clear communication to ensure productivity and engagement. 𝐔𝐭𝐢𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬 Office-based employees benefit from company resources like dedicated workspaces, high-speed internet, and office equipment, enhancing productivity and reducing the inconveniences of working from home. Remote employees enjoy greater flexibility but may struggle with suboptimal home setups or unreliable internet, impacting their efficiency. Hiring in different office locations or Tier 2 cities is not the same as hiring remotely. Each approach has distinct advantages and challenges affecting salary, team expansion, management, and resource utilization. Recognizing these differences helps organizations make informed decisions and tailor their hiring strategies effectively. #remote #tier2 #ahmedabad #bengalore #hiring

𝐍𝐨 𝐩𝐫𝐨𝐦𝐨𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐰𝐨𝐫𝐤 𝐟𝐫𝐨𝐦 𝐡𝐨𝐦𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬, 𝐥𝐢𝐤𝐞 𝐥𝐢𝐭𝐞𝐫𝐚𝐥𝐥𝐲? 😐  . . There is a water crisis going on in Banglore, where few companies have already decided to offer WFH opportunities to #employees, still, companies are saying come to the office or else there's no promotion 🤐 Dell Technologies has reportedly announced a change in its policy for #remote workers, stating they will no longer be eligible for promotions unless they adopt a hybrid work model. The #company, known for its hybrid work culture before the COVID-19 pandemic, is now enforcing a strict return-to-office policy. A study published late last year revealed a trend where companies that offer flexible work-from-home options are seeing their #revenues grow at a much faster rate than those that don’t. The study, led by the Boston Consulting Group (BCG), had shown that companies open to remote work are in a stronger #competitive position. According to a Bloomberg report, this three-year study found that companies offering remote work options saw their #revenues grow four times faster than those insisting on office attendance. Another single-digit hike, no #surprises who are offering that-> Offsite employees at Tata Consultancy Services could be getting a salary hike of 7-8 per cent while onsite staffers can expect 2-4% in 2024-25. #nohikes #layoffs2024 #noWorkfromHome #singleDigitHike

The Rise of the Digital Nomad: Why Hometown is No Longer the Default Work Destination The traditional idea of relocating to big cities like Bangalore, Pune, or Hyderabad for better career opportunities is evolving. Today's professionals are increasingly opting for a blend of remote work and city living. Why the Shift? * Access to Opportunities: While hometowns may lack specific industry hubs, remote work offers access to global opportunities. * Lifestyle Preferences: Many professionals prefer the vibrancy, diversity, and networking opportunities of big cities, even if they work remotely. * Work-Life Balance: Remote work allows for a better balance between work and personal life, often easier to achieve in a bustling city. * Skill Enhancement: Big cities offer diverse learning opportunities, workshops, and networking events that can boost professional growth. The Future of Work: As remote work becomes more mainstream, we may see a rise in "digital nomads" who choose to live in cities that offer a desirable lifestyle while working remotely for companies located anywhere in the world. What are your thoughts on this trend? Do you prefer working from your hometown or a different city? Share your experiences in the comments below! #remotework #digitalnomad #workfromanywhere #futureofwork #citylife #worklifebalance

Current Searches 15/04/2024 𝗟𝗼𝗻𝗱𝗼𝗻 𝗟𝗶𝗳𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲 / 𝗠𝗲𝗱𝗶𝗰𝗮𝗹 / 𝗠𝗲𝗱𝗧𝗲𝗰𝗵 𝗚𝗹𝗼𝗯𝗮𝗹 𝗠𝗲𝗱𝗧𝗲𝗰𝗵, 𝗠𝗲𝗱𝗗𝗲𝘃𝗶𝗰𝗲𝘀, 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵, 𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀. •Consultant 12 month experience up to Senior Consultant. Established desks & commission to 40%, no threshold. WFH weekly. Daily 90 minute lunch breaks. Experienced & high performing team with highly respected management team. 𝗣𝗲𝗿𝗺 𝗖𝗹𝗶𝗻𝗢𝗽𝘀 & 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 (𝗨𝗞 & 𝗘𝗨) • Managing a team of four. Commission to 35% plus management bonus. 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗧𝗲𝗰𝗵𝗢𝗽𝘀/ 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 (𝗨𝗞 & 𝗘𝗨) • Managing a team of three. Commission to 35% 𝗟𝗶𝗳𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲 (𝗖𝗹𝗶𝗻𝗶𝗰𝗮𝗹, 𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹, 𝗦𝗰𝗶𝗲𝗻𝘁𝗶𝗳𝗶𝗰, 𝗤𝗔, 𝗖𝗼𝗺𝗺𝗲𝗿𝗰𝗶𝗮𝗹, 𝗥𝗲𝗴 𝗔𝗳𝗳𝗮𝗶𝗿𝘀, 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵) 𝗘𝗨, 𝗨𝗦 • Consultant / Senior / Principal / Managing Consultant. Contract & Perm. Rapid growth biz. Commission to 50% perm & 35% contract. Weekly WFH & unlimited holidays. 𝗟𝗲𝗲𝗱𝘀 𝗟𝗶𝗳𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲, 𝗠𝗲𝗱𝗧𝗲𝗰𝗵, 𝗠𝗲𝗱𝗶𝗰𝗮𝗹 𝗚𝗹𝗼𝗯𝗮𝗹 𝗦𝗰𝗶𝗲𝗻𝘁𝗶𝗳𝗶𝗰, 𝗠𝗲𝗱𝗧𝗲𝗰𝗵, 𝗛𝗲𝗮𝗹𝘁𝗵𝗰𝗮𝗿𝗲 •Consultant (12 months +) to Managing Consultant. 25% commission. Above average base salary. Flexible working pattern & flexible hours. 𝗠𝗲𝗱𝗧𝗲𝗰𝗵, 𝗠𝗲𝗱𝗗𝗲𝘃𝗶𝗰𝗲𝘀, 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵, 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 & 𝗕𝗮𝘁𝘁𝗲𝗿𝘆 𝗧𝗲𝗰𝗵 •Senior Consultant to Managing Consultant. Up to 50% commission (no threshold). Flexible hours & WFH Monday & Friday weekly. No activity KPI's & no micro-management. 𝗟𝗲𝗲𝗱𝘀 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗮𝗹 𝗔𝗲𝗿𝗼𝘀𝗽𝗮𝗰𝗲 & 𝗗𝗲𝗳𝗲𝗻𝗰𝗲 •Consultant / Senior up to Managing Consultant 35% commission. Flexible hours. 𝗙𝘂𝘁𝘂𝗿𝗲 𝗠𝗼𝗯𝗶𝗹𝗶𝘁𝘆 •Consultant 12 months +. Working alongside a phenomenal Founder. Open to markets outside of FM. 𝗙𝗼𝗼𝗱, 𝗕𝗲𝘃𝗲𝗿𝗮𝗴𝗲, 𝗖𝗼𝗻𝘀𝘂𝗺𝗲𝗿 𝗗𝘂𝗿𝗮𝗯𝗹𝗲𝘀, 𝗙𝗮𝘀𝗵𝗶𝗼𝗻 •Consultant 12 months +. 20% commission (no threshold). US/EU markets. 30k - 60k fees. No micro-management & hybrid working. 𝗠𝗮𝗻𝗰𝗵𝗲𝘀𝘁𝗲𝗿 𝗧𝗲𝗰𝗵 •Consultant/Senior/Principal/Managing - Perm & Contract Commission to 30%. WFH x3 weekly. Flex working hours. UK, EU & US markets. Regular salary reviews & above average base salaries for all levels. 📥 DM 📧 [email protected] 📱 WhatsApp; 0737 504 9836

1.  Hybrid and remote job openings continue to rise in the country, led by IT companies, about three years after India Inc reopened offices after Covid-induced lockdowns and work from home (WFH);  2. Close to 20% of all job postings in the country now are for remote and hybrid roles, up from just 0.9% in 2020;

Here is one of the many research studies that have shown a substantial loss of productivity from work from home. Quote from the paper: "workers who prefer WFH are substantially less productive at home than the office (27% less compared to 13% less for workers who prefer the office)" People often get defensive when the issue of productivity at home comes up. There is often an illusion of work as people get busy when trying to juggle life and work at home. For middle-aged workers the lifestyle choices often take a priority, pushing more WFH. And this was the category most impacted by the spate of layoffs. In my personal opinion, employees especially in early stage of their career should prefer to be in the office even if given a hybrid option. In my research on swarm intelligence that I shared yesterday, the office is a brain of its own and by having the neurons far apart there won't be the right firing of the ideas. This is the same with online classes vs attending an university in person or online event versus an in-person conference. Zoom should be the last choice. WFH might appear to work for sometime, but in the long run you will be less productive, have weak professional connections and would have much harder time in getting back to work after a layoff. Layoff probability also increases as managers don't have to do face to face. One of the companies I worked for, just dumped their entire remote team [out of India] in a single phone call but didn't touch their in-person team in Boston. Sure, it costs money to live close to office and time to get to office. But, don't risk your career for these small optimizations. https://lnkd.in/gRDZKq-3

TLDR: Forcing people back to offices for “culture” when they’re still spending the day on Zoom or Teams? That’s not culture. I just spent 2 hours stuck in Bangalore traffic just to travel 12 kms. Bangalore traffic isn’t just a daily headache—it’s a crisis. I'm fortunate enough to be able to work from home. But when employees are spending 4+ hours stuck in gridlock just to get to work, something’s broken. The number of companies in the city keeps growing, but the infrastructure? Not so much. And who pays the price? Employees, who sacrifice time with family, mental well-being, and, let’s be honest, their productivity. Forcing people back to offices for “culture” when they’re still spending the day on Zoom or Teams? That’s not culture. Real culture is respecting people’s lives, their realities, and trusting them to deliver results wherever they are. If your idea of leadership is forcing your team into the Bangalore traffic nightmare just for the sake of appearances, don’t be surprised when they find better options. It’s time for businesses to get real about what work-life harmony means—or lose the talent that drives their success. Your thoughts?

As businesses adapt post-COVID, the shift towards remote and hybrid work models has become a critical discussion. Quess recently conducted a survey gathering insights from over 1,200 professionals across India, including key cities like Bangalore, Hyderabad, Pune, NCR, Chennai, and Mumbai. The majority of the respondents are from the IT sector representing a diverse range of experience levels - from early career professionals to those with more than 12 years of experience. Key Highlights: - Work Models: 63% of respondents work in a hybrid model, while 19% have fully remote options. - Productivity: 83% of respondents feel more productive working from home, with 63% stating their teams collaborate effectively in hybrid environments. - Challenges: Despite the benefits, 47% identified the lack of social interaction as a major challenge of remote work. - Work-Life Balance: 76% appreciate the improved work-life balance remote work provides, with flexibility and reduced commute times being key benefits. The findings of this survey underline the growing acceptance of hybrid work models across industries. The flexibility of remote work is not only boosting individual productivity but also enabling better collaboration within teams. Moreover, the shift towards a more flexible work environment is reshaping the definition of work-life balance. With reduced commute times and the ability to manage work schedules around personal commitments, professionals are experiencing a newfound sense of control over their daily routines. As the workforce continues to evolve, the hybrid model is emerging as the future of work—offering the right balance of flexibility, productivity, and team collaboration post-COVID. The insights from this survey serve as a vital resource for businesses looking to adapt to these changes while keeping their teams motivated, connected, and efficient. #RemoteWork #HybridWork #Productivity #WorkLifeBalance #FutureOfWork #BusinessInsights #India #QuessCorp