Challenges of Job Switching from Indian IT Companies like Infosys

Switching jobs after working at a prominent Indian IT company, such as Infosys, can be quite challenging. With the scale and model of these companies, individual career aspirations often take a backseat to broader organizational goals. In this article, we will explore the key challenges one might face when seeking to move on from such companies.

Understanding the Business Model of WITCH Companies

The business model of Indian IT companies, often referred to as WITCH (Wipro, Infosys, TCS, Capgemini, and HCL), revolves around cost arbitrage. These companies derive revenue by selling man-hours to foreign clients. The only way to increase revenue is through the volume of work, as the billable hours per week remain relatively constant. This results in mass recruitment, where employees are seen as numbers rather than individuals with unique career aspirations and technical skills.

Key Challenges Faced When Switching Jobs

Skill-Set Mismatch and Rapid Deployment

The mass recruitment model often leads to skill-set mismatches. Employees are trained on specific technologies, but these skills may not align with the immediate requirements of the projects they are assigned to. For example, a Java-trained developer might find themselves working on a Python or .NET project. This rapid deployment of skills can be disorienting and frustrating for employees. It also leads to frequent complaints about being trained on one skill and immediately deployed on another.

Lack of Career Guidance and Autonomy

In IT companies, employees are often assigned roles and career paths based on HR decisions rather than individual career aspirations. Technical HR personnel may decide whether an employee should become a developer, tester, consultant, or business analyst. This lack of autonomy can make it difficult for employees to take charge of their own career development. Those who are uncomfortable with having someone else decide their career path may face significant challenges in switching jobs.

Upskilling Challenges

The corporate culture in Indian IT companies is heavily geared towards mass operations. Upskilling self to a different domain or technology can be an uphill battle. Managers and higher-ups often discourage such movements as it can impact billing targets. Employees may have to covertly develop their skills without drawing unwanted attention from management. This makes it challenging to acquire the necessary qualifications or experience needed to switch to a new role.

Limited Exposure to Different Aspects of Software Development

Due to the siloed nature of most clients' projects, employees may not get a broad exposure to various aspects of software development. For example, a front-end developer may not understand how the database, middleware, and DevOps teams work together to deploy software on the cloud. This makes it difficult for employees to grasp the complete picture of product development and thereby limits their ability to contribute effectively to a new role.

Organizational Politics and Career Growth

As companies grow larger, the organizational politics tend to increase, making career advancement and new opportunities more challenging. Corporate politics can stifle knowledge sharing and innovation, leaving employees feeling stuck in their current positions. This can limit career growth to a matter of luck, as employees may need to work with teams or on projects that are less politically charged and more conducive to learning and development.

Conclusion

Switching from Indian IT companies like Infosys can be difficult due to the mass recruitment model and organizational structures that prioritize scale over individual career aspirations. Overcoming these challenges requires a clear understanding of one's career goals and the ability to upskill covertly. It is also important to be aware of the political landscape within the company and seek opportunities that promote growth and learning.