In today’s disruptive times, the characteristics of an employer and the workplace are changing continuously. Innovative approaches are what businesses are looking for to maintain their competitiveness, build complementary capabilities, motivate employees, and focus on both short- and long-term business success. In light of this, Leadup Universe’s “Employers of the Future 2024” study stands out as a pivotal resource for companies looking to successfully manage these developments.
This study, which is in its third year and was carried out in collaboration with Outlook Business as the media partner and Kantar as the research partner, seeks to become the most sought-after repository of best practices for companies to stay relevant today and tomorrow.
Vision and Legacy
“The goal of the study was to create an extensive repertoire of best practices that would aid companies on their path to excellence. This year’s partnership with Outlook Business and Kantar has increased its legitimacy and widened its audience, solidifying its position as a vital tool for leadership across industry,” says Mayank Verma, chief executive and co-founder, Leadup Universe.
Rashmi Mandloi, co-founder, adds, “We have always believed in bridging the gap between academia and industry, and a study like this gives us the depth that can help in understanding and solving for the new challenges that awaits us around people, systems and technology.”
Backed by Robust Research
The Employers of the Future study’s research approach is one of its key characteristics. Renowned for its proficiency in research studies, Kantar adds a level of accuracy and comprehensiveness to the study that guarantees the validity and applicability of its conclusions. In order to extract important insights and trends, a comprehensive analysis of the data collected from a wide variety of organisations is conducted as part of the process.
Post-Study Events
A pivotal element of the Employers of the Future study is the array of post-study CXO dialogue events across India. Over 400 CXOs from all across Asia come together for these events, which create a forum for a deep learning and experience exchange. Leaders get the chance to ponder the ramifications of the study’s results and dig deeper into its conclusions during these roundtable conversations.
Insights from the 2024 Study
Customer first: Through a thorough comprehension and prioritisation of consumer preferences, companies are providing tailored experiences that foster customer retention and advocacy. Additionally, businesses are continuously innovating and adjusting to shifting demands by utilising customer insights and feedback using technology.
Well-being of employees: A supportive workplace culture, flexible work schedules, and comprehensive health and financial wellness programmes are a few strategies that have been proven to increase engagement and productivity.
Accelerating digital transformation: Businesses are using artificial intelligence and automation as tools to increase productivity, innovation and creativity.
Commitment to diversity and inclusion: The study provides useful tools for building an inclusive workplace.
Priority for ongoing learning: The report showcases practices adopted by listed organisations, such as technology-assisted learning delivery, mentorship initiatives and customised learning methods. These procedures aid talent in growing and remaining relevant.
Sustainability: The study examines effective programmes in fields including community involvement, ethical sourcing and environmental sustainability.
Employers of the Future 2024 study is a call to action for companies to embrace change and innovation. The goal of the study, to become the most sought-after repository of industry-wide best practices, is almost certainly going to come to pass.
The study’s visibility has increased as a result of the partnership with Outlook Business and Kantar, guaranteeing that corporate executives and human resources specialists will continue to rely on it.
As it enters its third year, the study’s reach and impact are only increasing.
Aligned with the study’s focus on workplace trends are two partners: The Quorum Club, a members-only lifestyle club catering to future workspaces and DB Schenker, the world’s leading integrated logistics company.
The following pages feature the top 20 future-ready companies.
How It Was Done
The key objective of ‘Employers of the Future 2024’ was to identify top organisations that have aligned themselves as future-ready employers.
The study relies on mixed methodologies. It employed four research methods to identify pathways and processes that determine ‘Employers of the Future’:
Key characteristic survey (profile information of organisations)
Descriptive self-administered qualitative interviews
Follow-up in-person qualitative interviews
Board review
The data was gathered through key capability survey and was completed by 98 organisations across sectors such as IT/ITeS (32%), financial services (13%), banking (9%), manufacturing (8%) and pharmaceuticals (8%). The median 2022–23 revenue of the participating organisations was Rs 1,400 crore, with the average number of employees around 2,900.
Open-ended qualitative responses were thematically analysed, with an aim to identify prominent patterns. The identified themes included diversity, productivity, talent, technology, wellness and ESG. This set a base for further analysis.
In tandem, a composite index was also developed—which comprised of 10 metrics in total, six quantitative and four qualitative. Each metric was assigned 10% weightage. Quantitative variables were obtained from the key characteristics survey and examined for depth of responses from a qualitative perspective. Only companies with at least one index score or above 9 for both the aggregate and average score were considered to best represent their respective company sizes (large, medium and small based on employee count), which resulted in a short list of 33.
Subsequently, interviews with CHROs were conducted with all 33 shortlisted companies. These interviews obtained detailed and concrete examples of exceptional and future-oriented work practices.
The shortlisted companies then underwent a review by an esteemed board of industry experts, assessing the company policies against five overarching themes and its subsets which were distilled from the research. Within each theme the board identified three top practices, with the board then scoring and ranking these practices across the 33 firms to determine the final top 20 “Employers of the Future”. The board’s decision was guided by specific case studies of theme-based practices.
Large Companies
PhonePe
Money Transfer, The Digital Way
PhonePe is a fintech platform that allows users to transfer money instantly to anyone, by using just their mobile number.
With a revenue of Rs 2,914 crore in 2022–23, the company expects 77% increase in the current year. Valued at $12 billion, PhonePe employs over 9,600 employees.
Unique Attributes
Diverse talent group
Diversity beyond just gender and sexuality to include a more comprehensive approach
All PhonePe policies are crafted to embrace inclusivity and gender neutrality, respecting all forms of family structures
Focus on diversity in leadership positions through recruitment and community-building initiatives
Technology as an enabler to the core strategy
Building platforms that provide flexibility and consistency
Allowing employees to focus on more strategic and value-added activities leveraging advanced technologies
Operating with “openness of thought” mantra
Lean and keen structure that supports the strategy
Promoting organisation maxima vs local maxima; rewarding through ESOPs for all employees
Prioritising employee’s health and mental wellness
Medical insurance policy
Wellness programmes includ counselling sessions, stress control techniques, tranquil mindfulness app and SHGs
Focus areas
Maximising potential through on-the-job rotations
Flexi leaves and career-break policy
Assisting employees in personal and financial well being
Productivity Enhancement Programmes
Manager Capability Development: Empower managers
Career Hub: Internal talent solution to identify role opportunities
Mothers@PhonePe: Focused programme for mothers to create supportive eco-system
EY
Playing a Transformational Role
Ernst & Young Global, is one of the Big 4 accounting firms. With a current workforce of over 30,000 expected to rise by 10% in 2025, it has continuously been ranked on Fortune’s list of the 100 Best Companies to Work for the past 25 years.
Unique Attributes
Integrating future technologies in all areas
Thrives on the integration of technology and data
Plans to spend $10 billion over the next three years for innovation
Focussed on creating a workforce for tomorrow
Prioritises upskilling and reskilling its workforce
Tech@EY: Infusion of tech in everything we do
Decarbonising business
Supporting clients in decarbonisation
EY became carbon neutral in 2021 and aims to reach net zero by 2025
Enhancing societal and environmental impact
EYRipples: CSR programme to improve the lives of lesser privileged
Have planted 1 million trees over the past decade
Focus areas
DEI: Embracing individuals with diverse abilities
Flexible work arrangements
Commitment to fulfilling social responsibility
Productivity Enhancement Programmes
EY Badges
Digital credentials that help staff acquire future-focused skills
New badges are introduced in areas of AI, blockchain and other emerging technologies
Kyndryl
Driven By Innovation
Kyndryl is the world’s largest provider of IT infrastructure services serving thousands of enterprise customers in more than 60 countries.
Kyndryl offers network services, business resilience and hybrid cloud solutions. With an employee strength of over 30,000, Kyndryl expects a 5% rise by 2027–28. Additionally, the company anticipates that 5% of its workforce will consist of gig workers in the next two years.
Unique Attributes
Commitment to diversity and equal opportunities
Equal opportunities across geographies
91% employees report feeling respected, 87% feel comfortable being themselves at work
Thriving work environment
Leadership development programmes: Workday learning, Skillsoft Percipio
Advanced leadership programme: Tanmatra (IIM B)
Towards eco-centricity
Aiming for a 50% reduction in GHG emissions by 2030 and achieving net zero emissions by 2040 through:
Increasing renewable energy use–100% by 2030
75% reduction in Scope 1 and 2 emissions
Focus areas
Financial support
Flexible work arrangements
Sustainability: Focuses on emission cuts
Health and mental wellness
Productivity Enhancement Programmes
Culture of Innovation
Health and safety management system framework
Tailor-made learning programmes
Diversity and inclusivity
Cyber rakshak programme: Inclusion of women community at large
True Ability KIN: Inclusion network for people with disabilities/neurodiversity
Collaboration with the Himalayan Institute of Alternatives, Ladakh
Zydus
For a Better Life
Zydus Lifesciences, formerly known as Cadila Healthcare, is a fully integrated, global healthcare provider, with strengths all along the pharmaceutical value chain, headquartered in Ahmedabad.
Zydus’ people-centric approach has led the group’s transformation from a Rs 200-crore company to a $2 billion global enterprise. With 26,000 employees, Zydus boasts an 83% retention rate, attributed to its people-centric culture.
Unique Attributes
An inclusive company driven by research
Huge investment in R&D: 7%–10% of the company’s revenue and workforce are dedicated to research efforts
Operating with an inclusive mindset
Continuous Technological Advancement
Integration of AI and ML
HR service bot
Adopting digital health technologies to understand diseases better and enable better patient care
Empowering leaders and team collaboration
Its programme, PRISM, involves cross-functional teams working together on long-term strategic products
Performance evaluations are directly linked to core behaviours
Fostering a flexible work environment
Employees are permitted a set number of late coming and early leaving
Option for rotational shifts and conducting fun beyond work session with 12 Zydus Clubsthat explore singing, poetry, dance and games on regular intervals regularly
Focus Areas
Utilising digitalisation, automation, and advanced technologies such AI and ML to drive improvements in productivity
Strengthening the organisation’s capabilities through next-gen talent development
Supports various CSR programmes
Comprehensive financial and medical-assistance
NEEV Competency Framework
Delivering Excellence
Entrepreneurial decision-making
Business orientation
Team leadership
Building people capability
SAP
Acknowledging Generational Diversity
SAP provides enterprise application software to various industries, including consumer, discrete manufacturing and public services. The company is the largest non-American software company by revenue.
In 2023, SAP’s revenue reached Rs 76,000 crore, with an anticipated 5% growth this fiscal year. With a remarkable 90% overall employee retention rate, SAP is crafting aspirations for 15,000 employees.
Unique Attributes
Fostering an inclusive & diverse work environment
Sustainability, DEI and health are crucial for SAP’s growth
Leadership development programme for women staff
Acknowledging generational diversity with initiatives such as scholar@SAP, early talent programme and social media buddy
Focus on building a learning organisation
Emphasis on upskilling and cross-skilling
REACH Research engagement and collaboration hub
Functioning with an AI-first mindset
AI is a top priority in delivering customer satisfaction
Investments in cloud technology and AI across all business units and functions
Improving health and mental wellness of employees
SAP prioritises people-centric policies
25 certified employees serve as mental wellness experts
Focus areas
A transparent environment for growth and development
Pay transparency
Measurable targets which will have a positive impact such as reduction of greenhouse gas
Initiatives like social sabbatical, autism@work equal parenting leaves and adoption assistance policy
Productivity Enhancement Programmes
ELIXIR: Engaging Leadership in Xpertise, Impact and Resilience
AI Developer Foundation Programme
Adopt an AI-first mindset and work on AI use
A six-week programme, including 30 hours of learning
Titan
Style Statement
Titan engages in the design, manufacture and distribution of watches, jewellery and eyewear. Titan is an asset-light organisation wherein about 80% of the business comes from franchises.
With a revenue of approximately Rs 38,000 crore in 2022–23, the company is on track to achieve its most critical goal of achieving revenue 2.5 times higher by 2026–27.
Unique Attributes
Elevating employee experience
Targets 40% women hires out of the total new hires
Undergoing a transformationjourney called People NXT; focusing on four pillars—organisational design, technology processes, team climate and operational excellence
Geographic spread
Titan operates a diverse range of businesses spread across geographic presence
CX defined by proficient staff, store ambience and IT-led analytics team
Sustainability is an imperative
Minimising the use of fossil fuels
Planting of 1.4 lakh trees
40-45% of the gold consumed is from recycled gold
Focus areas
Health and wellbeing: Maithri, a comprehensive programme with a 24x7 helpline available in 15 regional languages
Diversity: DEI charter reviewed quarterly by the MD
Productivity
Enhancement Programmes
Guided careers
Feedback and Tell me Titan
Amara Raja
Charging Ahead
Amara Raja operates with approximately 17,000 employees across seven companies with 16 diverse businesses. Achieving a 13% revenue growth from the previous year, the firm reached Rs 15,250 crore in FY24. The group operates in diverse sectors including energy and mobility,infra, EPC, electronics, power products, auto components, storage solutions, metal fabrication.
Unique Attribute
Thought leadership
Strategic alignment process (Stratlign) is a workforce benchmarking study to plan for the next five years
AR ProPEL aims at identifying inspirational next-generation leaders and showcasing them to the world
Redefining business through the Amara Raja Way®
Achieve organisation objectives in an invigorating digital work environment by excelling in people engagement, development and performance
Focus on providing “non-migratory employment opportunities” in all manufacturing locations to prevent concentration in major cities
Culture of trust and autonomy for employees; open door policy where employees can reach anyone with their ideas
Reskilling and Upskilling
Through e-learning programme, trainings, AR diploma and mandatory trainings
Focus on developing technical skills to prepare them for the next role in the upcoming cycle
Focus areas
DEIB: Gender diversity in manufacturing plants and hiring rural communities
Fusion working model
ESG: Energy and water conservation
Productivity Enhancement Programmes
General management and leadership development programme in partnership with ISB Hyderabad
Switching Lanes Programme gives opportunity to talent to choose their pace for career growth
Structured succession planning programme
Identification is done at different levels thus helping in cascading of succession planning
AGS Health
What the Doctor Ordered
AGS Health provides healthcare software solutions. The company offers medical billing, coding and revenue-cycle management solutions.
AGS Health employs 12,000-plus employees globally.
Unique Attributes
Nurturing leaders who are not only strategic thinkers but also empathetic
Promotes a culture of open feedback and encourages risk-taking within a supportive framework
Continuous learning opportunities, promoting work-life balance and fostering a culture of inclusion and diversity
Empowering technological mindset and orientation
AGS is making substantial investments in AI and ML
Technology is viewed as an enabler that augments human capabilities, not as a replacement
Building conducive DEI ecosystem
AGS’s DEI policies are developed with an intersectional lens, engaging employees from diverse backgrounds
Inclusive Metrics to measure inclusion, ensuring they capture the qualitative aspects of workplace culture
Embracing remote work and flexible scheduling
Sustainable business model
AGS’s sustainability roadmap for the next five years revolves around three key pillars—environmental stewardship, social responsibility and economic resilience
In 2023–24, AGS’s commitment to science-based targets marks a landmark achievement aligning organisational goals with global climate objectives
Focus areas
On employee health and wellness by establishing dedicated resting lounges and flexible work arrangements
Recognising biodiversity conservation: In 2023–24 alone, we planted 5,000 trees across multiple cities
AGS upholds the highest standards of ethics and integrity in all our business operations, following all laws and regulations
Medium-sized companies
MSD
The Right Dose
MSD is a leading global biopharmaceutical company that provides medicines, vaccines, biologic therapies and animal health products.
Valued at $315 billion, the company aims for a 70% profitability ratio by fostering a culture that values open feedback, encourages risk-taking and promotes both innovation and adaptability among teams.
Unique Attributes
Innovative therapy products for rare diseases
Spends heavily on R&D and new products
Encompassed underexplored therapy areas including oncology, immunology, infective diseases and cardiovascular metabolic diseases
Continuous learning and skill development
Training programmes, upskilling initiatives and access to knowledge-sharing platforms
Collaboration to impart skills with external partners
Digital transformation and automation
By leveraging big data and predictive analytics, MSD aims to enhance productivity, optimise processes and improve patient outcomes
Utilising VR and AR technologies for patient engagement
Well-being as an imperative milestone
Promotes work-life balance
Encourages employees to openly share their opinions
Focus areas
Health and mental wellness encompasses four pillars—physical, mental, financial and social
Hybrid working model
ESG: Net zero target for GHG emissions across operations
Digitalisation to streamline workflows
Productivity Enhancement Programmes
Emotional support + work-life + aware + life coaching
Premium access to Calm app
Leadership pipeline
Chrysalis: Aims to accelerate skill building of our key talent
Quantiphi
Where Merit Triumphs
Quantiphi, is an award-winning AI-first digital engineering company driven by the desire to reimagine and realise transformational opportunities at the heart of the business. With over 3,000 employees and an 80% retention rate, 30% are considered top talent.
Unique Attributes
People first organisation structure
Processes are defined by three-way system:
Active listening ecosystem
Speaking inclusive communication
Co-CARE
Focus on continuous learning
14% of the organisation and 70% of employees skilled in ML , software development and fitness Qommunities have signed up
Role-specific performance system
Driven by millennials and Gen Zs
Half of the organisation’s workforce average 27 years of age
Ensuring equal pay across roles
Retention strategies focus on meritocracy and fair compensation
Promotions based on employee scorecard
Employees able to access competency requirements
Can apply for mentorship to get in the pool of potential promotion
Focus areas
A Qommunity drives ESG goals
We aim to eliminate 25K pounds of waterway waste
Reducing inequalities
Productivity Enhancement Programmes
AI platform baioniq: Enterprises can expedite technologically advanced solutions
D-5 Model: A five-day immersive experience at Quantiphi offices
Altimetrik
Sustainability as Strategy
Altimetrik is a digital business-enablement company across industry verticals including banking and fintech. With offices across the globe and 4,000+ energised practitioners, Altimetrik partners with Fortune 500 and mid-sized companies alike to enhance their agility, empowermen and success.
Unique Attributes
Fungible workforce
Multi-skilled employees receive regular upskilling and reskilling opportunities
A centralised hub for continuous learning
Prioritises flat hierarchies, fostering decentralised decision-making processes to enhance agility, autonomy and innovation.
Digital transformation through AI and GenAI
Altimetrik integrates digital technologies to streamline workflows and automate repetitive tasks
Strategic investments and innovation initiatives are guided by technological trends and market demands
Driving social impact through diversity
Product development includes 50% women, leveraging their empathy and understanding of cultural differences and sensitivity
Nurturing leaders at all levels
Organises manager bootcamps for budding managers
Programmes are provided for middle-level leaders to prepare them for higher roles
Focus areas
Inclusive culture: Diverse ideas are welcomed
Hybrid work models
Wellness sessions and diet checkups
Productivity Enhancement Programmes
Digital business academy: Employee training programmes focused on digital business methodology
Digital employee experience: Digital platforms, tools and apps to streamline workflows
Learning Central: Internal learning hub designed to enhance employees’ skills
NSE
Investing in the Future
National Stock Exchange (NSE) is India’s leading stock exchange. NSE was set up by leading institutions to provide a modern, fully automated screen-based trading system with national reach.
With annual revenue of more than Rs 12,000 crore, NSE has optimistic hiring goal with a 40% increase in workforce by 2024–25 and 80% increase by 2027–28.
A technology organisation ensuring compliance conformity
NSE maintains a heightened focus on cyber security
Utilises advanced technologies such as block chain into its settlement processes to enhance efficiency and security
Commitment to environmental stewardship
ESG principles form the foundation of its business strategy; upholds high standards of corporate
governance and transparent disclosures, ensuring investment opportunities and development of the
Indian capital market
By integrating a thermal energy storage system into the HVAC system resulted in cost savings of Rs 21.75 lakh in 2024–25
Recognising and upskilling young minds
Structured platforms to bring together individuals from different generations and diverse mindsets
At attrition rate of 12.7% , NSE maintains stability
Agile organisational structure
NSE believes in revisiting, reworking and redrawing organisational structures to adapt to market dynamics
Focus areas
Focus on employee growth with directed attention on women promotions and compensation
Incorporation of ESG considerations in investment decision-making and green finance SDGs
Largest IT setup in the country, featuring state-of-the-art client-server applications
Approach to talent development
Employee assistance programme and employee education assistance programme
Competitive salaries; reward performance and promote acquisition of role
Sarathi: I-to-I interaction between new hire and mentor
Small-Sized Companies
RenewBuy
Simplifying Insurance
RenewBuy is an insurtech company that offers a variety of insurance policies and financial products via its online distribution platform. At the intersection of technology and customer-centric solutions.
In 2023–24, it experienced an impressive revenue growth rate of over 40% year-on-year, amounting to around Rs 400 crore.
Unique Attributes
Proprietary products aimed at democratising
Products which are feature-rich and cost-effective, catering to all customers needs
Artivatic.ai, a dedicated arm specialising in AI and ML ensures clarity and efficiency in operations
Future-oriented business strategy
RenewBuy believes a diverse workforce can help develop more tailored products and marketing strategies
Committed to address environmental issues
Training and well-being are vital
Focus on capability of leaders and ICs based on organisation-based projects
Coaching and mentoring across levels
Focus on employee health and mental wellness
Focus areas
Employee recognition programmes: Regular acknowledgment of employees’ achievements
Diversity: Guides development of more tailored products and marketing strategies
Performance incentives: Implementing a transparent and fair system to recognise and reward high performance
Team collaboration: Platforms that facilitate seamless communication and collaboration
Productivity Enhancement Programmes
Commitment to comprehensive wellness
Tailored financial support
Advance salary programme
Meesho
Enabling 100mn small businesses
Meesho is India’s only true ecommerce marketplace, connecting small businesses and the platform of choice for India’s value-conscious customers. With over 18 lakh sellers and roughly 120 million active product listing across 30+ categories, Meesho aims to fuel discoverabilityof a wide assortment of quality products at affordable prices.
Unique Attributes
“User first, growth first and problem first” mindset
Commitment to sustainability and diversity
Aims to raise female workforce from 25% to 35% in the next three years
By democratising e-commerce, Meesho has empowered women
Its UMEED mission, has empowered 2,500 SHGs
Digital platforms and tools enhance communication and collaboration
Commitment to technological investments
Optimise delivery routes
Has over 5 lakh sellers, while indirectly contributing to 5 lakh seasonal jobs
Focus areas
Flexible work arrangements
Sustainable business practices
Gig projects provide opportunities for employees
Productivity Enhancement Programmes
Capability Enhancement Programme involves investing in employees’ training and development
Listen or Die ritual promotes direct conversations with users and sellers
InterGlobe
Soaring High
InterGlobe businesses range from aviation, airline management, hospitality to travel commerce, education and logistics. hence, efficient, effective, simpler and homogenous people practices are a must.
Unique Attributes
Training as the cornerstone
Focus on training and upskilling people to prepare for the future by fast tracking growth of performing employees
Vigil mechanism
To report grievances about unethical behaviour, actual or suspected fraud or violation of company’s code of conduct and ethics
Any employee can report grievance through ‘iSpeak’
Quality is in details
SOPs for all operations across businesses helping in standardisation and uniformity and continuous improvement
Timeliness is an important virtue cutting across hierarchy
Managers responsible for other tasks beyond their functional responsibilities
Focus areas
Committed to aligning people practices to core values of highest standards of integrity, customers’ interest
Early and continuous integration of people and managers towards customer orientation and future mindedness
Venturing into new businesseswith right building blocks and partners
Focus on people, delivering right product and services for clients or customers
Developing competencies
Digital transformation and automation
Agile and flexible work practices
Continuous improvement and automation
Employee empowerment and development
Customer-centricity and experience enhancement
Supply chain optimisation and efficiency
Airtel Payments Bank
Addressing Accessibility
Airtel Payments Bank, India’s first payments bank, is committed to digitally serve the evolving financial needs of the country.
Addressing the challenge of accessibility by reaching the remotest rural areas through its expansive network of over 5 lakh neighbourhood banking points, which is the largest in the country. The bank is also the largest micro cash player in the country.
Unique Attributes
Agile process by following OKR methodology
Breaking down projects into manageable tasks and employing short, iterative cycles
Investment in digital technologies for growth and stability
Using AI and ML into daily operations.
irtel Thanks app provides end-to-end digital banking solution to over 8 million merchants
Safe Pay servicecontributes to monthly volume of nearly 70 million digital transactions
Culture of innovation and inclusion
Grounded in principles of RACE (responsibility, agility, collaboration and entrepreneurship)
Embracing diverse perspectives and experiences
Agile workforce
Productivity-first approach
Agile methodologies to boost efficiency
To provide inclusive and accessible financial services to all
Focus areas
Embracing a digital-first approach
Strengthening the organisation’s capabilities for future skills through next gen talent development
Holistic wellbeing of employees
Productivity enhancement programmes
People-backed organisation
Fostering long-term careers through frameworks
Democratised development through cross-functional mentoring programmes
Forward-looking policies
CACTUS
Pushing Research Forward
CACTUS is a technology company accelerating scientific advancement. Is reimaging the organisation through the 4P framework—pyramid structure, competitive pay ranges, productivity through technology and priorities.
Presently, the team members are currently based in more than 280+ cities worldwide. They serve clients across over 190 countries, leveraging a strong gig community consisting of over 5,000 freelancers and contractors.
Unique Attributes
Accelerating from anywhere
Helps CACTUS to find top talent anywhere in the globe
Believes in promoting an inclusive environment
Culture thriving on empowering women
56% of the workforce comprises women and since April 2020, 63% of the 554 individuals recruited are women
Women occupy 57% of managerial positions and within the technology function, they constitute 30% of the team
Over 90% of women have rejoined after maternity leave
Integration of AI/ML to enhance service portfolio
Utilising technology to develop advanced solutions such as personalised research feeds, instant writing tools and integrated research ecosystem platforms
Sole player in our industry with an automated research delivery platform
Focus areas
A culture of belonging
Strong corporate governance framework for its stakeholders
Committed to minimising carbon footprint
Productivity Enhancement Programmes
3 pillars of the ‘Cactus Way’: Customer, collaboration, culture
Zenoti
Giving Salons a Facelift
Zenoti is the No. 1 cloud software for salons, spas and med spas. It offers web-based software for service industries featuring capabilities including billing, appointment booking and reporting.
The company has over 950 staff and is anticipated to expand by 20% within this fiscal year. The company reports an 83% retention rate of talent, which rises to 90% for its top talent.
Unique Attributes
Harnessing digital technologies
Zenoti empowers over 25,000 businesses across 50 countries
Techno-functional organisational strategy
Traditional hierarchies are breaking down, paving the way for increased collaboration and agility
Diversity is a core aspect
Overall 34% female representation, including 28% in leadership roles, projected to increase to 41% by 2026
Adaptable work environment
Smaller teams empowered to make decisions independently
Focus areas
Culture transformation aligned with next phase of growth
Commitment to sustainable business practices
Productivity Enhancement Programmes
DASH Forum: Hosted by CEO and COO; communicates business results, plans, innovation and customer feedback with employees
Manager Excellence Programme:
Inhouse trainings
Frequent check in on the on managers shaping individual developmental plan
Women mentorship:
Making women ready for leadership
PeopleStrong
Putting People First
PeopleStrong, is Asia’s leading, and most comprehensive human capital management SaaS platform. Simplifying worklife at 500+ large enterprises across emerging economies of Asia.
PeopleStrong employs 900 people and anticipates a 10% growth in its workforce next year.
Unique Attributes
Building a tribe of strong people—PeepZens
PeopleStrong prioritses tech-enabled development programmes, soft skills and emotional intelligence
ransparent career paths
Promoting generational acceptance and integration
Future-forward technological integration
PeopleStrong believes in harnessing the power of digital technologies to maximise productivity:
First company to implement generative AI to empower employees through coaching, employee lifecycle, recruitment and even in mood analysis
Blockchain technology for payroll and benefits
ESG considerations integral to organisational strategy
Committed to environmental responsibility
Digital recruitment processes reduce paper consumption; saves approximately 6,000 trees annually
Workplace where employees flourish
Nurtures, empowers and champions staff at every step
Has a 2X referral policy for any employee who refers a diversity candidate
Follows a blind resume screening
Focus areas
Hyper-personalised traing programme
Grooming generational acceptance by sensitivity training
Commitment to sustainable business practices
Productivity Enhancement Programmes
JINIE: AI chatbot; offers coaching, conducts mood analysis
ESAT: Prioritises employee experience, growth
NINJA Model: The ‘No Interviews, Just Assessments’ model revolutionises hiring
Spice Money
Rural Revolutionaries
Spice Money is building a unified services platform for Bharat that offers financial services through cutting-edge technology and network of adhikaris mainly for the under-served masses. The Spice Money network, comprising more than 14 lakh adhikaris.
With a current workforce of 1,100, it expects a 30% increase by next year and a 100% increase by 2028.
Unique Attributes
Innovative workforce management approach
Prioritises 3Is—intensity, integrity and innovation
High intensity environment where employees are pushed for excellence
Act with honesty, fairness and respect in all interactions
Challenge the status quo and explore new ideas
Digital first approach for all
From distribution, engagement, customer service, risks to compliances, everything is digitally heavy
Using AI and ML to monitor frauds and mitigate risks
Investing in people development
Ensures staff are always working on future skills and roles
Regular assessments of staff’s digital intelligence quotient
Spark Tank initiative, aimed at solving unique challenges; one notable outcome is the Grahak app
Focus areas
Succession planning: Promotion policy does not follow a 2-3-year eligibility rule
Hybrid Model: Employees are encouraged to work remotely and maintain work-life balance
Adoption of clean technology: Embraced air-purifying natural plants over traditional air purifiers
Entrepreneurial opportunities for talent; emotional and financial wellness
Company-specific programmes
GROW: Convert first-line managers to take up 2nd line leadership roles
Lakshay Sales Meet: Recognises the dedication of sales workforce; rewarding top performers at various levels
Aarohan Newsletter: A monthly newsletter highlighting the accomplishments of talented individuals within the Spice Money family
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