Charting A New Course

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