For decades, a job at a top IT company like TCS, Infosys, or Wipro symbolized stability and success for Indian engineers. Today, that image is eroding. In 2025, a growing number of engineers are turning down IT job offers—some even rejecting multiple offers outright. The cause? A lethal combination of low pay, poor work-life balance, toxic internal policies, and lack of real career progression.
Salary Stagnation
Most entry-level IT job offers in India have remained at a stagnant ₹3.5–4 lakh per annum (LPA) for nearly a decade. In an inflationary economy where costs of living have significantly risen, this salary band now seems outdated, even exploitative.
“After three years and a promotion, I was earning only ₹4.2 LPA,” shares an engineer from Pune who recently moved to a startup with double the pay.
Meanwhile, global product companies and startups are offering fresher packages upwards of ₹10 LPA for the same skills—and often with better working conditions.
Performance Improvement Plans (PIPs): Weaponised Pressure
Performance Improvement Plans (PIPs), originally designed to help underperformers, have increasingly become a tool for arbitrary exits. Engineers report being put on PIP with no prior feedback, unrealistic targets, and no real chance of recovery.
“The moment you question poor project management or deny extra hours, you’re threatened with PIP,” says a Bengaluru-based developer.
Such practices are fostering a culture of fear, insecurity, and burnout—causing top talent to walk away.
High Workload, Low Ownership
Another major complaint is the repetitive and low-ownership nature of service-based IT work. Engineers often find themselves performing mundane tasks with minimal scope for creativity or decision-making.
In contrast, startups and product companies offer roles that allow developers to own features, shape product roadmaps, and grow faster in technical depth and business understanding.
The Rise of Alternatives: Startups, Freelancing, and Remote Roles
Indian engineers are no longer dependent on the traditional IT route. Alternatives include:
- Product Startups: Offering equity, higher pay, and modern work culture
- Freelancing Platforms: Upwork, Toptal, and Fiverr allow engineers to earn in dollars
- Remote Global Roles: Many engineers are landing high-paying jobs from US, EU, and SEA-based companies without relocating
“Why settle for ₹3.6 LPA when I earn ₹2.5 lakh/month working remotely for a fintech company in Singapore?” asks a 25-year-old frontend engineer from Hyderabad.
TCS, Infosys, Wipro: Attrition and Hiring Freezes
Even legacy companies are seeing the impact. TCS, Infosys, and Wipro have all reported:
- High voluntary attrition rates (up to 20%)
- Delayed onboarding for freshers
- Reduced campus hiring
- Hiring freezes for mid-level roles
While these firms blame market headwinds, insiders and analysts point to the widening gap between employee expectations and employer delivery.
What Needs to Change
If India’s IT service giants wish to retain their edge and talent, here are the reforms they need:
- Revise Entry-Level Salaries: ₹3.5 LPA is no longer competitive
- Reform PIP Practices: Focus on mentorship, not fear
- Offer Skill-Based Growth: Reward innovation and learning
- Adopt Remote Flexibility: Hybrid or remote-first models are the future
- Transparent Career Paths: Show engineers where they’re headed and how to get there
Conclusion: A Wake-Up Call for Indian IT
India’s engineers are speaking with their feet—and their keyboards. The old IT dream, once held dearly by lakhs of aspiring techies, is being replaced by a desire for meaningful work, global pay, and healthy culture. If India’s IT sector fails to evolve, it risks losing its best minds to newer, nimbler players.
The question now is not whether Indian engineers will adapt—they already have. The real question is: will legacy IT companies rise to meet them?
+ There are no comments
Add yours