As artificial intelligence (AI) continues to redefine business operations across industries, Tata Consultancy Services (TCS) has made it clear that the technology will not slow down hiring, but rather reshape job roles and skill requirements.
In a recent interview, Milind Lakkad, Chief Human Resources Officer at TCS, highlighted that AI is fueling business reimagination, legacy system modernization, and new client opportunities.
He clarified that these advancements do not reduce the need for skilled talent.
TCS added just over 5,000 employees in Q1 FY26, reflecting a modest hiring adjustment.
The company remains confident in its long-term hiring strategy, emphasizing that headcount fluctuations should be assessed through an annual business lens, not quarterly changes.
Human-AI Collaboration: The Future of Work
TCS sees human-plus-AI interaction as the new norm.
Rather than replacing jobs, AI is expected to simplify complex tasks, boost productivity, and create new roles that didn’t exist before.
For example, while a task that once cost X dollars may now cost 0.6X due to automation, the volume of such tasks has multiplied, creating more work overall.
The company is also helping clients set up AI Centers of Excellence, moving beyond proof-of-concept to real-world implementation.
This shift is generating demand for AI governance roles, prompt engineers, and AI-integrated software development experts.
TCS Hiring Strategy: Balancing Present and Future Needs
TCS’s hiring is focused on contextualizing talent for future needs, not just immediate demand.
The company continues to honor all campus offers, with quarterly intake adjusted based on business conditions.
Market hiring is driven by product demand, with roles evolving to match new service lines.
Internally, TCS is building a pyramid of AI skills, ranging from beginners to experts.
Companies are using AI to scale recruitment, enhance talent engagement, and support employee development.
Addressing Attrition and Wage Expectations
Attrition levels continue to exceed the company’s comfort zone.
While annual salary hikes are still under review, Milind emphasized the need for open communication, employee engagement, and a strong team culture.
TCS aims to foster an environment where employees feel heard, valued, and empowered. The company believes this approach plays a crucial role in improving retention.
TCS views AI as a catalyst for skill transformation, not job loss.
The company believes that new services and business models will emerge, requiring continuous learning and upskilling.
TCS is positioning itself to lead with a human-in-the-loop approach as industries continue to evolve.
This strategy ensures that technology complements human capabilities rather than replaces them.
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