The world is set to celebrate International Women's Day on March 8. In an interaction with Outlook Business, Neeti Sharma, CEO of TeamLease Digital, explained why fewer women are in top leadership roles and shared tips on balancing work and life. She also talked about the company's growth in smaller cities and how strict office-only work policies affect women.
TeamLease Digital’s FY2023 report shows a 30% year-over-year increase in digital placements. What factors do you identify as key contributors to this growth, and how have you adapted your operational strategy in response?
The fast-paced digital shift across industries is driving growth in sectors like e-commerce, FMCG, automotive and tourism. More companies are using digital marketing and data-driven strategies, leading to a bigger demand for tech talent. Businesses are setting aside larger budgets for digital projects, and India’s digital economy is expected to hit $1 trillion by 2025, thanks to technologies like AI, cloud computing and 5G. AI alone has created nearly 24,000 jobs, while FMCG and e-commerce continue hiring for roles in supply chain management and customer experience.
At the same time, staffing in consumer and manufacturing sectors is becoming more structured, ensuring a steady demand for skilled professionals. We are focusing on high-growth areas like GCCs and product companies, which bring in higher margins even with lower volumes. Our investments in our proprietary hiring platform have made hiring more efficient, helping us stay agile in a changing market. These efforts align with India’s broader digital push, supported by initiatives like Digital India, which is transforming infrastructure and enabling businesses to grow at scale.
Expansion into tier 2 and tier 3 cities has resulted in a 20% increase in placements from these regions. What operational adjustments were necessary for this geographical expansion, and what unique challenges have you encountered?
Expanding into tier-2 and tier-3 cities has required major adjustments and brought unique challenges. These cities contribute about 12-15% of India’s tech talent and are becoming key hiring hubs due to their untapped workforce, lower costs and improving infrastructure. To support this growth, we have streamlined our recruitment process using technology and automation, making it easier to scale while maintaining quality. We have also tailored our services to meet the specific needs of these regions, ensuring they are relevant and well-received.
That said, challenges remain. There is still a shortage of specialized skills in areas like AI, cloud computing and cybersecurity. Retaining talent is also tough, as many professionals eventually move to bigger cities for better opportunities. However, hybrid work models and local government support—like tax incentives and skill development programs—are helping address these issues. Cities like Coimbatore, Kochi, Hubli, Indore, Jaipur, Nasik and Chandigarh are emerging as strong talent hubs, thanks to their education institutions and training centers. Expanding into these areas not only strengthens our workforce but also makes these cities key players in India’s digital economy.
As an experienced working professional, how crucial do you think it is to manage corporate responsibility and personal life?
Managing corporate responsibility and personal life is not just important—it is critical for long-term success. A healthy balance creates a positive workplace, keeps employees engaged and drives sustainable growth. It is not just about making smart business choices but also about practicing ethical leadership, sustainability and making a real impact. It is not about choosing between professional success and personal happiness—it is about integrating the two. Bringing a balance between the two helps in decision-making, performance and motivation at work with purpose. Aligning personal and professional goals allows people to lead more fulfilling lives while helping their organizations thrive.
Moreover, today, every individual is keen to understand the impact they make—not just within their organization but also in the larger community. People want to know that their work contributes to something meaningful, whether it is driving innovation, improving lives or supporting sustainability. Organizations that recognize and nurture this mindset create a workforce that is not only motivated but also deeply connected to their mission, leading to long-term success for both individuals and the business.
A 2024 survey found that women in senior leadership roles account for 18.3% in India, a decline from 2023. In your experience, what are the key hurdles women leaders face in advancing their careers?
Women’s representation in senior leadership continues to be on the lower side. Barriers like unconscious bias, limited mentorship and work-life pressures continue to hinder progress. Strong policies on flexible work, return-to-work programs and leadership development are crucial to bridging this gap. Knowledge sectors have made better progress, offering a roadmap for others. Beyond diversity, people today care about their impact on society. Advancing women in leadership drives better decision-making, stronger organizations and a more equitable future. Overcoming these challenges requires systemic change—fostering inclusive leadership, providing equitable opportunities and ensuring stronger advocacy for women in decision-making roles.
Your platform currently serves over 200,000 registered candidates and 500+ employers. What challenges do you face in scaling operations while maintaining service quality, and how do you address them?
Supporting a large number of candidates and employers while keeping interactions high-quality is challenging. Technology plays a crucial role in our operations. We use AI to match jobs, automate screening and shortlist resumes, which helps us work more efficiently and give personalized job recommendations. As we grow, maintaining service quality is important. We use dedicated account managers, chatbots and self-service portals to make communication easy and improve the user experience. In a competitive market, keeping talent engaged is vital. We offer training programs, career advice and special job opportunities to help candidates grow while meeting employers' needs. By combining technology, improving processes and planning our workforce strategically, we continue to grow efficiently while providing high-quality staffing solutions.
Current discussions on work-life balance: do you think they're heading in a direction that might encourage or discourage women's participation?
The conversation around work-life balance is evolving, but its impact on women's participation in the workforce is complicated. On the positive side, flexible work options, hybrid models and support policies like paid parental leave and childcare assistance help women stay in the workforce and reduce career breaks. Companies that prioritize work-life balance often see better retention and more women advancing into leadership roles.
However, these policies can also reinforce traditional gender roles. Women tend to use flexible work options more than men, which can reduce their visibility at work and limit career growth. Studies show that women still do 50% more unpaid household work than men, making it even harder to progress in their careers. Society often puts the responsibility of balancing work and home on women instead of addressing the deeper inequalities.
While work-life balance policies provide short-term relief, they don’t always lead to long-term career growth. Real progress requires cultural and structural changes where both men and women share responsibilities at home and work. Companies must create an inclusive environment where flexible policies benefit everyone equally—only then can work-life balance truly drive gender equality in the workplace.
India Inc. leaders have been debating working hours for early-career professionals and the end of hybrid working models. Do you find this troubling for women in particular?
Moving away from hybrid work and increasing working hours for early-career professionals could have a major impact on women, especially those juggling caregiving responsibilities. Hybrid models have allowed many women to stay in the workforce, and a strict return to office work could reverse this progress, leading to higher attrition and fewer career growth opportunities. In fact, 97% of companies with structured hybrid policies have seen a rise in female workforce participation, proving that flexibility helps retain talent.
Longer working hours add more pressure, as women still handle a larger share of household and caregiving duties. Without support like flexible schedules, child care assistance and inclusive policies, many may struggle to keep their careers on track. During the pandemic, 69% of Indian women reported burnout due to increased workloads, highlighting the need for a balanced approach.
To address these challenges, companies must prioritize hybrid or flexible work options, mentorship programs and leadership initiatives focused on diversity. Ensuring fair access to promotions and reducing biases against flexible workers is key. Organizations that embrace flexibility don’t just support women—they build a stronger, more diverse and more productive workforce.
Industry forecasts predict an 18% CAGR for digital recruitment platforms over the next five years. How is TeamLease Digital positioning itself to navigate these market trends, and which performance indicators will you prioritize to track your progress?
We are investing in AI-driven hiring tools, data analytics and automation to speed up recruitment, improve job matches and make hiring more efficient. These technologies help streamline resume screening, candidate evaluation and job matching—allowing us to scale without compromising quality.
We are also expanding into Tier 2 and Tier 3 cities to tap into new talent pools and meet the rising demand for skills like AI, cloud computing and cybersecurity. As regional hiring becomes more important, our presence in these areas will give us a competitive edge.
Time-to-hire and quality of candidates are key indicators for our success. By aligning with market trends and leveraging technology, we aim to stay ahead in digital staffing while delivering value to both job seekers and employers.
A 2024 study found that 75% of working mothers suffered a career setback of one to two years after taking maternity leave. How can this be resolved, in your opinion?
Addressing career setbacks for working mothers requires a multi-pronged approach that ensures maternity leave does not translate into stalled career growth. Many organizations implement structured return-to-work programs, including phased re-entry options, upskilling opportunities and mentorship support to help women transition smoothly back into their roles.
There is also a need for Leadership to foster a culture where maternity leave is not seen as a career disruption but as a natural life event, ensuring performance evaluations and promotions are based on long-term contributions rather than temporary absences.
Additionally, equal parental leave policies can help normalize caregiving responsibilities across genders, reducing biases that disproportionately impact women. Ultimately, workplace policies must shift from merely accommodating working mothers to actively enabling their professional growth.
AI-driven matching algorithms have reportedly improved candidate-job matching accuracy by 35%. Can you explain the methodology behind this improvement and how you address any concerns regarding data quality or algorithmic bias?
AI-driven matching algorithms have improved job matching accuracy by 35% by leveraging machine learning to analyse vast datasets and identify the best candidate-job fit. These algorithms assess key factors such as skills, experience and qualifications, assigning match scores based on resume–job description alignment. They continuously refine their accuracy through learning from past placements and feedback. To ensure data quality, we conduct regular audits and validation to keep information accurate and up to date.
To minimise bias, our systems focus solely on objective criteria like skills and experience, excluding factors such as gender, age or ethnicity. This approach enhances fairness and improves hiring outcomes by prioritising merit-based matches.
