Okta’s India Innovation Engine: How the identity giant is betting big on talent and AI

In a world where digital identity is the critical key to security, Okta has long stood at the forefront of protecting users and enterprises against ever-evolving threats. But as artificial intelligence (AI) transforms industries and everyday life, Okta is not only adapting—it’s accelerating. Nowhere is this more evident than in India, where the company is scaling up its operations at breakneck speed and positioning its local workforce at the heart of global innovation.

People Matters sat down with Rebecca Port, Okta’s Chief People Officer, during her recent visit to India for a candid conversation about the company’s vision, the fierce competition for AI talent, and why India is more than just a back office—it is Okta’s beating heart of innovation.

“Okta is an identity company—we’ve led the market in securing identity for a long time,” Port began. “But now we’re really focused on securing AI.” With the rapid rise of agentic workforces—where not just humans but AI agents perform critical tasks—identity security is becoming exponentially complex. “You need to think about agents the same way you do employees: What tools can they access? What information can they use? Who can access information from them?” she explained.

This shift is not just about protecting people; it’s about protecting digital agents as they become integral to the workplace. “We’re laser-focused on developing new products to secure AI, and much of that innovation is happening right here in India.”

Okta’s India story is one of both scale and substance. The company already employs over 700 people in the country and is set to increase that number by more than 50% in 2026, surpassing 1,000 employees. “It’s an exciting time for Okta, but it’s a really exciting time for Okta India. We call this our innovation hub,” Port said, her enthusiasm palpable.

A staggering 55% of Okta’s Indian workforce is dedicated to research and development—spanning all facets of R&D, from engineering to product design. “We don’t see our India operation as a support office. It is our innovation hub,” Port declared. The company’s commitment is not limited to engineering. Okta employs over 100 finance professionals, alongside growing teams in HR, people operations, and commercial functions.

What makes India so attractive to Okta? Talent density, for one. “The talent density here is really high,” Port emphasised. “Across all parts of the organisation, we find great talent, especially in R&D and AI.” With India poised to overtake the US as the world’s largest producer of engineering and R&D talent, Okta’s investment is both strategic and inevitable.

But it’s not just about numbers. “There is a ‘can-do’ attitude and positivity that is amped up in India,” Port observed. “People want to learn, grow, and develop. That mindset is probably unique to this market.”

The war for AI-ready talent in India is intense, with global giants and startups alike vying for the same pool. How does Okta hope to win and retain this talent? Port points to three X-factors: meaningful work, exposure to cutting-edge projects, and culture. “What we do matters—if AI isn’t secure, breaches happen, and that slows down everyone. Our mission is compelling. Plus, our dynamic, fast-moving culture gives people the chance to raise the bar and work alongside amazing colleagues.”

While Port admits she is not as close to the product side to cite specific examples, she highlights how the collective intelligence of the India team is shaping Okta’s global practices. “We’ve streamlined our performance management and hiring processes based on ideas from India, and we’re taking those learnings back to the US.”

The company’s approach to HR is a microcosm of its innovation ethos. Okta leverages agentic AI tools to streamline and automate people processes. Port points to “Companion”—an AI-powered guidance tool that helps managers navigate the annual rewards process and performance reviews. “Companion acts as a guidance counsellor, helping managers plan rewards and have better conversations. We’re also working on ‘Okta One’, an agent interface to help employees access information during onboarding and throughout their journey.”

As technology cycles shorten and skills become obsolete faster than ever, what does Okta seek in its people? For Port, the answer is clear: “Curiosity and adaptability are non-negotiable. All of our jobs will look significantly different three years from now, and then different again after that. Employees need to be curious about change and embrace it.”

Being “AI-forward” is another must. Okta doesn’t just train its people in AI—it expects them to build their own agents, automate their workflows, and develop new apps. “We’ve moved from simple AI training to giving employees tools and encouraging them to build their own agents, whether it’s to manage their inbox or plan their calendar.”

Okta’s workforce spans generations—from fresh graduates to seasoned professionals. Port recognises the unique strengths each group brings, especially as digital natives join the company. “Interns and recent graduates naturally spend weekends developing apps or building agents. Having that skill set and mindset in the organisation is critical.”

But with generational diversity comes the challenge of upskilling mid-career employees—some of whom may not be digital natives. Port advocates “reverse mentoring,” in which junior talent mentors their seniors in new ways of thinking and working. “Some of my best mentors have been much more junior than I am. We need to look downwards for mentoring, not just upwards.”

A common concern in the age of AI is whether automation will erode jobs and employee experience. Port is pragmatic but optimistic. “We’re at a unique point in time where no one knows exactly what the workforce will look like in three years. I encourage employees to focus on learning AI skills, because all roles will become AI-assisted or AI-augmented.”

She distinguishes between AI-assisted (where AI helps with tasks), AI-augmented (where agents perform parts of the job), and fully AI-driven roles. “It’s not about replacing people with agents. It’s about freeing humans to do more interesting and valuable work. And let’s not forget—the cost of deploying agents is not trivial. Sometimes, people are not only better, but also more cost-effective.”

Port draws a parallel with the invention of electricity: “Yes, some jobs became obsolete, but many more were created—jobs no one could have imagined before. That’s how I see AI.”

Looking ahead, Port outlines three priorities for Okta: “First, ensuring we have the right culture to navigate change—moving fast, embracing change, raising the bar. Second, building the workforce of the future—understanding what an AI-augmented workforce looks like, hiring and growing the right talent, and managing through that change. Third, radical simplification. Complexity is a drag, and if we want to automate and leverage AI, our processes must be as simple and fit for purpose as possible.”

India is not just Okta’s largest workforce outside the US—it is fast becoming the company’s most important talent engine. Port is keen to see more Indian leaders take on global roles. “We have great mobility programmes and love exporting talent between markets. I’d love to see American leaders spend time in Bangalore and vice versa.”

What is her biggest learning from India? “The systems thinking. Even non-engineering teams here bring an engineering mindset—end-to-end, systems-driven thinking that’s incredibly valuable.”

At Okta, AI upskilling is not limited to engineers. “It’s definitely org-wide—every employee in every department,” Port stressed. The company mandates AI training and proficiency tests, runs hackathons and AI days, and expects employees to spend at least four hours a week developing AI skills. “We have a host of internal tools and toolkits, and it’s up to each employee to leverage them.”

As Okta doubles down on India, the company is betting that the nation’s vibrant talent pool, hunger for growth, and innovative spirit will help it secure not just digital identities, but the future of AI-enabled work itself. In Port’s words, “It’s an exciting time for Okta—but even more so for Okta India.”