After making news for letting go of trainees, Shaji Mathew, Chief Human Resources Officer at Infosys, shares insights into the rationale behind the decision, the company’s evolving approach to talent management, and how Infosys plans to move forward with compassion and clarity.

Acknowledging the concerns, Mathew emphasises that these decisions are not taken lightly. As a response, Infosys is prioritising training programs to help fresh hires stay ahead of the curve. The company is placing a strong focus on capabilities such as generative AI, agentic AI, full-stack development, AI tooling, data engineering, and scalable AI model deployment to drive digital transformation.

“We focus on creating a workforce that is AI-literate, AI-fluent, and capable of building, adapting, and applying emerging technologies in real-world business contexts,” says Mathew.

According to him, their skills-first, role-aligned strategy ensures that talent stays ahead of the curve. Infosys has embedded generative AI and agentic AI modules into foundational training programs and continues to evolve its learning ecosystem through in-house platforms to ensure alignment with industry demands.

Ensuring Future Hires Are Ready for an AI-First Workplace

At Infosys, says Mathew, the organisation is focused on deploying AI to amplify human potential, in alignment with the company’s larger vision and purpose.

“Our talent strategy focuses on embedding AI across roles from day one, ensuring that new employees are fully prepared to adapt and thrive in an AI-first environment. Guided by our ‘Human+AI’ vision, we integrate structured learning pathways (AI-Aware, AI-Builder, AI-Master) into our proprietary platforms such as Lex and Wingspan, so that our employees are groomed to succeed in an AI-powered workplace.”

While these platforms ensure personalized skilling, other AI-powered tools designed for use across roles help enhance productivity and ensure that the workforce is agile, future-ready, and innovation-driven to meet evolving industry demands.

Support Beyond Technical Training

Recognising that professional development goes beyond standard technical training, Infosys has deployed AI-powered tools such as Navi and Zoe to provide personalized mentorship and adaptive learning at scale.

Navi acts as an assistant, advisor, and friend, resolving queries, guiding career growth, and supporting employee well-being.

Zoe delivers personalized learning experiences tailored to individual styles and includes simulated real-world scenarios to build soft skills.

“Together, these platforms provide intelligent, empathetic support governed by our ‘Responsible AI’ framework, ensuring that every trainee receives thoughtful guidance and fostering inclusive growth and success,” explains Mathew.

Reskilling Is Not Just for Freshers

Infosys has redefined its reskilling blueprint to include both freshers and lateral hires. The company is preparing its workforce for the future by redesigning job roles and evolving platforms to enable seamless career transitions.

“We are transforming our workforce to excel in three key areas of AI expertise: AI-Aware, AI-Builders, and AI-Masters,” says Mathew.

He explains that AI-Aware employees understand how to effectively leverage AI tools for collaboration and co-creation. AI-Builders harness AI capabilities—whether as utilities, product services, or APIs—to build innovative AI-driven solutions. AI-Masters design advanced models and cutting-edge techniques that operate at scale and deliver significant business value.

“With our in-house platform Lex, our employees have access to over 15,000 courses and average 35 minutes of learning daily,” adds Mathew.

AI, Data, and Automation Skills: Infosys' Priorities Today

Generative AI, agentic AI, full-stack development, AI tooling, data engineering, and scalable AI model deployment are top skill priorities for Infosys.

“We focus on creating a workforce that is AI-literate, AI-fluent, and capable of building, adapting, and applying emerging technologies in real-world business contexts. We have embedded generative AI and agentic AI modules into our foundational training programs and continue to evolve our learning ecosystem through in-house platforms to ensure alignment with industry demands. This skills-first, role-aligned strategy ensures that our talent stays ahead of the curve,” shares Mathew.

On Letting Go of Trainees: The Rationale

Mathew responds. “Every trainee joins with the clear understanding that performance evaluations are an integral part of their development and progress.”

Each trainee fills an Apprenticeship Registration Form, accepting their apprenticeship with Infosys, where the training cost is borne entirely by the company. The testing processes are outlined in the evaluation policy document and proactively communicated to all trainees.

“All trainees who did not pass their assessments were offered outplacement services and the option to enroll in upskilling programs to enhance their career prospects,” Mathew emphasises.

Impact on Employer Brand Among Young Job Seekers

Despite recent headlines, Mathew believes Infosys’s employer brand remains strong among young talent.

“We plan to hire 20,000 fresh graduates in FY26. Every new hire will absorb the #ThriveAtInfosys philosophy—a culture at work where we cheer for one another, balance effort and rejuvenation, support colleagues through challenging times, prioritise physical and mental wellness, recognise each other’s potential, and create growth opportunities aligned with diverse goals.”