The Indian IT sector is undergoing significant leadership changes as several C-suite executives transition across major companies. Notable movements are seen at Wipro, Infosys, HCLTech, and Tech Mahindra. These shifts signal changes in strategic directions as these firms adapt to global challenges and digital transformation demands.
Wipro has announced the appointment of a new Chief Technology Officer as part of its ongoing strategy to embrace innovative technologies and expand its global footprint. The new leadership is expected to drive Wipro’s focus on artificial intelligence and machine learning applications in enterprise solutions. Infosys has seen a reshuffling at the executive level, with a new Chief Operating Officer taking the helm.
This move aims to streamline operations and improve efficiency amid a challenging global economic environment. The new COO brings a wealth of experience in operational excellence and strategic initiatives, promising improved market responsiveness. HCLTech has welcomed a new Chief Financial Officer who will oversee the company’s financial health and strategic investments.
The company’s focus remains on expanding its digital services and enhancing its cybersecurity offerings, with the new CFO expected to play a crucial role in these areas. Tech Mahindra has made several key appointments, including a new Chief Marketing Officer to lead its global marketing strategy and brand evolution. These changes are part of Tech Mahindra’s broader effort to enhance customer engagement and leverage new digital channels for growth.
These leadership changes reflect the dynamic nature of the Indian IT sector, which remains a critical player in the global technology landscape. As these companies continue to innovate and expand their capabilities, the new executives will be instrumental in navigating the industry through evolving market conditions and technological advancements. The reorganization at the top levels of these IT giants signifies an ongoing commitment to remaining competitive and responsive to client needs in an era where digital transformation is paramount.
With new leadership at the helm, Wipro, Infosys, HCLTech, and Tech Mahindra are poised to strengthen their positions in the global market. Veterans at Wipro Ltd are steadily rising to the top under CEO Srinivas Pallia’s leadership. Since taking over as chief executive on 6 April, Pallia has overseen eight top-level changes, promoting internal candidates in six cases.
Chief marketing officer Laura Langdon resigned earlier this week and will be succeeded by Asia business CMO Ranjita Ghosh, marking another notable leadership change. Langdon, who joined Wipro as CMO in March 2019, is expected to leave in February. Ghosh, a two-decade veteran of the company, will assume her new role from Bengaluru.
Pallia’s talent strategy is evident in these promotions, reflecting his own background of over three decades at the Bengaluru-based firm. Following Pallia’s appointment as CEO, Malay Joshi took over as CEO of Americas 1, Wipro’s largest market unit, in April. Joshi’s promotion was quickly followed by the elevation of Hari Shetty to chief strategist and sales excellence officer in May.
Also in May, Vinay Firake, a Wipro veteran with more than 28 years of experience, replaced Anis Chenchah as president of the Asia Pacific, India, Middle East, and Africa regions. The role of chief technology officer saw Sandhya Arun stepping in for Subha Tatavarti in August. Lastly, Srikumar Rao succeeded Harmeet Chauhan in October to lead Engineering Edge, Wipro’s engineering division.
Despite Wipro’s prominent reliance on promoting from within, there have been key external hires. Sanjeev Jain took over as chief operating officer in May, replacing Amit Choudhary. In June, Bruno Schenk was appointed country head and manager of the company’s Switzerland business.
A hiring industry expert noted that internal promotions often have higher chances of success. “Internal candidates know the company better than an outside hire, and the chances of them succeeding in their role are higher,” said Navnit Singh, chairman and regional managing director of Korn Ferry. The leadership changes come amid Wipro’s efforts to revive its fortunes following a full-year revenue decline.
Leadership changes at Indian IT giants
FY24 revenue of $10.8 billion was 3.8% below the previous year’s. Singh highlighted that while internal candidates might face extra pressure due to their familiarity with the company, they generally do not require the acclimatization period needed by external hires.
The company has seen significant leadership churn, with at least 30 senior vice-presidents and above departing in the last two years. However, Chief Human Resources Officer Saurabh Govil remains confident that these changes will not disrupt operations. Analysts at Axis Capital foresee stability in the leadership changes.
“Most of the senior replacements appear to be internal hires/promotions and old-timers in the company. We reckon that Wipro’s leadership churn could stabilize as the new organization under Srini’s leadership settles down,” they stated. Wipro, once larger than Infosys Ltd, now India’s second-largest IT services company, faces challenges in reversing a full-year revenue decline and addressing leadership exits.
Under Pallia’s leadership, the company is focusing on cost-saving measures rather than significant radical changes, shifting expensive offsite meetings to virtual format and emphasizing operating margins in client conversations. Throughout 2024, the Indian IT industry witnessed a string of top-level exits, with many leaders leaving prematurely before their official tenure ended. While some companies replaced the vacuum internally, others brought in talent from outside.
These C-level exits could have severely impacted business continuity if not handled meticulously. However, the industry seems to have tackled the crisis well enough with new leaders taking on the mantle. Wipro perhaps bore the brunt of some of the most high-profile exits.
In April, Wipro announced that its first expatriate chief executive Thierry Delaporte was leaving and company veteran of three decades Srini Pallia would be taking over. Delaporte still had another year left of his five-year term as CEO of Wipro, and his resignation came abruptly, although industry watchers said they saw it coming. Before Delaporte, Wipro had seen a series of leadership exits, including that of Chief Financial Officer (CFO) Jatin Dalal and Chief Growth Officer Stephanie Trautman.
It is believed that these exits, along with Wipro’s lacklustre financial performance, led to the departure of Delaporte. In August, Wipro’s Chief Technology Officer (CTO) Subha Tatavarti resigned to pursue opportunities outside Wipro. Tatavarti was appointed to the position of CTO in April 2021 by Delaporte.
Earlier this year, Vikram Nair, Tech Mahindra’s business head for Europe, Middle East and Africa, resigned after a stint of 19 years in the company. India business head Jagdish Mitra also quit the IT company to launch generative AI SaaS startup Humanize. Last year, Cognizant appointed Infosys President Ravi Kumar S as CEO, replacing Brian Humphries, who had stepped down.
In its proxy filing, Cognizant said that Humphries’ separation was considered an “involuntary termination without cause.” A few months later, Wipro’s Dalal joined Cognizant as its CFO. Experts believe while these departures can impact business continuity, market perceptions, and team morale, they are sometimes necessary for both the leader and the organization to thrive. “Leadership changes are also an opportunity for growth and fresh thinking.
Bringing in external leaders can bring new perspectives and innovative ideas that challenge the status quo. At the same time, it’s crucial to nurture and develop internal talent to ensure continuity and preserve the organization’s culture. Striking the right balance between internal leadership development and external hires is essential for the long-term success of any organization,” said Neeti Sharma, CEO, TeamLease Digital.
“Every leadership transition leaves a mark—on teams, the market, and the organization’s future. How we prepare for these moments and adapt to them defines our resilience. It has to be about ensuring that the organization is ready for change, maintaining trust with teams and stakeholders, and staying focused on our broader goals,” added Sharma.
Despite the significant exits, the Indian IT sector has demonstrated resilience and adaptability in overcoming this leadership crisis.
