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Multinational consumer goods corporation, Procter & Gamble plans to layoff 15% of its global workforce over the next two years. The FMCG giant has planned to cut 7,000 jobs in non-manufacturing departments, according to a report by Wall Street Journal.

The maker of Tide detergent and Pampers diapers is grappling with weakening consumer demand and higher costs from tariffs. In April, P&G  reported a decline in quarterly sales and lowered its fiscal-year sales forecast.

During the quarterly earnings call, the company said that to tackle the tariffs, it would consider "cost-cutting measures, alter product formulations, and raise prices on some items".

However, P&G said the layoffs are not intended to reduce costs but to improve organizational efficiencies. According to WSJ,  P&G said, "Job cuts are part of a broader reorganization to create a better work structure, with broader roles and smaller teams".

The FMCG firm has narrowed the number of categories of its daily-use products. Last year it sold its Vidal Sassoon hair care brand in China. 

In the past few years, P&G has divested smaller brands in Europe and Latin America as well to streamline its business.

P&G plans to cut 7,000 jobs in non-manufacturing departments over 2 years

Diversity hiring has witnessed a strong momentum in India's white-collar job market in the past year. According to a report by the job platform foundit (formerly Monster APAC & ME), a 24% increase in YoY diversity hiring was seen in India, led by a surge in the consumer electronics sector, and logistics & transportation sector.

Across the key groups, women constituted the largest share at 68% for diversity hiring. Persons with Disabilities (PwDs) accounted for 5%, indicating ongoing efforts to enhance accessibility and inclusion. The broader Diversity & Inclusion (D&I) category—which now includes LGBTQIA+ individuals, women, PwDs, and other underrepresented groups—stands at 27%.

The share of women in diversity hiring grew from 53% to 68% this year, the job platform said.

<a href="https://www.storyboard18.com/how-it-works/media-entertainment-sector-sees-18-hiring-surge-in-may-naukri-68339.htm">Media & Entertainment sector sees 18% hiring surge in May: Naukri</a>

Sector-wise, IT-Software & Services led in D&I hiring at 23%, followed by BFSI at 21%, Consulting & Analytics at 12%, ITES & BPO at 10% and Pharma at 8%, respectively.

The software & services sector grew its share of diversity hiring from 19% to 23%, while BFSI dipped from 30% to 21% over the last year. Sectors like e-commerce, retail, telecom, FMCG, and manufacturing are also advancing on their DEI journeys, the report mentioned.

"Encouragingly, diversity hiring has evolved into a strategic priority, with organizations embedding inclusion into core HR practices to drive meaningful representation for women, Persons with Disabilities, and other underrepresented groups," Anupama Bhimrajka, VP of Marketing at foundit said.

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The women-centric hiring was majorly seen in metro cities, driven by proactive initiatives in BFSI and IT leadership pipelines. Notably, companies based out in Mumbai and Pune are offering structured return-to-work programs and implementing diversity quotas in mid-to-senior management roles.

In terms of hiring Persons with Disabilities (PwDs), Delhi/NCR and Bengaluru are leading the way, particularly in roles across operations, HR, and government contracts.

India sees 24% YoY rise in diversity hiring: foundit report

Good Glamm Group has delayed employee salaries for the second consecutive month, citing ongoing financial struggles, according to reports. Despite earlier assurances that April and May salaries would be disbursed together in June, employees had not received payments as of June 3, creating uncertainty across the company.

The delay has also impacted former employees, with full and final settlements still pending. 

The company has reportedly been unable to secure new funding since January, with several anticipated investments falling through. In a bid to manage liquidity, Good Glamm has explored selling off portfolio brands — including discussions to return Organic Harvest to its original founders.

Read More:<a href="https://www.storyboard18.com/how-it-works/breaking-good-glamm-group-sees-silent-layoffs-amid-financial-woes-and-strategy-missteps-54345.htm" rel="noopener" target="_blank">BREAKING: Good Glamm Group sees silent layoffs amid financial woes and strategy missteps</a>

The financial strain has triggered a wave of exits, including that of former chief people officer Kartik Rao, who has since joined AI recruitment startup Vahan.ai. Freelancers, too, have raised red flags. Copywriter Babita Bharati posted on LinkedIn that she is yet to receive Rs 18,100 for work done with The Moms Co, blaming delays on pending investor funding.

As part of its restructuring, Good Glamm shut down its Vasant Kunj office earlier this year, briefly moved to Greater Kailash, and has since transitioned to a remote model. It is also in advanced talks to sell MissMalini Entertainment to Creativefuel, a marketing agency. Earlier, it sold Sirona back to its founders for Rs 150 crore — a steep markdown from its Rs 450 crore acquisition cost.

Investor confidence appears to have waned. Representatives from Accel, Prosus Ventures, and Bessemer Venture Partners resigned from the company’s board in January. While Good Glamm did raise $30 million in March to support working capital, a larger funding round remains elusive.

Read More:<a href="https://www.storyboard18.com/brand-makers/good-glamm-group-fails-to-pay-laid-off-employees-delays-current-staff-salaries-shuts-two-offices-64475.htm" rel="noopener" target="_blank">Good Glamm Group's laid-off employees' F&F not settled, staff salaries delayed, two offices shuttered</a>

Good Glamm delays salaries for second month amid financial struggles

Job platform Naukri has revealed a robust trend in hiring in May this year, led by accounting and finance, Gems & Jewellery, and Media & Entertainment industries.

The hiring in the gems & jewellery secto increased by 25% while in accounting/ Finance it rose by 20% in May 2025 on a year-on-year basis.

Additionally, the hiring sector also remained positive in Media& Industry sector at 18% in the same duration. 

According to the Naukri JobSpeak May 2025 report, white-collar hiring remained stable with Artificial Intelligence and Machine Learnings (AI/ML) roles (25%) most in demand across industries, alongside senior professionals.

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Moreover, sentiments for freshers hiring also remained strong in the non-IT sector, especially the media, insurance, and real estate sectors.

Notably, job sentiments in the IT sector remained subdued with 5% de-growth in hiring in May 2025. The animation sector was the biggest hit with a 25% drop in hiring in May this year, followed by the recruitment industry at 19%.

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Among cities, Hyderabad and Kochi witnessed 7% and 8% growth respectively, majorly driven by senior-level hiring with employees above 16 years of experience.

Pune also witnessed a surge in hiring at 4%, with a sharp rise in startups hiring at 26%.

Naukri's Chief Business Officer, Dr Pawan Goyal said, "In an otherwise stable job market, what stood out in May was the continued momentum in AI/ML hiring across metros alongside steady demand for senior professionals. It is also interesting to witness fresher hiring gain ground in non-tech industries which modes well for young talent".

Media & Entertainment sector sees 18% hiring surge in May: Naukri

While the quick commerce sector has continued its blitz through India’s urban landscapes, it is facing a severe challenge of high attrition among the gig workforce. The massive volatility in the delivery workforce has remained a structural challenge in quick commerce and ecommerce platforms, such as Flipkart, Amazon, Zepto, Blinkit, and Swiggy Instamart, According to a report by TeamLease Services, as many as 31% of the employers have lamented over the voluntary exits of gig workers. 

While there can be multiple reasons for high attrition, the report underscored that "platform-switching behavior, lack of long-term incentives, and the transitory nature of gig work," are the key factors the behind this trend.

Notably, the increased cost pressure has impacted the wages of the workers. Factors such as customer acquisition offers, free returns, and tight delivery deadlines have compressed the margins of e-commerce and quick commerce platforms. 

<a href="https://www.storyboard18.com/how-it-works/57-of-gig-workers-find-15-minute-deliveries-stressful-borzo-report-63003.htm">57% of gig workers find 15-minute deliveries stressful: Borzo report</a>

The report mentioned, "Platforms are finding it harder to balance wage inflation in metros and tier-1 cities with sustainable unit economics. The competition is fierce—and every rupee saved or lost at the labor level adds up at scale".

The other major human resource challenge for quick commerce companies is 'time-bound hiring'. 25% of employers said that delays in onboarding can elevate churn risk. 

'Expansion in gig roles'

Further, the report observed a the rise in job roles of gig workers, which is no more confined to delivery riders or freelancers, but is evolving into a strategic muscle across high-skill domains. 

According to the report, 64% of employers report rising gig adoption in sales and customer service. Companies are leaning on contractual CX agents, outsourced telesales teams, and platform-based service models. Gig-based support also rising for inventory turnover, just-in-time logistics, and micro-fulfillment is gaining ground, especially in FMCG, Q-commerce, and D2C ecosystems.

<a href="https://www.storyboard18.com/how-it-works/the-high-price-of-ratings-gig-workers-struggle-under-arbitrary-review-systems-62651.htm">The high price of ratings: Gig workers struggle under arbitrary review systems</a>

Besides, finance and accounting are also relying on gig professionals for short-cycle needs such as internal audits, reconciliations, and regulatory filings—particularly around tax season support or compliance projects. Around 33% of the employers are now using gig talent in strategic domains—from product design and UX research to market entry consulting and GTM strategy. 

According to Kartik Narayan, CEO-Staffing, TeamLease Services, "The future lies not in simply expanding headcount, but in shaping highly specialized, flexible teams that can scale, evolve, and thrive amid continuous market shifts. By fostering such talent ecosystems, companies will not only adapt but will lead India’s workforce into a new era of growth and opportunity".

Quick commerce faces high attrition challenge of gig workforce: TeamLease

A user on the social media platform Reddit has raised concerns about alleged pressure from a manager at Amazon to resign ahead of anticipated layoffs. The post, which appeared on the subreddit r/IndianWorkplace, quickly attracted attention for its depiction of internal turmoil at the e-commerce giant.

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Posting anonymously, the individual claimed to hold a Level 3, non-technical position at Amazon and described a recent conversation with a manager. According to the account, the manager warned that termination by human resources was likely within the week and advised the employee to submit a resignation immediately.

“So I am in an L3 role at Amazon (nontech) and I just had a call with my manager that there is a pretty good chance that the HR will terminate me by Friday or max next week, so it's best to self-resign and is asking me to resign by today as per the instructions given to her,” the user wrote.

The poster added that the manager assured him resignation would spare him the obligation of serving a notice period, while still receiving the equivalent compensation.

Yet the employee expressed hesitation, noting that Amazon typically issues annual bonuses in late May. “Here is my concern—we get the yearly bonus in May every year and I am scared that I won't be getting the bonus in addition to my salary,” the post continued.

The Reddit user also claimed that termination could result in blacklisting from future employment opportunities at the company.

While the post does not provide any identifying details or independent verification of the user's employment, it has sparked a flurry of responses from the Reddit community, many of whom cautioned against resignation.

“If you resign, you have to serve the notice period. If you get terminated then you get severance,” one commenter wrote.

Another added, “Don’t resign! You won’t get severance in that case. You will still be blacklisted internally as a ‘bad hire.’ Your manager is trying to save money for severance. Don’t fall for that.”

Amazon has not commented publicly on the post, and it remains unclear whether the account reflects broader trends within the company. The tech giant has undergone multiple rounds of layoffs over the past two years as part of wider cost-cutting initiatives.

<a href="https://www.storyboard18.com/digital/google-engineer-responds-to-microsoft-layoffs-says-tech-pays-5x-more-than-government-jobs-65993.htm">Google Engineer responds to Microsoft layoffs, says ‘Tech pays 5x more than government jobs’</a>

'Resign now or get laid off later?' Employee shares puzzling situation on Reddit

An employee's body, working at Artificial Intelligence startup Krutrim, has been found at Agara Lake in Bengaluru. Company's founder Bhavish Aggarwal has confirmed the death of Nikhil Somwanshi, who was a 25-year-old machine learning engineer at Krutrim.

Aggarwal described the incident as a "tragic passing".

Additionally, a Krutrim spokesperson told media, "We are deeply saddened by the tragic passing of one of our most talented young employees, Nikhil, on the 8th of May. Our thoughts and heartfelt sympathies are with his family, friends, and loved ones during this incredibly difficult time".

Further, the spokesperson ensured that the company would offer support to the family of the deceased. 

"As a company, we are heartbroken by this loss. Nikhil was a valued team member, and his absence will be deeply felt by all who knew and worked with him," the spokesperson added.

Nikhil joined Krutrim, the AI company owned by Ola, in August 2024.

According to media reports, Nikhil was a bright student who completed his master's degree from the Indian Institute of Science (IISc) in Bengaluru. He scored a 9.30 GPA. 

However, post Nikhil's death, unnamed users on platforms like Reddit have alleged that his death was a suicide due to the toxic work culture at Krutrim.

A Reddit user named 'Kirgawakutzo' alleged that Nikhil's manager, Rajkiran Panuganti, routinely used "traumatic" language toward new recruits, fostered a hostile atmosphere, and created a toxic work environment that led to multiple team resignations.

A Business Standard report mentioned that several Krutrim employees also described the manager's behaviour as 'aggressive', who used to belittle junior employees, and labeled them as incompetent. 

In another media report, a former Krutrim employee said that the manager always used to shout at employees and had no management skills.

Storyboard18 could not independently verify the claims made in the Reddit post.

Last year, Anna Sebastian Perayil, a chartered accountant at Ernst & Young (EY), tragically passed away, four months after joining the firm. 

The parents of a 26-year-old employee alleged that the "overwhelming work pressure" at her new job took a toll on her health and led to her death.

According to a report by YourDOST, an emotional and mental wellness startup, more than 64% of employees between 21 and 30 face stress. The report found that employees under extreme stress decrease with age. For instance, 53% of employees between 40-50 years face workplace-related stress. YourDOST data indicates that relationship problems and self-improvement rank highest among reasons people seek counseling, followed by career anxiety.

Krutrim employee found dead in Bengaluru lake, company issues statement

IPO-bound Urban Company's founders took home a salary of nearly Rs 1 crore in fiscal year 2025. The remuneration of founders Abhiraj Singh Bhal, Raghav Chandra, and Varun Khaitan in FY25 was Rs 1.45 crore each, respectively. 

Bhal is the Chairperson, Managing Director, and Chief Executive Officer of Urban Company. He was re-designated as the Managing Director following a resolution passed on 19 February 2025. Bhal's period as the MD of Urban Company will end in 2030. According to the Draft Red Herring Prospectus (DRHP) of the Gurugram-based firm, Bhal is entitled to a fixed remuneration of Rs 2 crore per annum. Bhal is responsible for overall strategy, business growth, market expansion, operations, and investor relations in the company. He is the chairperson of the Confederation of Indian Industry’s Unicorn Forum and a member of the National Startup Advisory Council. He was previously associated with the Boston Consulting Group and has over 13 years of experience.

On the other hand, Chandra is the Executive Director and Chief Technology and Product Officer, and Khaitan is the Executive Director and Chief Operating Officer at Urban Company. Both Chandra and Khaitan are entitled to a fixed remuneration of Rs 2 crore per annum. Chandra, who holds a bachelor’s degree in science from the University of California, Berkeley, foresees product technology, design, and automation at Urban Company. Whereas, Khaitan is responsible for business operations across the services and products business in India and overseas. He was previously associated with Qualcomm Incorporated and the Boston Consulting Group.

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'Remuneration of C-Suite executives'

As per the Urban Company's DRHP, Chief Financial Officer Abhay Krishna Mathur was paid an aggregate compensation of Rs 2.15 crore in FY25. Mukund Kulashekaran, Chief Business Officer at UC, was paid an aggregate compensation of Rs 1.77 crore in FY25. Before joining Urban Company, Kulashekaran was associated with ITC Limited, Boston, Consulting Group (India) Private Limited, and Zomato Limited.


'Changes in Urban Company's board'

Urban Company saw the exit of three non-executive nominee directors in 2024, including Vishal Vijay Gupta, Ravi Chandra Adusumalli, and Abhinav Chaturvedi. In contrast, the app-based beauty and home service provider appointed Vamsi Krishna Duvvuri in the same position in 2024. 

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Urban Company filed the DRHP with the Securities and Exchange Board of India (Sebi) last week. The unicorn startup plans to raise Rs 1,900 crore via public listing. 

From the raised amount, Urban Company will be allocating Rs 190 crore for the development of new technology and cloud infrastructure. The service platform has earmarked Rs 70 crore towards lease payments for office spaces, Rs 80 crore for marketing initiatives, and the remaining funds for general corporate purposes.

IPO-bound Urban Company's top earners: A glimpse into CXOs paychecks

In a fourth round of layoffs in 2025, IT giant Infosys has dismissed 195 trainees from a batch of 680 after the candidates failed in an internal assessment, Moneycontrol reported.

So far, the Bengaluru-based firm has terminated around 800 trainees since February 2025. 

The IT firm terminated more than 300 trainees in February, 30-35 in March, followed by 250 trainees on April 18. 

In an email on 29 April, Infosys told laid-off staff that they had failed to meet the qualifying criteria in the 'Generic foundation training program' despite "additional preparation time, doubt-clearing sessions and several mock assessments and three attempts," Moneycontrol reported.

<a href="https://www.storyboard18.com/how-it-works/infosys-axes-another-240-trainees-for-failing-internal-assessments-62716.htm">Infosys lays off another 240 trainees for failing internal assessments</a>

Infosys is offering an alternative career option to the affected trainees, including 12 weeks of training for potential roles in Infosys Business Process Management (BPM), who were on-boarded after a delay of more than 2.5 years.

The company is sponsoring trainees, opting for the BPM course, and offering a one-month ex-gratia payment along with a relieving letter for the affected trainees. 

<a href="https://www.storyboard18.com/brand-marketing/infosys-ups-marketing-expenses-by-8-8-in-q4-fy25-attrition-increases-to-14-1-62590.htm">Infosys increases marketing expenses by 12.8% in Q4 FY25, attrition rises to 14.1%</a>

Of those impacted trainees, around 250 have enrolled in upskilling programmes through upGrad and NIIT. Infosys has tied up with upGrad for BPM training and with NIIT for IT training.

The Karnataka Labour Department gave a clean chit to Infosys in February this year, saying there has been no violation of labour law by the company.

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The officials from the department visited the campuses in Bengaluru and Mysuru to assess the situation following the reports of layoffs.


The department said, "They were all only trainees and some underwent training for three months. We cannot call it a layoff, so these labour laws are not applicable in such cases. A layoff applies when there is a regular employment".

Infosys has maintained that as per their policy freshers will not be able to continue with the organisation if they fail the assessment.

The country's second-largest software services exporter witnessed a marginal rise in attrition rate in the March quarter FY25 at mid and senior levels.

The attrition rate rose to 14.1% in Q4 FY25 from 13.7% in the December quarter. Infosys hired 15,000 freshers in the March quarter.

Infosys dismisses another 195 trainees in 4th round of layoff since Feb 2025

Beyond the hallowed halls of premier institutions, Indian startups are redefining the talent playbook by prioritizing intellectual curiosity, emotional intelligence, and potential over traditional pedigree. For instance, co-founder of wearable electronics startup Boult, Varun Gupta, revealed that among the 10-highest paid employees in the company do not have best resumes, top-notch skills or degrees from the premier institutes like IITs or IIMs.

Gupta stated that Boult applies a three-part formula to identify top performers: 'IQ (those who can figure things out), EQ (those who can lead without a title), and Hunger (those who treat the company as their own)'.

"In the real world, no one cares about what you know or how long you have worked," Gupta mentioned on social media. "It’s all about how fast you think, how well you execute, and how hungry you are to win".

Last month, Ankit Aggarwal, founder and CEO of Unstop, hired salesman who had assisted him in buying a printer. Aggarwal said that Sandeep's hiring was based on one factor: showcasing his skills and creating impact.

Aggarwal had assigned Sandeep to develop an app as a test, which he successfully created, securing a job.

"For us, formal applications aren't always necessary," Aggarwal said. "What’s more important is your attitude and inclination towards learning and creating an impact in the long run". 

Lab-grown diamond startup Jewelbox's co-founder, Vidita Kochar, said she looks for "decent smartness" in employees who can think logically. "We're not fixated on the idea that people need to have impressive degrees or background," Kochar said.

India’s startup ecosystem is disrupting not just markets but also traditional hiring practices and team-building approaches. 

According to Shantanu Rooj, Founder and CEO, TeamLease Edtech, recruiters are intentionally seeking candidates who demonstrate entrepreneurial thinking and a willingness to "own outcomes."

'Beyond degrees'

According to a study by specialist staffing firm, Xpheno, 61% of employees of over 110,000 white-collar professionals working at 115 Indian-born unicorns hold degrees from non-premier institutions. In contrast, 29% of employees at high-value startups hold one or more qualifications from premium tech or business schools. 

Notably, the proportion of pedigreed qualifications is lowest at the entry level, with only 22% of those with 1- 3 years of experience holding a qualification from a premier tech or business institute. The number rises gradually with experience, peaking at 34% in the 9 to 12 years experience bracket, before dropping marginally at higher experience levels.

Zoho founder Sridhar Vembu has adopted a different strategy altogether when it comes to hiring employees. The software technology firm has started its Zoho Schools of Learning, through which it recruits students directly after high school and pays a stipend of Rs 10,000 during their training period. Zoho has claimed that 10% of its workforce does not have a college degree. 

Rooj said that founders are embracing non-traditional recruitment models that prioritize real-world problem-solving (IQ), emotional intelligence and team dynamics (EQ), and entrepreneurial thinking. He said that assessments focus on how quickly candidates can identify and solve unique challenges, and startups look for individuals who can lead, collaborate, and influence regardless of title. Additionally, many recruiters intentionally choose candidates who demonstrate a willingness to "own outcomes," showcasing a shift towards more result-driven approaches.

Arindam Mukherjee, co-founder and CEO of NextLeap, recounted a conversation with a fellow founder about recruitment. They had hired a candidate for a Product Manager role who held a degree from a Tier 2 college, and the impressive aspect was her persistence throughout the interview process. 

While prominent startups still prefer candidates from prestigious institutes for mid-to-senior level roles, this trend is evolving. With the increased democratization of knowledge, many are recognizing that talent can emerge from diverse backgrounds, and there is a greater focus on skill.

"For junior-level roles, skills-based hiring is more prevalent with a greater focus on potential and adaptability. At the mid to senior levels, there is greater focus on elements like the ability to work collaboratively with others, the ability to deal with ambiguity & build resilience in teams, the ability to navigate a networked world and digital mindset," Sankalp Mohanty, Partner, Deloitte India.

According to Xpheno, 28% of employees hold a UG qualification from a premier institution. A 72% majority are bachelor's degree holders from non-premier institutions. More than one-third (34%) of employees holding a Master's degree are from a premier institution. A 64% majority are master's degree holders from non-premier institutions. Despite the relatively higher ratio of pedigreed institution qualifications, the majority of PG qualifications even at the senior talent level (60%) are from non-premier institutions.

Unstop's Aggarwal said, "Many individuals build strong skillsets through self-learning, internships, bootcamps, or real-world experience. A formal degree may not always capture their potential or capabilities. Some of the most talented students may not have the right means and guidance to find their way to top colleges and universities. But when given the opportunity, they have the hunger and resilience to grow and make an impact".

According to the experts from staffing firms, the future of hiring in India is firmly rooted in capability, not credentials. As AI and automation transform workplaces, traditional degrees will become just one of many indicators of employability.

"The workplace of the future will be far more meritocratic, agile, and inclusive — and that’s a win for both employers and the vast, under-tapped talent pool across India," Rooj added.

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