Where Freshers Are Actually Getting Hired in 2026 | GCCs, Startups, Big IT | 90-Day Plan

Summary

The video argues that fresher hiring has not stopped, but is shifting. Companies are reducing some middle- and senior-level roles while selectively hiring entry-level talent with current technical skills. Candidates should focus their preparation on one hiring path rather than trying to prepare for every type of employer at once.

Where freshers are being hired

Large IT services firms are still hiring, but plans are selective and shaped by client budgets, automation, and changing skill needs.

• TCS reportedly reduced its overall headcount by 23,460 in a year while onboarding 44,000 trainees in FY26 and issuing 25,000 campus offers for FY27. The video attributes this contrast to reductions in senior and middle layers alongside fresher hiring.
• The video says TCS added 9,279 employees in a later quarter, with nearly 14,000 freshers joining that quarter.
• Wipro reportedly planned to hire 10,000–12,000 freshers in FY26 and hired 7,500. Its HR head reportedly said there was no fixed fresher-hiring target for FY27, with hiring dependent on demand.
• Infosys reportedly hired 20,000 graduates the previous year and planned to hire 20,000+ in the current year, with nearly 4,000 hired in the first quarter. It also plans to build 6,000 “frontier engineers” over the next few years.

Global Capability Centres (GCCs) are in-house technology and business operations offices that multinational companies establish in India. Unlike service firms working on client assignments, GCC teams work on the parent company’s products and internal systems. Roles can include engineering, AI, data analytics, finance, and operations.

• The video reports that GCCs’ share of fresher hiring rose from 8% to 11%, while IT services’ share fell from 32% to 24%.
• GCC hiring reportedly grew 10% in August 2026.
• Bengaluru was said to account for 29% of GCCs and Hyderabad 14%, followed by Pune, Chennai, and NCR.
• The subtitle’s GCC workforce figure—“more than 23,000”—may be incomplete or mistranscribed.

Startups are hiring, but the bar for entry-level candidates is rising.

• 93% of e-commerce and technology startups reportedly planned to hire freshers in the second half of the year.
• The entry-level share of startup hiring fell from 41% to 36%.
• AI roles rose from 24% to 32% of startup tech hiring.

The video’s implication is that startups expect candidates to contribute quickly, with less time available for training.

Emerging technical and infrastructure roles include three in-demand fresher positions named in the video: AI Application Developer, Junior Semiconductor Design Engineer, and Data Center Operations Associate. Semiconductor/VLSI and data-centre work may also create opportunities for ECE and other engineering graduates.

• Overall fresher hiring reportedly rose 15%.
• The video cites 28% growth in Coimbatore and 48% growth in Hyderabad.

What employers look for

• Internship or practical experience: The video says nearly six in ten fresher job postings or interviews prefer internship experience.
• Demonstrable work: Recruiters may value deployed projects and relevant experience over a résumé dominated by certificates.
• Foundational skills: Build programming and problem-solving fundamentals, plus relevant skills such as DSA and SQL.
• AI fluency with understanding: Learn to use AI tools, but be able to explain, debug, and reason about AI-assisted code. The video notes that Infosys has more than 80,000 employees using AI coding tools.
• Role-specific preparation: Requirements differ across service IT, GCCs, startups, and core engineering roles.

90-day preparation playbook

First 30 days: Choose a lane and build fundamentals

• Pick one target path: big IT, GCC, startup, or core engineering.
• Choose a primary language such as Java or Python; practise DSA and role-relevant basics.
• Follow a suggested routine of two hours daily: one hour for concepts and one for problems, with a weekly review.

Days 31–60: Build proof of work

• Create two projects that address practical or college-related problems.
• Integrate relevant tools, APIs, a backend, and a database; use AI where it adds value.
• Deploy the projects and include live links in the résumé.

Days 61–90: Apply consistently

• Register for relevant large-company and off-campus assessments.
• For startups, contact founders or hiring teams directly.
• Track applications and follow-ups in a spreadsheet.
• Set a cadence of one small task per day, or 90 tasks over 90 days.

Other recommendations

• If you already have a service-company offer, the presenter generally advises joining rather than waiting for a GCC opportunity. Review any employment bond before deciding.
• ECE and mechanical graduates should also consider semiconductor, VLSI, and data-centre roles.
• Candidates at tier-three colleges may need to pursue referrals, direct outreach, and online applications for GCC roles.
• Consider postgraduate study for a clear academic or long-term goal—not simply as a guaranteed route to employment.

Note: Figures and timelines above are reported as stated in the subtitles; some dates or numbers may be affected by transcription errors.

Presenter and sources: Swaroop, from Swaroop Talks. Sources cited in the video include company results and statements, Naukri JobSpeak, NASSCOM-Zinnov, TeamLease, and Foundit.