Wipro announced on January 17 that it plans to hire 10000-12000 fresh graduates from campuses for the fiscal year 2025-26. The Chief Human Resources Officer Saurabh Govil mentioned that while hiring numbers may vary each quarter the company expects to onboard this many freshers annually. For the current fiscal year the company aims to hire about 10000 freshers with around 7000 already hired by Q3 and an additional 2500-3000 expected in the next quarter. In comparison Wipro’s competitor Infosys also plans to hire over 20000 freshers in FY26 signaling recovery in demand and increased spending in various sectors. However Govil emphasized that Wipro is being cautious with its hiring ensuring it does not make offers it cannot follow through on aiming for a more consistent and controlled approach. Wipro is reassessing its hiring strategy focusing on improving employee utilization rates and reducing attrition to increase profit margins. The company will continue its hiring of 2500-3000 freshers every quarter and has resumed regular campus recruitment after a stop-start approach in the past two years. Additionally Wipro is using Artificial Intelligence (AI) to assist in fresher-level hiring with some human involvement marking a significant shift in its recruitment process. Revoking Fresher Offers: When asked about the cancellation of fresher offers extended to 2022 engineering graduates Wipro’s Chief Human Resources Officer Saurabh Govil according to moneycontrol.com explained that the decision was due to the long delay between offering jobs and actually onboarding the candidates. In the wake of a weak macroeconomic situation IT companies including Wipro delayed onboarding freshers from 2022 and 2023 as discretionary spending dropped in key markets. At the time Wipro offered candidates the option to take a pay cut in exchange for an early onboarding but later some freshers were let go after failing internal performance assessments. Govil further clarified that the company took steps to ensure candidates were industry-ready by providing them with online skilling opportunities and assessing their technical and communication abilities before bringing them onboard. He also noted that the reassessment process was necessary to maintain quality standards and ensure new hires could meet the evolving demands of the IT industry. Given the two-year gap we didn’t want to onboard individuals who had lost touch. The reassessment ensured we brought in candidates who could meet current requirements” he added. However the company did not disclose the exact ratio of rejections to acceptances during the reassessment process.