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Why should you immediately shift your focus to being a Data-centric organization?

The past decade witnessed an exponential surge in data generation, driven by its value in decision-making. Businesses are pivoting towards data-driven cultures, leveraging customer insights for personalization and strategic decisions, resulting in enhanced efficiency and cybersecurity.

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Regulating app stores - Implications of Japan moving against different app stores

In a significant move, Japan has taken a stand against the monopolistic practices of these companies by recommending changes to their app store policies. This article explores the implications of Japan’s move and the broader global trend of regulating app stores.

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Taking charge of your online privacy: tips to stay safe on the web

This Safer Internet Day, take charge of your online privacy and keep your data safe and prevent unwanted access to sensitive information.

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A Leadership Journey: Eight Years of Impact at Nineleaps

Careers are often measured in titles and timelines. Real impact, however, shows up in the moments between. It appears in the teams you build, the people you grow, and the values that hold when things get hard.In this quarter’s IMPACT story, we sit down with Vineet Punnoose, Senior Vice President - Data Engineering at Nineleaps. He reflects on eight years of growth, leadership, and lessons learned while building teams, client ecosystems, and a culture rooted in trust. Q: Can you introduce yourself and tell us your role at the company?Hi, I’m Vineet Punnoose, and I currently serve as Senior Vice President, Data Engineering at Nineleaps. In this role, I focus on growing strong engineering teams, shaping client ecosystems, and ensuring that what we build creates meaningful impact for both our clients and our people.Q: How long have you been with the company, and what initially attracted you to this position?I’ve been with Nineleaps for eight years. I joined as Senior Manager of Data Engineering and Operations, drawn by the company’s energy and its belief in innovation paired with people development. From the start, it felt like more than a role. It felt like a chance to build something meaningful with people who genuinely cared about doing things right.Q: What is your day-to-day like in your current role?No two days look the same. My time is split between assessing team health, participating in sales pitches, and exploring new technology stacks. I move between strategic conversations and hands-on problem-solving with teams. That mix of people, technology, and ideas is what keeps the work exciting.Q: How have you grown professionally since joining the company?I’ve grown from Senior Manager to Senior Vice President, but the real growth goes far beyond titles. Over time, I’ve learned to think bigger, trust teams more deeply, and take on responsibilities that pushed me outside my comfort zone. Each step came with challenges that shaped how I lead and how I approach decision-making.Q: What skills have you developed or strengthened during your time here?The growth has been multidimensional.Technical skills: Staying hands-on with engineering to remain relevant.Product thinking: Understanding the full product lifecycle and business impact.Team building: Creating environments where people can grow, not just perform.Leadership and soft skills: Communication, empathy, negotiation, and emotional intelligence, skills that matter most when leading at scale.Q: How would you describe the company culture?It’s a culture where effort and ideas matter more than hierarchy. The open-door policy is real. Anyone can speak to anyone. Contributions are valued over titles, and people are treated as whole individuals, not just roles on an org chart.Q: Can you share an example of when the company’s values aligned with your personal values?Nineleaps balances ambition with responsibility. From flexible work policies to investments in learning and clear growth paths, the company consistently demonstrates that sustainable growth and people-first thinking can coexist. That alignment has reinforced my belief in building organizations that care deeply while aiming high.Q: What do you enjoy most about working here?The people. I genuinely look forward to work because of the conversations, collaboration, and shared sense of purpose. When you’re surrounded by people who inspire and support you, work becomes meaningful rather than transactional.Q: What has been the most rewarding project you’ve worked on?Building the Uber team stands out. Watching it grow from 40 members to over 150 has been incredibly fulfilling. Beyond the scale, what mattered most was seeing individuals step into leadership, tackle complex challenges, and grow alongside the organization.Q: Can you share a challenge and how the company supported you?My daughter suffered a severe accident and was hospitalized in the ICU. During that time, I was struggling to balance critical work commitments and being there for my family. Without hesitation, my manager stepped in, took over responsibilities, and asked me to focus entirely on my daughter’s recovery. That moment defined what our culture truly means. Support when it matters most.Q: What has it been like working closely with the leadership team?It’s been empowering. Transparency and accessibility allow us to understand not just decisions, but the thinking behind them. That exposure has helped me become a more thoughtful and effective leader.Q: What does it mean to head an entire client ecosystem?It is a responsibility I take seriously. The role is about bridging client aspirations with delivery excellence, anticipating needs, building trust, and creating partnerships that extend beyond individual projects.Q: How has your experience been working across teams and departments? Highly collaborative. Silos don’t define how we work. Engineers, product managers, sales, and HR all bring different perspectives, and the best solutions emerge when those viewpoints come together.Q: What advice would you give someone considering joining Nineleaps?Come with a growth mindset. This is a place where you’re challenged and supported in equal measure. Speak up, take ownership, and invest in relationships. The people here are what make the journey meaningful.Q: What makes Nineleaps stand out in the industry?A genuine people-first culture, real meritocracy, a strong focus on innovation, deep client partnerships, and growth that never compromises wellbeing. That balance is rare, and it’s what makes the difference. Looking back on eight years at Nineleaps, Vineet’s journey reflects more than professional advancement. It tells a story of trust, growth, and leadership rooted in empathy. From building large-scale teams to navigating deeply personal challenges, his experience underscores a simple truth. The strongest organizations are built when people are supported as humans first.As Nineleaps continues to grow, stories like these remind us that impact is measured not just in outcomes, but in how we show up for one another along the way.

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Navigating the Campus Recruitment Journey: From Student to Recruiter

Earlier this year, we were sitting shoulder to shoulder in packed auditoriums, beginning our own campus recruitment journey. Résumés in hand, answers half rehearsed, confidence carefully performed. Like everyone around us, we were doing the quiet math in our heads. Did that answer land? Did we miss something? What happens if our names do not show up on the Final Selects list? Behind the smiles was a mix of excitement and uncertainty we did not yet have words for.A few months later, the room looks different.Today, we are the ones at the front, representing Nineleaps and delivering Pre-Placement Talks to more than 1,500 students across campuses in Bangalore, Mangalore, and Hyderabad. We have coordinated end-to-end recruitment drives, fielded the same questions we once asked, and learned what it means to carry an organization’s voice into a room full of expectations. Somewhere between waiting for results and addressing auditoriums, the shift happened quietly but completely.Behind these moments on stage were days of detailed planning and coordination. From structuring recruitment timelines to managing logistics across campuses, we learned to balance precision with adaptability. We coordinated interviews with multiple panelists, both online and offline, ensured seamless transitions between rounds, aligned schedules across teams, and stayed closely connected with panelists to keep the process running smoothly. Each decision, follow-up, and adjustment reinforced how much thought and responsibility go into creating a fair and efficient hiring experience.The most grounding moment came when we returned to campus not as students, but as recruiters. Walking through familiar corridors with a Nineleaps' Identity felt surreal. We met students who mirrored our own past selves. The same nervous smiles. The same hope of landing a first role. The same readiness to begin.That contrast stayed with us.It sharpened our understanding of the trust placed in us so early in our careers, and of how consequential campus hiring can be. Being asked to represent the organization, guide conversations, and play even a small role in someone else’s beginning is not something we take lightly.From campus hires to campus hosts, this campus recruitment journey is a full-circle moment we will carry forward. We are grateful for the growth, the learning, and the confidence built along the way. We are excited for the stories still unfolding, both ours and those of the students we meet next.“Standing where we once hoped to be, and now helping others begin, is a reminder that growth is not only about how far you go, but how you return.”

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Beyond the Resume: Career Transformation at Nineleaps

What happens when a company actually backs up its talk about valuing potential over pedigree? For Pavan Thejamurthy, Director of Programs at Nineleaps, the answer lies in a remarkable career transformation at Nineleaps, an eleven-and-a-half-year journey featuring five distinct chapters. Pavan's story is compelling proof that a single organization can truly be the launchpad for a multifaceted, evolving career path.Defining the Role:As a Director of Programs, Pavan's primary function is strategic oversight, which means more than just managing timelines. It involves acting as the strategic partner for Nineleaps' clients and a supportive leader for the internal teams. He ensures that their output goes beyond product construction and focuses on solving the clients' core business challenges, thereby building long-term, impactful relationships.Pavan’s tenure began in 2014, surprisingly not in tech, but on the marketing team. While initial curiosity about technology pulled him in, the enduring appeal has been the opportunity. He wasn't hired for one fixed role; he was given the canvas to build a career defined by the potential for roles he hadn't even known he wanted yet.Pavan notes that his day-to-day work is centered entirely on communication and strategy, meaning there is rarely a "typical" routine. His schedule is a mix of three critical areas: connecting with clients to discuss their broader roadmaps, moving beyond the scope of just the current sprint; empowering his project teams by helping them unblock obstacles and ensuring they have the necessary clarity; and focusing on forward-looking strategy through proactive risk management.The Transformational Journey:Pavan’s professional journey at Nineleaps has been truly transformational. Starting with almost no technical background, he progressed through Senior Market Research Executive, Business Analyst (where he had to learn to translate business needs into technical requirements), and Senior Project Manager. Today, as Director of Programs, he strategically manages entire client ecosystems. This path represents five distinct careers built under one roof. This growth took him from a non-technical starter to a confident leader capable of managing complex, end-to-end product development and AI projects. While he credits Nineleaps with teaching him the technical fundamentals of product development and agile methodologies, the most vital skills developed were on the leadership and strategic side: navigating high-stakes client relationships and communicating complex technical ideas. He quickly learned that his ability to build trust is the most critical skill he possesses.The Culture Pillars of NineleapsPavan describes the company culture using three specific words: Opportunity, Trust, and Learning. He observes that the culture is built on the belief that potential matters more than one’s fixed resume. Leadership provides a high degree of autonomy and trusts employees to own their tasks. This forms the basis of a culture defined by continuous learning, meaning stagnation is never an option for those who want to advance. This company philosophy aligned perfectly with his personal commitment to lifelong learning. Pavan shares a pivotal moment when, while in Marketing, his deep curiosity about the technical side was recognized. Instead of being restricted, leadership saw his potential and actively invested in his transition to a technical role as a Business Analyst. That specific moment, where the company's value of nurturing potential matched his drive for growth, ultimately defined his career.Pavan admits the initial shift from Marketing to Business Analyst was his greatest challenge; he often struggled with unfamiliar vocabulary and was acutely aware of his imposter syndrome. The support he received, however, truly demonstrated the best of the company's culture. Leadership provided hands-on mentorship, patiently answering his questions. Crucially, they offered psychological safety, making it clear they expected him to be in a learning phase, thus giving him the necessary space to fail small and learn fast without fear of consequence.Professionally, his most rewarding experiences are the long-term, SaaS platform projects, where he witnesses his team successfully deliver a product that tangibly impacts a client's business. Personally, the most satisfying moment was successfully translating those first difficult client requirements into a technical document—a massive personal victory that validated his place in the new role. Pavan describes his relationship with Nineleaps' leadership as a career highlight because the team is accessible, transparent, and grounded, operating like a true partnership. They provide clear strategic direction while granting the necessary autonomy for execution. Heading an entire client ecosystem is seen as the ultimate sign of trust, allowing him to focus on holistic, long-term success. This collaborative spirit extends across all departments, operating with a "one team, one dream" mindset where egos are set aside.Advice for Prospective EmployeesFor anyone considering a career at Nineleaps, Pavan offers clear, direct advice: “Be curious and be proactive.” He stresses that initiative will be rewarded and encourages new hires not to wait for their careers to happen to them, but to own their growth, ask questions, and seek opportunities.What truly makes Nineleaps stand out in the industry is the concrete evidence of internal mobility and growth. While many companies merely talk about employee development, Pavan's 11-year journey stands as the living proof. Nineleaps does not just hire for the job an individual can do today; they hire for the potential that individual shows for tomorrow. This genuine, long-term commitment to its people is what Pavan believes makes the company truly unique. He expresses profound gratitude for finding a single company where he could effectively build five distinct careers, and he remains excited for what they will learn and build next.

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Mastering the Art of Effective Interviewing

When I started running interviews, I treated them like tests: technical answers = hire. After attending Nineleaps’ Effective Interviewing Skills program, my approach changed. I learned to treat interviews as evidence-gathering conversations that reveal how people think, learn, and collaborate — not just whether they can code on demand. This article captures the concrete lessons I took away, the changes I made to my interview process, and the simple checklist I now use every time I interview.The Foundation — The outcomes I aim for as an interviewerInterviewing is most useful when it produces clear, repeatable outcomes. Since the program, I focus on five things every time I interview:Structured & fair evaluation. I use the same assessment framework for every candidate, so decisions don’t come down to gut feeling. Takeaway: consistent criteria = fairer comparisons.Constructive candidate engagement. I aim to make interviews a two-way conversation where candidates can show their best thinking. Takeaway: A respectful conversation gives better signals.Objective documentation. I write one evidence sentence per criterion immediately after the call so my notes are accurate and useful. Takeaway: write while it’s fresh.Collaboration with hiring teams. I share observations and run short calibrations with co-interviewers to align expectations. Takeaway: hire as a team, not a single judge.Advocacy for strong candidates. When I see potential, I document why I think they’ll succeed and push for the next step. Takeaway: Advocating helps good candidates get a fair shot.How I use the 5-Why method to go deeperThis iterative questioning technique serves as a powerful tool for checking the depth of knowledge and understanding. The method involves progressively deeper questioning across five levels:Basic Knowledge: Surface-level understanding of concepts and principles.Practical Understanding: Application of knowledge in real-world scenarios.Problem-Solving Ability: Systematic approach to addressing challenges.Design Thinking: Creative and innovative solution development.Continuous Improvement: Integration of learning and adaptation into ongoing practice.Wearing multiple hats — my “multi-hat” interviewer approachA good interviewer shifts roles during a single conversation. I consciously move between these hats:Technical Assessor. I test domain knowledge and problem-solving with focused probes.Cultural Ambassador: I describe the team and observe if the candidate’s values align.Emotional Intelligence Evaluator: I notice collaboration style and empathy during scenario questions.Future Performance Predictor: I ask about learning and adaptation to see long-term potential.Candidate Experience Manager: I keep the interaction human, clear, and respectful.Being deliberate about which hat I’m wearing helps me ask the right follow-ups and reduces bias.Unconscious bias — what I watch for and how I fight itEven the most experienced interviewers are not immune to unconscious bias. These subtle, automatic judgments can quietly influence hiring decisions, often without our awareness. Recognising and addressing them is crucial to building fair, diverse, and high-performing teams.Bias shows up in small ways. Here are the common traps I guard against and the practical fixes I apply:Common biases I look forAffinity bias — favouring similar backgrounds.Confirmation bias — searching for evidence that matches my first impression.Halo/Horns — letting one trait dominate the whole evaluation.Anchoring — over-weighting the first answer.Contrast effect — unfair comparisons between back-to-back candidates.How I mitigate bias (my playbook)Structured interviews & scorecards. I ask the same core probes and use a 1–5 scale for Technical, Communication, Collaboration, and Learning Agility.Work samples & real tasks. Whenever possible, I prefer small, role-linked tasks to purely test.Document evidence immediately. Short, factual notes beat fuzzy impressions.Those tactics let me make hiring decisions that are more consistent, fair, and defensible.Candidate Experience = Employer brand (how I make interviews exceptional) Every interview communicates what our team is like. I use a simple interviewer checklist to make candidate experience consistent:My Interviewer ChecklistPrepare & show up: read the CV, be punctual, eliminate distractions.Warmth & human connection: 1–2 minutes of small talk to settle the candidate.Clear communication: explain the format and what you expect.Fairness & bias awareness: Ask the same core questions across candidates.Growth mindset & encouragement: Normalise “I don’t know” and judge curiosity.Closure & transparency: Explain next steps and timelines.Practical scripts I use“Explain however you’re comfortable — I want to understand your logic.”“Connection’s flaky — want to switch to audio or take two minutes?”Paraphrase example: “So you debugged by isolating the module — got it.”These small moves improve candidate comfort and give me clearer signals.Aligning interviews to our Organisation's valuesAt Nineleaps, we use IMPACT (Impact, Inclusion, Mettle, Pioneering, Accountability, Collaboration, Trust) as a north star. I explicitly map interview questions to one or two of these pillars so hiring decisions reflect our culture and not just technical fit.Inclusion: Respect diversity, open communicationMettle: High quality, perseverancePioneering Spirit: Innovation, calculated risk-takingAccountability: Ownership and transparencyCollaboration: Shared successTrust: Integrity and realistic commitmentsBuilding a Consistent Interviewer CapabilityThe program showed me that interviewing can be learned and improved. After I started using simple, repeatable frameworks, our hiring conversations got clearer, we reached an agreement faster, and we had fewer mixed-up recommendations. The result was better hires and a stronger reputation for the team.What this delivers (my observed outcomes)Better hires: We made decisions based on facts, not just gut feeling.Happier candidates: People left the interview with a respectful experience.Lower risk: Basic fraud checks and small work samples helped catch issues early.Stronger interviewers: Regular practice and short calibration chats made everyone better. The Nineleaps program turned interviewing from a gut exercise into a repeatable craft for me. When I interview with structure, empathy, and an eye for learning agility, I consistently find candidates who not only fit the role technically but who grow and multiply team impact.

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