Acceptance
iamneo
Changed what counts as success
Replaced completion rate with client acceptance rate as the primary quality measure, and built curriculum paced to deployment timelines instead of training calendars.
Talent deployability at scale
You don't have a skills gap. You have a system built for the wrong centre.
I design outcome first learning that turns engineering graduates into deployable professionals. Thirty years across Capgemini, Revature and iamneo, closing the distance between training performance and job performance.Coffee optional. Candour isn't.
Most organisations design learning for institutional comfort. Completion rates. Filled calendars. Then they wonder why nothing changes on the job.
I start from a different question: what should this person be able to do afterward, and how will we know it worked? The modalities, the content and the schedule all follow from that answer.
My focus is early career tech talent, where the distance between training performance and job performance is widest and most expensive to get wrong. I diagnose first, design second, and prove it changed something.
- Now
- Head, Training Excellence and Talent Development, iamneo (an NIIT Venture)
- Focus
- Campus to corporate readiness, blended learning, learning systems that prove they worked
- Based in
- Bengaluru, India
- Languages
- English, Tamil, Hindi
- 2025 to nowiamneo, an NIIT VentureHead, Training Excellence and Talent Development
- 2023 to 2025RevatureDirector, India training strategy
- 2022 to 2023TalentelyChief Delivery Officer
- 2010 to 2022CapgeminiTraining Lead to CoE Lead, Knowledge Management and Academy
- 2007 to 2010Mahindra SatyamLearning Consultant, Alliance Manager
- 1993 to 2007EarlierTechnology, software implementation and IT education roles
01
Diagnose
Find where training performance and job performance diverge, and what that gap is costing.
02
Define the outcome
Agree what the learner must be able to do afterward, and the evidence that will show it.
03
Design backward
Choose modalities, content and pacing to serve that outcome, using practice and simulation over passive content.
04
Prove it
Measure on the job, then feed the results back into the design.
8 weeks
Revature
Cut bench time from the pretraining cycle
Re engineered the India pretraining program that decided who reached client deployment, removing weeks from an average eight week cycle and reducing per head bench cost.
18 courses
Capgemini
Moved delivery from classroom to blended
Built 18 eLearning courses in four months, shifting Capgemini India to blended delivery, with an estimated 40 to 60 percent fewer trainer hours per learner.
40%
Capgemini
Grew a learning practice as a business
Ran knowledge management, digital learning and content as a business unit with full P&L, delivering 40 percent year on year growth for two consecutive years.
800+
Capgemini
Scaled without trading off quality
Grew total learning hours by more than 15 percent in twelve months while enabling over 800 technology certifications.
7,500+
Mahindra Satyam
Built an anytime learning library
Created 12 eLearning modules and 200+ recorded web seminars that delivered over 7,500 learning hours with no added trainer cost.
Good coffee, better conversations
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Mara
Orange in iced coffee. It works.
Beanlore
An honest americano, two mochas and a flaky puff.
Chelvies
Cold brew on a block of ice. Stay for the conversation.