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Personally I enjoy the work I do even if it lacks proper process. I get chance to design softwares in my 20s. Get a chance to work/suggest latest technologies and concepts while earning good bread (with butter). BTW, whenever people impose any process, I feel we are becoming coders than programmers. Programmers do things in their mind: while sitting in a toilet, in dreams and in many numerous other non classified work hours. The software processes in the larger companies just ensures the employee works 8 hours a day. Thats it.

perception etc. It is the same if you are working in Google, Microsoft, Yahoo, Infosys, any small startups and even in Indian Railways, NASA etc.

The other point is that nobody expects you to know what type of intermediate code a certain compiler generates these days. We have tools to measure the performance, debugging memory usage and the likes.

What we are doing is use these tools made by world renowned geeks who produced C, C++, Java, MySQL, PHP, Ruby, Python and core applications ( Profilers, Memory Managers, Frameworks based on these mentioned tools). So be humble to your true master’s, without them you will not write that much lines of code. Everthing is a library these days. We use them to suit our needs that’s it. If you don’t know how to use a library/framework then better do some other worth while things.

The other thing is that we have only 2-3 world class products that the world knows and uses it — like SQLYog, Tally etc. Most of the big Indian IT companies are simply service providers/system integrators where the service/system is already up and running and which is made by a handfull of true geeks.

Another thing is we are wasting around 4 and half years studying the garbage things nobody uses it in real life in our engineering colleges and the likes. What we need is to learn the important concepts not just in Engineering ( Physics, Maths, Computer Science ) but in Econmics, Marketing, Social and Civic Knowledge, Philosophy, Language Skills etc. Be a better man first and knowledge and skills comes to you.

Or worse, hired “experienced” people who want big salaries, yet know very little.

First of all, software is such a new industry for India that, for the most part, how can anyone claim that they are really that “experienced” ?

Second of all, how is being “experienced” in any way correlated with “knowing very little” ?

In fact, generally, speaking, experienced people, at least those who are good, demand bigger salaries because they are worth it and have proven, over and over, that they can ship reliable products that make money.

Inexperience, almost by definition, implies less knowledge, but perhaps have more stamina. With less knowledge, you also open to exploitation by those who wish to harness that stamina. Particularly if your only value to the company you are in is dependent on your not being particularly expensive.

It is great to hear that Indian software are now rising up and realizing their intrinsic value as they gain that experience.

Lately, though we have been more successful at finding people who are tired of being a cog in the wheel of the big firms and want to stick around for a while. They want to do something more interesting that has real tangible impact. What we did was hire FT HR personnel early and focus them on finding and hiring the right profile. Look for smart, creative people, train them on our processes, then have them serve our clients. Then, allow them to innovate but creating new processes and offerings. I’ve been pleasantly surprised at how good people can be if you push them to be more creative. In India you have to give them permission.

As for those who complain about quality of work, that’s just an excuse for poor management. Remember the 60’s when Japanese autos were considered low quality. Then in the 80’s how there was concern on the Japanese side about American workers at transplants. All people will produce quality when expectations are clear and the processes/organization are there to support them.

I used to work for a major Indian Outsourcing company and then I immigrated to Silicon Valley when I was moved out of software engineering tasks.

Since then in the past decade or so, worked in 3 different startups, helped create one from ground zero.

The difference is enormous. Indian IT companies are a lot like the Indian education system. Very cramped, very limiting and don’t encourage innovation and go by only one thing – pushing more heads towards the customer to make more $ per head.

My friends who stayed in the big outsouring companies who are now middle managers complain that the talent they get is absymal from 2nd and 3rd tier colleges. The one or two bright individuals in each team will be taxed and burnt out.

I don’t see any reason for a smart engineer to join any of these outsourcing companies. There are much better big companies to work for and the startup scene is beginning to pick up in India.

1. Infosys, Satyam, Wipro, Patni and HCL are top IT consulting companies in India. They never hire graduates from IIT’s. Most of the IIT graduates (more than 80%) come to US and rest land up opening their own companies in India.

2. These consulting companies are into business of “software mass production”. They don’t need engineers, and graduates in computer sciences to do coding. They hire cheap labor ($2/hr), train them as Java / Web developers and make them do the coding. Design is mostly done by few architects sitting in US.

3. I have worked with these top Indian consulting companies for more than 6 years and executed projects for Honeywell, NYSE, London stock exchange and many other fortune 500 companies as an senior developer and project manager. In every project these companies had margins of more than 45%. That’s the reason the stock price of these companies is constantly going up. None of these companies has posted loss since 2001. They have perfected the business model and its difficult to imagine that they will be going out of business in near future.

4. Companies in India tend to be extremely process oriented, they are process dependent[CMMI, Six sigma etc] and they don’t tend to rely much on people. This is the reason that high attrition rate is not able to make a dent in the profits of these companies.

Well, this is my perspective, comments are welcome. :-)