r/developersIndia

I feel like the pace of AI is becoming too fast for me to keep up with.

What takes me many months to learn, AI companies release an update and suddenly that same work can be done in one prompt. I’ve honestly started feeling stuck in this loop. My mind has reached a point where I am not even able to think or learn properly anymore because the bar keeps increasing so much.

It now feels like only intelligent people can survive in IT. And intelligent people are now doing average developer's work easily by using AI as a co-worker.

So my question to average developers is, how are you dealing with this situation and what’s your future plan with AI growing this fast?

India is not winning the AI race anymore.

Indian society is completely fascinated by AI right now. Every parent wants their child to get into AI, data science, or tech.

But here’s something I keep thinking about.

If you look at most Indian IT giants like Infosys, TCS, Wipro, and many other MNCs, we mainly operate on a service-based model.

Unlike companies such as Microsoft, Google, OpenAI, or Nvidia, we never really built globally dominant products at scale. We largely outsourced services and manpower.

And that model worked for years.

Companies abroad paid heavily for engineering teams, support, operations, testing, maintenance, and execution.

But now comes the AI revolution.

Clients are starting to ask:

“Why should we pay huge teams for this when AI agents and automation can handle a major part of the work?”

That changes everything.

If repetitive workflows, documentation, testing, reporting, support, and even parts of development become automated, then what happens to the traditional IT services model?

And this brings me to the bigger question:

Why are we still weak at building world-class products?

India has talent.

India has engineers.

India has scale.

Then why don’t we have more companies building products at the level of Google, Microsoft, OpenAI, Adobe, Nvidia?

Did the service economy make us too comfortable?

Did we optimize for outsourcing instead of innovation?

Did we prioritize execution over product thinking?

As an aspiring engineer, I genuinely want to know different opinions on this.

I’m open to changing my perspective if there’s a strong counterargument.

Curious to hear your thoughts.

I am a 2022 passout, (BE computer science). I used to work in a respected MNC(2 years). I got laid off, been 1.5 years now. After I got laid off, i tried giving CAT and other competitive exams but it did not work out in my favour, i am down 1.5 years, i feel completely exhausted and hopeless, i was a devops engineer in my previous company, the thing is, i never fully worked on devops, they made me work on support a lot then for some time i was doing devops stuff, been 3 months i learned devops very sincerely, i am gonna decide to start applying, i am just too hopeless and frustrated with my life at this point, i met a few training centers too that promise placement but i am a bit skeptical about them, some of them genuinely look good and i was able to contact with their alumni, one pretty specific place says they have SAP training course, they say they have a lot of openings in that field, what should i do i do not know, any kind of positive words are highly appreciated, i don't even feel like opening my laptop every morning now, please give me any advice

I have around 10 years of experience as a developer, and honestly, I genuinely enjoyed my work. I loved coding, solving complex problems, building things, and continuously learning. Of course, stress was always part of the job, but it felt manageable because I was doing something I was good at.

Things changed after I got promoted to a Lead Engineer role, specifically as a Frontend Lead responsible for Web, Android, and iOS platforms. Initially, I was leading a project I already knew well, so the transition felt challenging but still under control.

But recently, I was moved to a completely different project where the existing lead is leaving, and the situation is extremely chaotic. The project is going through a major migration, there’s no clear rollout or execution plan in place, and we have barely two months left to stabilize everything, handle issues, perform dry runs, and make the migration successful.

On top of that, new requirements keep getting added almost every day. I’m expected to prepare documentation, coordinate planning, and make decisions even when I myself am still trying to fully understand the system. That uncertainty is mentally exhausting.

The hardest part is that the team lacks ownership. Very few people proactively step up, which means a lot of responsibility and pressure ends up falling back on me. And somewhere in this process, I’ve started questioning myself.

I know I’m a strong developer. I’m confident in my technical abilities. But I’m beginning to wonder whether I’m actually suited for people management or leadership roles. The constant coordination, uncertainty, stakeholder pressure, and lack of structure are stressing me out every single day.

Sometimes I miss just being an individual contributor, focusing on engineering, solving technical challenges, and enjoying the work instead of constantly firefighting.

I’m now trying to understand:

- Is this phase normal when transitioning into leadership?

- Does everyone feel this overwhelmed initially?

- Or does this mean management simply isn’t the right path for me?

I also wonder what long-term options exist for someone like me who loves deep technical work but may not enjoy heavy people management. I understand I can’t remain just a developer forever, but I also don’t want to lose the part of the job that originally made me happy.

Hi everyone.

So i work in this LALA company and my 1yr has been completed, now I wanna resign but my notice period is 90 days.

I'm thinking of serving 45-50 days and buy out the remaining.

Any advice about what I should keep in mind while discussing and what can go wrong?

Here is what's written in my appointment letter

4. Notice Period:

Period of notice for termination of employment or salary in lieu shall be as follows:-

i) After probation -

90 days or Two months’ salary in lieu of notice period. Leave cannot be utilised as

resignation notice.

You are required to serve the Company with loyalty and honesty and strictly follow all

instructions given to you by your supervisors in carrying out your duties, Company will have

the option to accept your resignation either with immediate effect or accept it effective any

day up to the end of the notice period and pay you salary for the remaining period from the

acceptance of resignation till the end of the notice period.

The organization I work for recently hit a massive setback. The writing is on the wall: we have about 5-6 months to turn things around, or the layoffs are going to start.

But instead of tightening up, absolute madness has taken over.

Our CTO has suddenly granted full frontend codebase access to everyone in the office. People from the Marketing and Design teams are literally pushing code straight to PROD.All using claude. It is humiliating to watch.

To make matters worse, the CTO has openly started asking non-engineers to take over frontend tasks, brushing it off as just "a few lines of HTML-CSS-JS."

I've been in this industry for near 6-7 years, and I feel like this is a glaring sign that the frontend team is going to be the first one to the slaughterhouse when the time comes.

I need a reality check from the community:

1. Is this kind of "cross-team" cowboy coding happening anywhere else, or is my CTO losing his mind?
2. What should be my next move here?
3. Should I take this as a sign to pivot to Full-Stack, or abandon ship entirely?

TL;DR: Company has a 6-month runway before layoffs. CTO panicked, gave marketing/design direct access to push frontend code to PROD, and called our jobs "just a few lines of HTML/CSS." Trying to figure out if I need to pivot to full-stack or just run.

People keep talking about Deloitte’s hiring process, aptitude rounds, interviews, prestige, blah blah. Nobody talks about what actually happens AFTER you get selected.

Let me tell you.

Deloitte USI was claiming to pay around 7.6 LPA CTC to people from NITs/IITs for analyst-level roles. But the actual amount you get in your account per month is only 45,700 (exactly). And for many other colleges, even less. Imagine grinding through engineering, coding rounds, internships, projects, only to end up getting paid peanuts by a company that sells itself like some dream destination.

And the worst part? They make you wait months before joining, only to dump you into these painfully basic “training” programs.

I’m not exaggerating when I say they teach things at a level where if you already know how to use your laptop and have basic technical understanding, you’ll feel your brain melting. It genuinely feels designed for people with zero exposure to tech.

For months, your life becomes:
- endless lectures
- useless assignments
- dummy projects
- assessments after assessments
- internal exams
- forced learning modules

Meanwhile, your friends in other companies are already working on real projects, gaining actual industry exposure, learning from real teams.

At Deloitte USI, you’re stuck pretending PowerPoint training and Spark modules are “career growth.”

Then comes the biggest scam people don’t warn you about: THE EXAMS. ⚠️

I saw so many posts saying:
“Don’t worry, even if you fail the assessment, Deloitte will still keep you.” Absolute bullshit.

They can and WILL push people out.

No transparency. No proper evaluation discussion. No clarity on where you went wrong. You ask for another chance, ask to be moved to another batch, ask to see your evaluation — nothing. They’ll corner you into resigning instead of formally firing you.

Imagine getting campus selected in college, believing your future is secure, waiting months for onboarding, surviving all their nonsense training… only to realize your job was never actually guaranteed.

And once you’re finally inside?
- Weekend meetings.
- Work pressure.
- Constant expectations.
- Fake corporate positivity.

The first two days are designed to emotionally manipulate you into thinking you joined some world-class organization. Fancy presentations, big global names, “we care about employees,” “inclusive culture,” all that corporate theatre.

None of it matters when your actual day-to-day life is miserable.

And please stop romanticizing Deloitte culture online. The coffee mugs, office aesthetics, LinkedIn posts, “Big 4 life” nonsense — none of that reflects the reality most freshers experience.

If you genuinely want to learn, grow technically, and work on meaningful projects early in your career, there are far better places.

Deloitte USI survives because of its brand name and the desperation of fresh graduates who think any big company logo automatically means success. Stay away if you value your mental peace.✌️

PS 1: To all the freshers seeing this, this post is not meant to demoralise you. This post is to bring the reality infront of you. For you to know what are the practices in the organisation you’re planning to join, so if you can hustle your way into going ANYWHERE better, you’d thank yourself for having read this and acted upon it.

PS2 : To the folks who went ahead and looked up my Reddit profile, and say why do I care, I work at Amazon OR say this profile/post is fake. I simply don’t care to prove you or anyone else right. I wrote this post because someone really close to me suffered a lot in this company and I have innate hate for this place. I want people to at least know what they are getting themselves into, something my person didn’t at his time. It’s all good karma, so say whatever you want to :)

If you're building anything in India that touches vendor payments, procurement, or expense management, you've probably had to parse GST invoices at some point. The problem isn't extraction — it's that generic parsers return a flat tax_amount and call it done. They don't know what CGST is. They don't validate GSTIN format. They don't check whether CGST/SGST and IGST are being applied simultaneously on the same line (which is invalid under GST rules).

I built this to handle all of that natively, so you get validated, structured JSON out of the box — not raw text you have to clean up yourself.

What it does:

You POST any invoice PDF, PNG, JPG, or DOCX, and get back fully structured JSON — including:

• GSTIN validation (15-char format check)
• CGST / SGST / IGST split with mutual exclusivity check
• HSN / SAC codes per line item
• Grand total arithmetic validation
• Confidence score + extraction warnings for anything that looks off

There's also a /ask endpoint — you can query your uploaded invoices in plain English. Things like "total GST paid to this vendor in October" or "which invoices are overdue by more than 30 days" return structured JSON answers, not just a text blob.

Stack (since this crowd will ask): FastAPI + Celery + Redis + Supabase (Postgres + pgvector) + Railway. LLM extraction via GPT-4o-mini for both text and scanned vision. Embeddings via text-embedding-3-small stored in pgvector.

Quick start:

bash

# Register (free, no card)
curl -X POST https://invoice-intelligence-api.up.railway.app/v1/register \
  -H "Content-Type: application/json" \
  -d '{"email": "you@example.com", "name": "Your Name"}'

# Upload an invoice
curl -X POST https://invoice-intelligence-api.up.railway.app/v1/invoices \
  -H "X-API-Key: sk_..." \
  -F "file=@invoice.pdf"

# Returns immediately with job_id — poll for result
curl https://invoice-intelligence-api.up.railway.app/v1/invoices/{job_id} \
  -H "X-API-Key: sk_..."

There's also a /v1/invoices/sync endpoint if you want a single blocking call with the full result — no polling needed.

Free tier is 50 invoices/month forever, no card required.

Docs: https://invoice-intelligence-api.up.railway.app/docs (Swagger)

I'd genuinely love feedback — especially if you're currently doing invoice parsing in a project and have edge cases I should know about.

I need some honest advice from people who have experience with corporate exits.

Before joining my current company, I already had around 8 months of full-time experience. In my current company, I have worked for around 4.5 months.

Recently, I got a much better job offer with a better salary and growth, so I decided to resign. I thought I fell in the junior category and only needed to serve a 30-day notice period.( 30 for junior & 90 for seniors)

I planned everything, including my new joining date, based on that understanding.

But after I submitted my resignation, HR informed that my notice period is 90 days.

After discussion, the company agreed to reduce it to 60 days as a “special consideration.” However, my new company’s joining date is next month, so I can only serve 30 days.

Now the company is asking me to:

- Serve 30 days notice

- and pay for the next 30 days

- Complete proper KT and handover before leaving

They also said that if they are not satisfied with my KT/handover, they can cancel the revised arrangement and enforce the original 90-day notice period.

I have already replied professionally and agreed to cooperate fully during the notice period, but honestly I’m still confused and stressed about the situation.

Hey guys, slightly panicking right now. I recently got laid off from my job where I was making 20 LPA. I have around 2.11 YOE, and honestly, the market feels pretty brutal—I'm barely getting any interview calls.

I really need some advice on how to handle this with recruiters:

1. Do I tell them I got laid off? Is it better to just be honest, or will they use it as leverage to lowball me? Or worse, does it look bad?
2. Salary expectations: I know 20 LPA is pretty high for my experience level in this market, and a lot of companies probably look at my current CTC and just reject me without calling, assuming they can't afford me.

To be completely honest, I just need a job right now to pay the bills and avoid a massive career gap. I am 100% fine with taking a pay cut.

Should I openly tell recruiters right off the bat that I'm willing to take a lower CTC just to get my foot in the door? Is lowballing myself a bad strategy, or is it fair game given the market?

Any advice from recruiters or anyone who went through this recently would be a lifesaver. Thanks.

I have 3 YOE and yesterday we got a new requirement from client to build a training portal for their employees.

My company allows using GitHub Copilot to write and optimise code.

It just took me around 5-6 hours to build everything from scratch, optimise the front end using Symphony framework.

I barely had to write any code. Basically vibe coded everything.
And my manager said good job and he had no complaints or code quality issues.

Even though we had billed 100 hours for this requirement, I finished it within a day.

My concern is - what’s stopping the clients from doing this themselves at a fraction of the cost?
If not today, won’t they do it themselves in near future?

My wife has an interview for Lead Software Engineer coming up at Nike. She has 7+ years experience , mainly as a Backend engineer. Worked with Copilot for AI assisted development also.
Would love to get idea how the interview process is at Nike if anyone has prior experience, so that i can help her to prepare.

Suppose there are 2 Big Data Engineers with 5 YOE. Both have similar skills. Both clear all interview rounds for the same role.

Candidate A current CTC: 18 LPA

Candidate B current CTC: 11 LPA

Company gives Candidate A an offer of 25 LPA (~40% hike), but Candidate B is told:

“Policy allows only 40% hike, so max we can give is around 16 LPA.”

What I don’t understand is:

- If both cleared the same interview,

- both are considered capable for the same role,

- and company already has budget for 25 LPA,

then why is Candidate B valued lower only because his previous company underpaid him?

Isn’t compensation supposed to depend on market value and talent instead of salary history?

This feels like companies use current CTC as a way to keep salaries suppressed rather than paying based on actual capability.

Also, how do people negotiate in such situations?

Would genuinely like to hear opinions from everyone.

I have an interview in a few days.

The offer details are:

• A 1-year internship with a ₹30,000 stipend.
• After that, based on performance, a full-time offer of 5.3 LPA with a 2-year bond.

My main concern is the 2-year bond period.

Initially, I just wanted to participate for practice and planned to reject the offer if I got selected. I was a bit naive; since this is an on-campus opportunity, my college has strict placement policies that I only found out about later:

1. If I reject the offer letter, I have to pay a ₹1,00,000 fine.
2. If I join and later resign, or if I reject the full-time conversion, I have to pay a ₹1,00,000 fine plus 50% of the earned stipend.
3. If I accept the offer, I cannot participate in any other on-campus placement opportunities unless the new company offers double the salary.

I cannot simply drop out of the interview now, as the college will take disciplinary action, which could include a fine or complete disqualification from future placements.

I haven't participated in any interviews until now, but I want to make sure I intentionally fail this one without getting into trouble. How can I go about doing this?

Edit: It a onsite interview and I want to mess up, not get disqualified from placement itself

Edit 2: I might be on full negative thoughts here,

I'm thinking if I fail to answer basic questions, they might take me as they have an initial training program and it guarantees them I'm not going to be a flight risk as I don't have basic knowledge

If I answer half correctly, as the problem above also gonna be easy for them, as it's the most common expected situation for most candidates

If I answer all correctly, then I will just become an easy target

Should i just be honest

So I have 2+ yoe and have been looking to switch since December. After 6 months of countless applications, rejections due to notice period, location and not being able to clear interviews, I finally landed my first offer today. It's almost a 100% hike (My current ctc was low) and they are ready to wait a full 3 months of my notice period for me to join. I couldn't believe my ears when HR said it. The whole process was smooth and HR was extremely responsive and helpful. Now that I have reached this milestone, I am looking for suggestions on how to move ahead from this point, all suggestions and tips from people who have been in such situations are welcomed, thanks!