Shilpa Kalathur, co-founder and COO of Troogue.AI, explains that the loss of skilled workers from the workforce—often called the “leaky pipeline”—goes beyond employees simply changing jobs. The real issue arises when professionals exit entirely due to life events like caregiving responsibilities, relocation, or burnout, forcing them into an all-or-nothing choice between full-time work or leaving the field. Her proposed solution involves creating flexible technology systems that preserve access to those skills even after employees no longer work for a single company.
This flexibility must be built into company operations as a standard practice rather than an occasional accommodation. For example, a parent taking time off to care for a family member could still contribute to short-term projects, stay engaged with their industry, and return when circumstances allow. The result benefits both the company, which retains institutional knowledge, and the professional, who maintains confidence in their abilities. The challenge lies in designing workflows where flexibility becomes the default rather than an exception granted at a manager’s discretion.
Global companies such as Unilever and Schneider Electric have already implemented these principles by treating skills data as a strategic asset. They use internal talent marketplaces to redeploy employees without requiring formal resignations. However, many Indian organizations still depend on outdated CV-based hiring systems. A significant opportunity exists in mapping existing skills within companies—often, the person a business plans to hire externally is already working in another department. Internal mobility should be the first option, not a last resort.
Women, mid-career pros, and frontline workers face unique attrition risks
Women, mid-career professionals, and frontline workers face particularly high attrition rates, each with distinct challenges. Women returning from caregiving breaks often encounter bias in traditional hiring processes, where resume gaps automatically disqualify them. Capability-based assessments, rather than CV reviews, could create a fairer evaluation system. Mid-career professionals fear becoming obsolete as AI transforms job roles, but short-term projects allow them to test new skills in real work environments rather than through isolated online courses. Frontline workers, meanwhile, need mobile tools to manage shifts, predict earnings, and access future opportunities, small but critical improvements that can drastically reduce dropout rates.
Kalathur emphasizes that automation should support employees rather than replace them. AI tools should handle administrative tasks like timesheet management and compliance reporting, freeing humans to focus on relationships and decision-making. At Troogue.AI, their platform uses AI to score candidates but requires human input for borderline cases. Transparency in how assessments function is essential, employees must understand the process to trust it, even when results are unfavorable.
While flexible systems can operate across industries using standardized frameworks for contracts, payments, and compliance, local adaptations are necessary. In the banking and financial services sector, security onboarding must comply with relevant regulations. Healthcare requires robust credential verification and shift management systems. Manufacturing demands on-site technical expertise alongside IT and operational technology integration. The shared infrastructure ensures efficiency, but customization makes the system practical for each industry.
Managers must shift from rigid policies to proactive retention
Mid-level managers play a key role in implementing these changes. Granting them authority to approve flexible work arrangements, rather than enforcing rigid headcount targets, can significantly reduce attrition. Frontline leaders must move from reactive crisis management to proactive engagement, initiating informal “stay conversations” before employees consider leaving. A simple question, “What would make you stay?”, followed by concrete action often proves more effective than generic policies.
Personalization in these tech ecosystems depends on giving professionals control over their data. Employees should have visibility into how their information is used, not for surveillance, but to assess performance based on outcomes. Clients should monitor progress milestones rather than micromanage contractors. When workers manage their own workloads, financial planning, and skill verification across platforms, gig work becomes a sustainable career path. A verified professional track record on such platforms serves as a credential, while companies gain confidence in re-engaging familiar talent.
AI-native workforce aims to stabilize flexible career paths
Troogue.AI’s long-term goal is to create an AI-native workforce that adapts alongside technological changes rather than being displaced by them. Their platform connects professionals with enterprises, prioritizing capability assessments over traditional CVs or network-based hiring. The objective is to make flexible work arrangements as stable as full-time employment, ensuring skilled professionals remain engaged even when personal circumstances change.
Organizations must adopt metrics that identify pipeline leaks before they appear in formal reports. Tracking regretted attrition, particularly during high-risk periods like the first 90 days after hiring or following parental leave, serves as an early warning. Returner retention rates at six and 12 months indicate whether flexible arrangements sustain long-term engagement.
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