Artificial Intelligence is no longer just a futuristic concept. It is here, and it is changing how we create, edit, and share visuals. Google Gemini AI is one of the most talked-about tools today, not just because of its smart capabilities, but because it is making creativity more accessible than ever before.\nOne of the most surprising trends that took over social media is the \nNano Banana\n prompt. It started as a fun experiment that turned into a viral challenge and inspired thousands of creators to try Gemini AI. Beyond the fun, there is a deeper shift happening in how we approach creativity.\nThe Big Shift: From Manual to AI-Powered Creativity\nIn the past, creating high-quality visuals required hours of editing or professional design help. Today, tools like Gemini AI allow you to describe what you want in plain language and get results instantly.\nThis is not just a time-saver. It is a complete change in mindset.\nFaster turnaround:\n You can create and test ideas in minutes, which is a huge advantage in marketing where trends move fast.\nLower entry barrier:\n Students, small businesses, and independent creators can now compete with big brands by producing professional content without expensive software.\nRoom for innovation:\n When the heavy lifting is automated, you can focus on the story, concept, and emotion behind the content, the parts that truly connect with your audience.\nThe Nano Banana Trend: Why It Matters\nNano Banana may sound silly, but its popularity shows something important. People love to experiment with AI. This trend demonstrates that Gemini AI is not just a tool for professional editing but also a playground for creativity.\nEncouraging experimentation can lead to:\nDiscovering new visual styles you never thought of before\nBreaking creative blocks when you feel stuck\nMaking your content more human and relatable by adding humor or surprise\nPractical Tips to Use Gemini AI in Your Workflow\nHere’s how you can start integrating Gemini AI meaningfully:\n1. Brainstorm with AI
\n Use prompts to generate mood boards or concept sketches for campaigns. This helps you visualize ideas faster.\n2. Create Multiple Variations
\n Instead of sticking to one visual, generate a few options and A/B test them on social media to see what performs better.\n3. Speed Up Content Creation
\n If you are short on time, let AI handle background edits, object removal, or simple touch-ups so you can focus on the final messaging.\n4. Experiment for Engagement
\n Join trends like Nano Banana or create your own creative prompts to drive engagement on your social platforms.\nThe Bigger Picture: Future of Creative Work\nGemini AI is not just a photo editing tool. It is a signal of where creative work is heading. We are moving toward a world where:\nIdeas will matter more than tools.\n What you imagine will matter more than what software you can operate.\nCreativity will be democratized.\n Anyone with internet access will be able to create high-quality visuals.\nHuman creativity will combine with AI speed.\n The best results will come from humans and AI working together, not competing.\nFinal Thoughts\nGemini AI and the Nano Banana trend show that we are in the middle of a creative revolution. This is your chance to explore, experiment, and rethink how you approach design and content creation. Whether you are a student, marketer, or entrepreneur, learning to work with AI tools like Gemini will give you a competitive edge in the future.\nFollow \nInRadius\n to stay updated on AI trends, creative tips, and insights that will help you grow in your career.\nFrequently Asked Questions\n1. What is Google Gemini AI?
\n Google Gemini AI is an advanced artificial intelligence system that generates text, images, and edits based on natural language prompts.\n2. What is the Nano Banana prompt?
\n Nano Banana is a playful, trending prompt that became popular for generating unexpected and humorous image outputs.\n3. How can I use Gemini AI to boost my creativity?
\n Use Gemini AI to brainstorm ideas, generate quick drafts, create unique visuals, or break creative blocks with fresh inspiration.\n4. Do I need technical skills to use Gemini AI?
\n No. Gemini AI works with simple text prompts, making it easy for beginners.\n5. Can I use Gemini AI images for my business?
\n Yes, but review Google’s usage policies to ensure compliance, especially for commercial use.\n6. Is Gemini AI better than other AI tools?
\n It depends on your needs. Gemini AI is deeply integrated with Google’s ecosystem and offers powerful photo editing, but some users may prefer other tools for different features.\n7. Can Gemini AI help with social media marketing?
\n Absolutely. You can create unique posts, ads, and graphics quickly, test multiple versions, and stay relevant with trending visuals.\n8. Will AI replace designers?
\n No, it will assist them. Designers will spend less time on repetitive edits and more time on strategy and storytelling.\n9. How do I create my own prompts?
\n Start by describing your idea clearly. Add details about style, mood, or colors. The more descriptive you are, the better results you will get.\n10. Where can I try Gemini AI?
\n You can access Gemini AI through Google’s official platform and experiment with free and paid features.

How Gemini AI and Nano Banana Are Changing Creative Workflows

The world of work is changing faster than ever. With AI, automation, climate change, and new technologies shaping every industry, many of the most in-demand roles in the next two to five years do not even exist today. This leaves job seekers, students, and even experienced professionals wondering how to prepare for a career that is not even on their radar yet.\nThe answer lies in staying ahead of trends, understanding how industries are evolving, and building skills that match the opportunities of tomorrow. Here are five emerging careers that are quietly gaining traction and are expected to grow rapidly in the near future.\n1. Carbon Management Strategist\nAs sustainability becomes a priority for businesses worldwide, organizations are under pressure to reduce their carbon footprint. A \nCarbon Management Strategist\n works with companies to measure emissions, develop reduction plans, and participate in carbon trading markets. This role combines environmental science, data analytics, and regulatory expertise, making it one of the most sought-after jobs in green industries.\n2. Tech Policy Strategist\nWith technology shaping everything from elections to education, governments and corporations are hiring \nTech Policy Strategists\n to bridge the gap between innovation and regulation. These professionals analyze emerging technologies like AI, blockchain, and quantum computing, then advise policymakers or corporate boards on ethical use, compliance, and risk management.\n3. Analogue Design Engineer\nIn a world dominated by digital technology, \nAnalogue Design Engineers\n are quietly working on the building blocks of next-generation electronics. They design analog circuits and systems that power everything from medical devices to satellites. With demand for precision hardware growing, this field is expected to see a strong surge in hiring.\n4. Mechanical Simulation Analyst\nMechanical engineers are no longer just using CAD software. \nMechanical Simulation Analysts\n leverage AI-driven simulations to test and optimize designs virtually before production. This saves companies time, money, and resources and is becoming an essential skill in industries like aerospace, automotive, and robotics.\n5. Digital Audit Analyst\nAs businesses increasingly rely on AI, blockchain, and digital platforms, \nDigital Audit Analysts\n ensure transparency and security. They audit AI algorithms for bias, review blockchain transactions for compliance, and evaluate cybersecurity frameworks. This role is becoming critical in sectors such as finance, healthcare, and government.\nWhy This Matters for Your Career\nThe future job market will reward adaptability, cross-functional knowledge, and digital literacy. These careers show where industries are heading, with a strong focus on sustainability, ethics, simulation, and secure technology. If you are looking to future-proof your career, start by developing skills in data analysis, systems thinking, and regulatory understanding.\n10 Frequently Asked Questions About Future Jobs\n1. What are future jobs?\n

Future jobs are emerging roles created by technological, social, and environmental changes. They often combine multiple disciplines and focus on solving complex, modern problems.\n2. Why should I care about these new roles?\n

Because the skills you develop today will determine your employability tomorrow. Staying updated on new roles helps you plan your education, training, and career moves.\n3. Are these jobs only for tech professionals?\n

No. Many of these roles require a mix of policy, design, communication, and business skills, not just coding or technical expertise.\n4. Which industries will create the most future jobs?\n

Sectors like green energy, AI, cybersecurity, space technology, healthcare, and fintech are expected to see the fastest growth.\n5. How can I prepare for jobs that do not exist yet?\n

Focus on learning transferable skills like problem-solving, data literacy, and adaptability. Stay curious and follow industry news.\n6. Do I need a degree for these jobs?\n

Not always. While some roles require engineering or policy degrees, others value certifications, project experience, or niche expertise.\n7. Will AI replace these roles?\n

No. These jobs exist because AI and automation create new challenges and opportunities that require human oversight and creativity.\n8. Are these roles available in India?\n

Yes. With India becoming a hub for tech and innovation, companies are already hiring for many of these positions.\n9. What skills should I start learning now?\n

Data analysis, sustainability frameworks, AI ethics, regulatory compliance, and digital security are great starting points.\n10. Where can I find these jobs?\n

Platforms like InRadius, LinkedIn, and niche job boards for sustainability, AI, and engineering often list such roles. Networking and following industry leaders can also open opportunities.

The Future of Jobs: 5 Emerging Careers You’ve Probably Never Heard Of

Relocating for employment opportunities has become increasingly common in India. Professionals, whether fresh graduates or experienced employees, often move to metropolitan hubs in search of career advancement. While relocation offers access to better roles and higher salaries, it also brings significant challenges that can affect mental health, job performance, and workplace integration.\nMental Health Implications\nA move to a new city requires leaving behind familiar surroundings, established social networks, and family support. This transition often leads to stress, loneliness, and emotional fatigue. Accommodation challenges and the pressure of adapting to new living conditions further add to the strain.\nAccording to a 2024 report by the Centre for Monitoring Indian Economy, more than 45 percent of urban professionals indicated heightened stress levels within the first six months of relocation. The psychological toll is an often-overlooked aspect of career mobility.\nThe Commute Factor\nRelocation does not always guarantee convenience. In India’s large metros, commute times are a significant determinant of employee satisfaction. A professional who relocates to Delhi NCR, for example, may spend two to three hours daily in traffic. Prolonged commuting not only impacts physical health but also diminishes productivity and work-life balance.\nAt this intersection of job location and quality of life, solutions like \nInRadius\n have become highly relevant. By enabling proximity-based hiring, InRadius helps professionals discover opportunities closer to their residence, reducing the need for complete relocation and minimizing commute-related stress. Employers also benefit by accessing talent pools within their immediate geography, improving retention and employee well-being.\nImpact on Performance and Productivity\nRelocation brings a dual pressure of adapting to a new city while simultaneously proving competence in a new role. This adjustment period often affects focus and energy levels. Employees may experience fatigue, reduced efficiency, and lower engagement until they establish a routine. From an organizational perspective, this can translate into hidden costs such as higher attrition and reduced productivity in the short term.\nCultural Adjustment and Workplace Belonging\nEach Indian city has its own professional culture and social norms. Relocating employees frequently encounter cultural differences, whether in communication styles, workplace hierarchy, or lifestyle expectations. For instance, the fast-paced environment of Mumbai can feel markedly different from the relatively collaborative culture in Bangalore’s startup ecosystem. Without conscious inclusion efforts, relocated employees may struggle with integration and belonging.\nNavigating Relocation Challenges\nFor employees\n:\nConduct research on housing, commute, and cost of living before moving\nBuild professional and social networks early to ease the transition\nPrioritize mental health and adopt consistent self-care practices\nFor employers\n:\nProvide relocation assistance, housing support, and counseling services\nOffer flexible work arrangements to ease commute-related stress\nImplement structured onboarding and mentorship programs to support integration\nConclusion\nOffice relocation in India extends far beyond the physical move. It directly influences employee mental health, commute experience, performance, and organizational culture. As career mobility continues to rise, acknowledging and addressing these challenges becomes critical for both individuals and employers. Platforms like InRadius offer an alternative by helping employees find opportunities within their preferred geography and enabling organizations to hire talent closer to home.\nFrequently Asked Questions\n1. Why do employees in India relocate for jobs?
\n Employees often relocate for better career opportunities, higher salaries, exposure to new industries, or to work in established hubs like Bangalore, Mumbai, or Delhi NCR.\n2. What are the biggest challenges of job relocation in India?
\n The major challenges include stress from leaving familiar surroundings, long commutes, housing issues, cultural adjustments, and adapting to a new workplace environment.\n3. How does relocation affect employee mental health?
\n Relocation can cause loneliness, anxiety, and fatigue due to loss of social support and increased lifestyle adjustments. These issues often peak in the first few months.\n4. Is commuting stress a real issue for relocated employees in India?
\n Yes. In metros like Delhi, Mumbai, and Bangalore, commute times can exceed two to three hours daily, which impacts productivity and overall well-being.\n5. How does relocation impact workplace performance?
\n Employees may initially struggle with fatigue, reduced concentration, and lower engagement while adjusting to new surroundings and job expectations.\n6. Do companies in India support employees during relocation?
\n Some organizations provide relocation allowances, housing assistance, and flexible work arrangements, but this support varies widely.\n7. How do cultural differences affect relocated employees?
\n Each city in India has distinct work cultures, languages, and social norms. Employees may experience culture shock and need time to integrate.\n8. Can relocation affect employee retention?
\n Yes. Employees who feel overburdened by commute stress or cultural adjustment may leave their jobs, leading to higher attrition rates.\n9. How can employees cope with relocation stress?
\n Employees can research living options in advance, build support networks, maintain routines, and seek professional counseling if needed.\n10. How does InRadius help reduce relocation challenges?
\n InRadius connects job seekers with opportunities close to where they live. This reduces commute times, minimizes relocation needs, and helps employers retain happier and more productive employees.\n


Office Relocation in India: How Moving Impacts Mental Health, Commute and Workplace Culture

In a landmark move, the Indian government has unveiled \nnew GST rates under GST 2.0\n, a comprehensive overhaul of the Goods and Services Tax system, set to take effect on \nSeptember 22, 2025\n, coinciding with the start of Navratri. This reform aims to simplify the tax structure, reduce costs for consumers, and stimulate economic growth.\nWhat’s New in GST 2.0?\nThe GST Council has approved a major restructuring of the tax system:\nTwo Main Slabs\nThe existing four-tier GST structure has been consolidated into \ntwo primary slabs—5% and 18%\n. This simplification is expected to reduce compliance burdens for businesses and make the tax system more transparent.\nZero GST on Essentials\nItems such as \nmilk, paneer, roti, life-saving medicines, health insurance premiums, and personal hygiene products\n (soaps, shampoos, toothpaste) will now be exempt from GST, making them more affordable for households.\nReduced Rates on Common Goods\nEveryday items like \nbicycles, tableware, kitchenware\n, and \ngrooming services\n (salons, gyms, yoga centers) will see their GST rates slashed to \n5%\n, lowering costs for consumers.\nGST on Automobiles\nThe tax structure for automobiles has been revised, with some vehicles seeing reduced rates, while others may experience slight increases depending on classification.\nHigh Tax on Luxury and Sin Goods\nItems like \ntobacco products, pan masala, race club services, casinos, and online gaming\n will attract \n40% GST\n, the highest slab, to discourage consumption and generate revenue.\nImplementation Timeline\nEffective Date:\n The new GST rates will come into force on \nSeptember 22, 2025\n.\nDeferred Items:\n Tobacco-related products will continue to be taxed at current rates until compensation cess loans are fully repaid.\nEconomic Impact\nStock Market Reaction:\n The announcement of the \nnew GST rates\n led to a positive response in stock markets, with indices like Nifty 50 and Sensex rising over 1%, reflecting investor confidence.\nConsumer Benefits:\n Reduced GST on essential goods will lower living costs, especially for middle-class and rural households.\nBusiness Implications:\n Simplified slabs ease compliance, reduce operational costs, and promote transparency.\nFinal Thoughts\nThe \nnew GST rates under GST 2.0\n mark a significant step towards a streamlined and consumer-friendly tax system in India. By reducing taxes on essential goods and services and simplifying the GST structure, the government aims to make life more affordable while supporting economic growth.\nBusinesses and consumers should stay informed to ensure a smooth transition.\nFAQs on New GST Rates 2025\n1. What are the new GST rates in India for 2025?
\n The GST Council has simplified the GST structure into \ntwo main slabs: 5% and 18%\n. Essentials like milk, roti, and medicines are exempt, while luxury and sin goods like tobacco face a \n40% GST\n.\n2. When will the new GST rates come into effect?
\n The new GST rates will be effective from \nSeptember 22, 2025\n.\n3. Which items are exempt from GST under the new rates?
\n Essential items such as \nmilk, paneer, roti, life-saving medicines, health insurance premiums\n, and personal hygiene products (soaps, toothpaste, shampoos) are now GST-free.\n4. Which common goods have reduced GST rates?
\n Everyday items like \nbicycles, kitchenware, tableware\n, and services like \nsalons, gyms, and yoga centers\n now attract \n5% GST\n.\n5. How does GST 2.0 affect automobile taxes?
\n Some vehicles will have \nreduced GST\n, while others may see a slight increase based on their classification.\n6. What is the highest GST slab and which items fall under it?
\n The \n40% GST\n slab applies to luxury and sin goods, including \ntobacco products, pan masala, race club services, casinos, and online gaming\n.\n7. How will the new GST rates impact consumers?
\n Consumers can expect \nlower prices on essentials and everyday goods\n, which will reduce living costs, particularly for middle-class and rural households.\n8. How will businesses benefit from the new GST rates?
\n Simplified slabs \nreduce compliance burden, operational costs, and paperwork\n, making it easier for businesses to operate transparently.\n9. Are there any items that will have deferred GST changes?
\n Yes, \ntobacco-related products\n will continue at current rates until compensation cess loans are fully repaid.\n10. Where can I find official updates on new GST rates?
\n Official updates and notifications are available on the \nGST Council website\n and through government press releases.

New GST Rates 2025: India’s Tax Overhaul Simplifies, Cuts Costs, and Boosts Growth

The tech world is buzzing as Salesforce announced it has cut nearly 4,000 customer support jobs, reducing its headcount from about 9,000 to 5,000. The reason? The rise of \nAgentforce\n, Salesforce’s AI-powered support platform, which now handles almost half of all customer interactions.\nAt first glance, this might look like yet another case of technology replacing humans. But there’s more beneath the surface.\nWhy Salesforce is Betting Big on AI\nThe layoffs aren’t just about cost-cutting. Salesforce had accumulated more than 100 million uncontacted sales leads over the years. By deploying AI agents at scale, the company is trying to solve this backlog, speed up response times, and keep customers engaged without human delays.\nInterestingly, customer satisfaction scores have not dipped even after AI took over such a large share of support interactions. This suggests that for \nroutine, repetitive queries\n, AI can perform just as well, sometimes even better than humans.\nWhat This Signals for Employees\nWhile the headlines focus on job cuts, the shift also shows how companies are \nrestructuring roles rather than removing them entirely\n. Salesforce has paused hiring in engineering and support but is actively building out sales teams to push its AI products.\nFor employees, this highlights a critical lesson:\nJobs centered only on repetitive tasks are at the highest risk of automation\nRoles that combine \nhuman skills\n like empathy, problem-solving, negotiation combined with \nAI fluency\n are becoming more valuable.
⁠
⁠In short, the future is not man \nversus\n machine, but man \nwith\n machine.\nHow Companies Can Respond\nThe Salesforce move is a wake-up call for leaders everywhere. Automation is no longer an experimental add-on, it’s becoming a \ncore operating model\n. Companies that want to stay resilient should:\nReskill and upskill\n their teams in AI-driven workflows\n⁠Adopt \nhybrid service models\n, where AI handles volume and humans handle complexity.\n⁠Build an internal culture that sees AI as a partner, not a threat\nFuture-Proofing Your Career\nFor professionals, the key is \nadaptability\n. Developing comfort with AI tools, understanding how to supervise or collaborate with them, and sharpening human-centric skills will be the safest bet to remain in demand.\nThink of it this way: if AI can answer 1,000 customer emails in seconds, what matters is how you, as a human, can \nask better questions, provide nuanced advice, or design creative solutions\n AI cannot.\nLooking for your next role in a market that’s rapidly evolving? Explore opportunities on \nInradius.\n\nFAQs \n1. Why did Salesforce announce layoffs in 2025?
\n Salesforce cut about 4,000 customer support jobs as it shifted routine work to its AI platform, Agentforce. The move was aimed at improving efficiency and reducing operational costs.\n2. How many employees lost their jobs?
\n The company reduced its support workforce from around 9,000 to 5,000 employees, marking nearly a 45% cut in headcount.\n3. Is AI replacing all human jobs at Salesforce?
\n Not entirely. AI is taking over repetitive tasks, but human workers remain essential for complex problem-solving, strategic roles, and relationship management.\n4. What exactly is Agentforce?
\n Agentforce is Salesforce’s AI-powered customer service platform. It can handle millions of support requests quickly, reducing response times and clearing long-standing backlogs.\n5. Have customer satisfaction scores dropped after the layoffs?
\n Reports suggest that satisfaction levels have stayed steady, showing that AI can match human performance in handling basic queries.\n6. Which types of jobs are most at risk from AI?
\n Roles focused on routine, rule-based, or repetitive work such as basic support or data entry are most vulnerable to automation.\n7. What skills should employees focus on now?
\n Professionals should build AI literacy, adaptability, problem-solving, and strong communication skills to remain competitive in a changing job market.\n8. Are other companies also adopting AI like Salesforce?
\n Yes. Many global companies are testing or scaling AI in customer support, sales, and operations. The trend is accelerating across industries.\n9. Will Salesforce continue hiring after the layoffs?
\n Salesforce has slowed hiring in support and engineering but is actively growing its sales teams to promote and expand its AI offerings.\n10. Where can professionals explore opportunities after such layoffs?
\n Job seekers can turn to platforms like \nInradius\n, which connect talent with companies that are adapting to the future of work.\n

Salesforce Layoffs 2025: What They Reveal About the Future of Jobs and AI

You want to attract talent without burning cash. ESOPs are how you do it. This guide gives you a clear, founder friendly playbook. You will learn how to size and create an ESOP pool, how to grant and refresh it, how to design buybacks or secondary exits, and how to budget for the real cash impact, including buyback costs that should be planned in your P and L in practice.\nQuick note. This is practical guidance, not legal or tax advice. Speak to your lawyer and CA before you press any buttons.\n1) ESOP pool basics\nWhat is it
\n A pool is a reserved percentage of the company’s fully diluted cap table for employee equity grants.\nWhy it matters
\n It sets expectations for hiring, reduces negotiation friction, and keeps dilution predictable.\nTypical pool sizes\nPre seed or Seed: 8 to 12 percent\nSeries A: 10 to 15 percent\nSeries B and beyond: 8 to 12 percent, with refreshes as needed\n2) Pool sizing math founders actually use\nPre vs post money pools
\n Investors often ask you to create a pool before their money comes in. That means the dilution for the pool hits founders, not the new investor.\nTarget pool post money equals 10 percent\n⁠If the investor wants it created pre money, founders take the full 10 percent hit\n⁠If created post money, everyone shares dilution pro rata\nWorked example
\nCompany pre money is 10 crore, new investment 5 crore, target ESOP pool 10 percent post money.\nPost money valuation equals 15 crore\n⁠Shares outstanding pre round equals 100\n⁠New investor owns 5 over 15 equals 33.33 percent\n⁠ESOP pool equals 10 percent\n⁠Founders end up at 56.67 percent\nIf the investor demands the pool be created pre money, the founders dilute to 50 percent, investor to 33.33 percent, ESOP to 16.67 percent. Same post money target, very different founder outcome. Negotiate the pool source in the term sheet.\nRule of thumb
\nModel three scenarios in your cap table: no pool change, post money pool top up, pre money pool top up. Decide based on the hiring plan for the next 18 to 24 months.\n3) How to create an ESOP pool, step by step\nThe process varies by country and listing status. For Indian private companies, the high level flow is:\nPlan design
\n Define eligibility, instrument type, vesting, cliff, exercise price, expiration, buyback and liquidity policy, treatment on termination, and governance.\nBoard approval
\n Approve the ESOP scheme and pool size. Record minutes.\nShareholder approval
\n Pass a special resolution with an explanatory statement. For listed companies, follow SEBI SBEB Regulations. For private companies, follow Companies Act and relevant rules.\nCreate and maintain registers
\n Maintain ESOP grant registers and grant letters. On exercise, file allotment forms and update the cap table.\nValuation and pricing
\n Set exercise price, usually at face value for options in India, with fair market value determined by a registered valuer or merchant banker for tax purposes at exercise. In the United States you would obtain a 409A for FMV. Keep valuations current.\nCommunication pack
\n Create an offer addendum, grant letter template, a simple calculator, and a one pager that explains vesting, cliff, tax, and liquidity.\n4) Plan terms that actually work\nVesting\n. Four years with one year cliff, then monthly or quarterly thereafter.\nExercise price\n. Face value in India for private companies is common.\n⁠\nExercise window after exit\n. Give at least 90 days post termination, 180 days is friendlier. Senior roles may get 12 to 24 months.\nLeaver policy\n. Unvested options lapse on resignation. Vested options can be exercised within the window. For cause terminations forfeit all.\n⁠\nAcceleration\n. Single trigger on change of control or double trigger on change of control plus termination within 12 months, for a defined senior group.\nRefresh grants\n. Annual top ups for high performers so long term employees do not end up underwater.\n⁠\nBuyback and liquidity\n. Define the if, when, how much, price formula, and tax handling up front.\n5) How to allocate the pool across roles\nUse bands rather than case by case haggling. It speeds hiring and reduces internal noise.\nSample banding for early stage\nSenior leadership. 0.5 to 2 percent each.\n⁠Engineering managers or principal engineers. 0.2 to 0.5 percent.\n⁠Senior engineers or product managers. 0.05 to 0.2 percent.\n⁠Early generalists or first ten hires. 0.1 to 0.5 percent.\n⁠Later hires. 0.01 to 0.05 percent, with performance top ups.\nAnchor grants to value creation milestones. For example, higher end of the band for roadmap owners or critical hires before product market fit.\n6) Tax and valuation, the parts that trip people up\nIndia overview for private companies.\nAt exercise\n. Perquisite tax applies on the difference between FMV and exercise price, treated as salary income. TDS obligations apply for the employer.\nAt sale\n. Capital gains tax applies on the difference between sale price and FMV at exercise.\n⁠\nFMV\n. Determined by a merchant banker at exercise. Keep valid reports around grant and exercise events.\n⁠\nSecondary transfers\n. If employees sell to an investor, tax is capital gains based on cost and holding period.
⁠
⁠Keep clean documentation. Your future diligence team will thank you.\n\n7) How to use the ESOP pool effectively\nFront load fewer, bigger grants for the first ten hires\n, then move to bands.\nRefresh grants yearly\n for top performers to fight drift and compression.\n⁠\nTop up after major milestones\n like Series A or product market fit to retain pivotal people.\nAvoid hoarding the pool\n. A pool that never leaves the spreadsheet does not hire or retain anyone.\n⁠\nAvoid spraying tiny grants\n that no one values. If it cannot move the needle for the person, consolidate.\nCreate an internal ESOP handbook\n. Explain value, vesting, tax, and your liquidity policy in simple language.\n8) Budgeting and accounting. The founder view\nThere are two views. The statutory view and the operating view.\nStatutory view
\n Under Ind AS 102 or IFRS 2, ESOPs are expensed as a non cash share based payment over the vesting period, based on fair value at grant. Company buybacks are usually shown as a reduction in equity, not through the P and L.\nOperating view, my recommendation for planning
\n Even if buybacks do not always hit the P and L as an expense, they are a real cash outflow. Plan them like an expense line. It keeps you honest on cash runway.\nPractical model to include in your P and L and cash plan\nLine A. ESOP non cash expense per accounting.\nLine B. Expected ESOP cash taxes or withholding the company must fund, if any.\n⁠Line C. Annual ESOP buyback pool, for example 1 crore or 1 percent of fully diluted value, whichever is lower.\n⁠Total cash impact equals B plus C. Track it like payroll.\nWorked cash example\nAnnual salary burn equals 12 crore.\n⁠Plan a buyback once a year post round at 50 lakh.\n⁠Plan tax or admin cash of 10 lakh.\nAdd 60 lakh to your cash budget.\nNew annual cash burn equals 12.6 crore.\n⁠At 18 crore in the bank, runway falls from 18 months to around 17 months. This is real. Model it.\n9) Price setting for buybacks and secondaries\nPick a simple, defensible rule. Communicate it upfront.\nRound based\n. Last primary round price, possibly with a 10 to 20 percent discount for illiquidity.\n⁠\nValuer based\n. Independent valuation each buyback window.\nHybrid\n. Lower of last round price and independent valuation if the market softened.\nBe consistent. Your team values predictability more than a slightly higher price once.\n10) Compliance checklist for Indian private companies\nThis is a quick list to help you brief counsel.\nDraft ESOP scheme per Companies Act and rules.\n⁠Board approval and special resolution of shareholders with an explanatory statement.\nMaintain ESOP register and grant letters.\n⁠Obtain FMV reports as required for tax at exercise and for buyback pricing.\nOn exercise, collect exercise price and taxes if applicable, allot shares, file PAS 3, update registers.\nFor buybacks or secondary transfers, follow company law and tax rules, obtain necessary approvals, and withhold taxes if required.\n⁠For non resident employees, check FEMA and FDI rules.\n⁠For listed companies, follow SEBI SBEB Regulations.\n11) Templates you will reuse\nESOP policy and scheme document\nBoard and shareholder resolutions\nRole based equity band matrix\nGrant letter and offer addendum\n⁠ESOP calculator for candidates\n⁠Buyback policy note and FAQ\n⁠Annual communication pack with vesting statements\n12) Common mistakes to avoid\nCreating the pool pre money without modeling dilution.\nPromising liquidity casually. If it is not in your policy, it does not exist.\nSetting exercise windows that are too short. It frustrates alumni and hurts your brand.\n⁠Letting options expire unexercised because of poor reminders and no post exit window.\nTreating ESOP as a negotiation prize rather than a structured program.\nForgetting tax and cash impact. Your runway will not forgive you.\n13) How to explain ESOP to candidates in 60 seconds\nYou get options that vest over time.\n⁠You can buy shares at a fixed price after vesting.\n⁠If the company grows, your shares grow in value.\n⁠We run an annual buyback window after rounds so you have a path to partial liquidity.\n⁠Here is your grant, vesting schedule, and a calculator that shows value at different outcomes.\nPeople do not need a lecture. They need clarity and trust.\nQuick FAQs\n1. How big should my first pool be\n
Ten percent is a solid default for Seed and Series A. Model against your hiring plan.\n2. Should I grant RSUs or options\n
For Indian private companies, options are simpler pre listing. RSUs are more common in listed entities.\n3. How often should I do buybacks\n
Once a year after a primary round is common. Start small, publish the rules.\n4. Can I let employees sell to investors in a round\n
Yes, run a managed secondary with caps and disclosures.\n5. What if the market drops after I grant options\n
Use refresh grants and future performance based top ups. Avoid repricing without a clear board policy.\n6. When should I refresh my ESOP pool\n
Typically every 18 to 24 months or at the next funding round. Refresh earlier if your pool drops below 3 to 4 percent of fully diluted.\n7. Should I give ESOPs to interns or consultants\n
Usually no. ESOPs are designed for long term employees. For interns or consultants, short term cash or project based incentives work better.\n8. Can I accelerate vesting for key employees\n
Yes, but do it under a clear policy such as change of control, acquisition, or board approved exceptions. Avoid ad hoc promises.\n9. What happens if an employee leaves before cliff\n
All options lapse. They do not get any ESOP value. Communicate this clearly upfront.\n10. Should I allow employees to hold options after they resign\n
A 90 to 180 day exercise window is standard. Senior leadership can be given a longer window of 12 to 24 months.\n11. Can ESOPs be repriced if valuations fall\n
It is possible but tricky. It requires board and shareholder approval and can create governance issues. Use new grants or refreshers instead.\n12. How do ESOPs impact fundraising negotiations\n
Investors look at pool size, dilution, and unallocated stock. A clear ESOP plan signals maturity. A messy or unused pool raises red flags.\n13. Do ESOPs work for remote or global hires\n
Yes, but check cross border tax and compliance. For non resident employees, FEMA and FDI rules in India apply. Some founders use phantom stock for simplicity.\n14. What is a phantom ESOP and should I consider it\n
Phantom ESOPs are cash settled and mimic equity value without share issuance. They are easier legally but create cash liability. They work for late stage or subsidiaries.\n15. How do I communicate ESOP value to candidates\n
Always show a calculator with potential outcomes at different valuations. Avoid quoting notional crore values with no context.

ESOPs for First Time Founders: How to Create the Pool, Use It Well, and Plan Buybacks

In India’s ever-evolving tech landscape, software engineers have long been seen as the \ncore engine of growth\n. But in 2025, the rules of the game are shifting.\nWith global cost pressures, AI disruption, and growing expectations around productivity, the big question is:
\nWhat kind of salary hike can software engineers realistically expect this year?\nThe 2025 Context: No More Blanket Double-Digit Hikes\nThe post-pandemic boom has settled.
 In 2025, salary hikes are more \nselective, skill-driven, and role-specific\n than ever before.\n“It’s no longer about how many years you’ve worked. It’s about the \nvalue you bring\n—especially in niche tech areas.”
 — NASSCOM HR Trends Report 2025\n2025 Salary Hike Snapshot: Realistic Expectations\nProfile\nExpected Annual Hike\nNotes\nEntry-Level (0–2 yrs)\n6–10%\nTier-1 cities pay higher; ₹4.5–6.5 LPA range\nMid-Level (3–7 yrs)\n10–15%\nCloud, full-stack, DevOps > core backend\nSenior Engineers (8–12 yrs)\n12–18%\nStrong demand in product/startups, less in IT services\nArchitects / Niche Specialists\n18–25%\nAI/ML, blockchain, cybersecurity lead this group\nJob Switchers (any level)\n20–35%\nEspecially high for product, fintech, SaaS firms\nHikes at \nlarge IT services companies\n (Infosys, TCS, Wipro) remain conservative at 5–9%.
But \nproduct companies\n (Swiggy, Zoho, Razorpay, Gojek) are offering much more aggressive raises.\nWhat’s Driving the Numbers?\n1. Skills > Seniority\nCompanies are investing in tech professionals who bring \ndirect business impact\n — via automation, AI, platform engineering, or scalable backend systems.\n2. AI Isn’t Killing Jobs — It’s Reshaping Them\nThere’s reduced headcount growth in generic dev roles, but a \nsurge in demand for engineers\n skilled in:\nLLM integration\nMLOps\nData engineering\nCybersecurity and cloud infra\n3. Product > Services\nProduct companies and funded startups are paying 15–30% more than IT services — especially for frontend/backend leads, DevOps, and data roles.\n4. Location Still Matters\nCity\nHike Potential\nBengaluru\nHighest – 12–18% avg for in-demand roles\nHyderabad\nStrong for cloud, platform, mid-level talent\nPune & NCR\nCompetitive for fintech, B2B SaaS\nChennai\nFast-rising hub for backend, automation\nTier-2 Cities\nSlower hike pace, but growing rapidly with remote/flex models
\n \nHow to Maximize Your Salary Growth in 2025\n1. Target High-Value Domains\nAI, cloud security, data infra, and dev tools are where the money is.\n2.  Show Measurable Impact\nHiring managers want engineers who’ve improved performance, reduced cost, or scaled systems — quantify your wins.\n3. Switch Roles Strategically\nUse job changes to move not just horizontally, but \nup the value chain\n. Look for growth, not just a new company.\n4. Use Location to Your Advantage\nProximity hiring is back. Companies want talent \ncloser to office zones\n — and \njob seekers want roles closer to home\n.\nFinal Word: The Market Is Selective, But Rewarding\nIn 2025, software engineers in India are still in high demand — but \nonly for the right skills, right attitude, and right roles\n.\nSalary hikes may no longer be automatic, but for those who:\nInvest in niche expertise\nThink like product owners\nLeverage smart job platforms like InRadius\n— the \nrewards are still substantial\n.\nSo instead of hoping for a raise, go earn one.
\nBecause the best hikes in 2025 are the ones you engineer yourself.\n

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