Behind the Hires: How Jyoti Balances Talent, Tech, and Time.
- September 3, 2025
Since joining Neurones IT Asia in 2018 as a Talent Acquisition Specialist, Jyoti has steadily grown into her role as Head of Talent Acquisition across Asia, building high-performing teams for our clients. With deep domain knowledge spanning modern data stacks and mission-critical project demands, she does more than just fill roles, she aligns hiring with business strategy. From managing cross-border teams to navigating multiple time zones, Jyoti shares how she stays ahead in a fast-paced, delivery-driven environment from a recruiter standpoint.
How do you evaluate key skills and cultural fit when assessing candidates?
When evaluating skills, I look for evidence in real work examples, measurable achievements, and, where relevant, practical assessments to confirm capability.
For cultural fit, I focus on how candidates approach collaboration, adapt to challenges, and align with the organization’s values. I use a mix of behavioral questions and scenario discussions to get a genuine sense of their working style.
This way, I can be confident they’ll deliver results and integrate well with the team.
You’ve held various roles at Neurones IT Asia since 2018. How has your approach to leadership evolved over the years?
I started at Neurones IT Asia as an individual contributor and was promoted to lead within two years. I quickly realized that leadership isn’t just about doing the work yourself—it’s about enabling others and standing by them when they face setbacks. I remain very hands-on, but my focus has shifted from ‘me’ to ‘us’—our shared capabilities, growth, and wins. This shift taught me to give each person space, autonomy, and recognition so they can perform at their best. Leadership is a big word, and I’m still learning its nuances—every day adds a new layer.
How do you balance client demands with real time market realities when sourcing for IT talent?
For me, balancing client demands with market realities is about turning data into dialogue. On the recruitment side, I make sure Sales and stakeholders see real-time talent insights, so expectations aren’t just set—they’re shared. Because many of our roles are niche and complex, we take a proactive approach: we refine requirements early, surface adjacent skill sets that can bring fresh value, and recommend upskilling pathways so clients not only meet their immediate need but also build future-ready teams. And when timelines are tight, we expand our search into overseas talent markets or offshore solutions, ensuring speed never comes at the cost of quality.
How do you stay up to date with the latest trends and best practices in talent acquisition?
I keep up with trends in talent acquisition by following voices like Hung Lee’s Recruiting Brainfood or Johnny Campbell’s Social Talent podcast, along with Talent Blogs for more structured updates. And very recently, I’ve started writing short reflections on Medium (not as an expert), as a way to process what I’m learning and to share ideas back with others. It helps me deepen my own understanding while staying connected to the conversation.
What’s your favorite way to unwind after a busy week?
After a busy week, I usually unwind by immersing myself in stories—either through reading or by watching a good crime series, especially the Nordic ones with their clever twists. It helps me switch off, recharge, and at the same time keep my curiosity and imagination alive.
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