Deutsche Bank is hiring 1,000 employees in India.

  • Deutsche Bank, a major German bank in India, has plans to hire up to 1,000 employees in 2021.
  • The bank is looking for employees eager to learn, preferably than just having the right skills set.
  • This hiring drive will build competencies in-house in India so that the need for outsourcing goes down.

Deutsche Bank plans to hire 1,000 new employees this year in India at its technology centres to improve its digitisation. The company is looking for people who can be flexible as technology changes than just being limited to specific digital skills. The hiring includes around 300 freshers and 700 lateral hires.

The bank’s focus is on cloud technology, simplifying the tech behind end processes for loans, account opening and many other functions, and having competence in artificial intelligence and machine learning.

“In line with our goal of internalising our technology talent and growing our engineering capabilities, we are going to hire up to 1,000 employees at our Indian technological centres this year,” D. Khandelwal, global chief information officer (CIO) of Corporate Functions Technology at Deutsche Bank told recently.

Deutsche Bank hires from the best universities in India, like the Indian Institutes of Technology. According to Khandelwal, the bank is looking at at least 25 to 35 various colleges worldwide.

And, there’s no shortage of talent. “The challenge almost comes in when you want to build those core skills; your existing organisation plus what you’re hiring has the right set of practical and technical depth that you require,” explained Khandelwal.

Core abilities include moving the background code that a bank needs to run its applications to the cloud, particularly Google’s public cloud, and lessening dependencies. This means faster upgrades and roll-out of new services in the future.

“We’re looking at not just picking people but also building the maturity of the people in terms of the skills they need to obtain,” Khandelwal said recently. Hiring could mean upskilling or reskilling to have the talent in-house. The need for outsourcing should come down.

Maturity means learning new skills and building them to develop the technology further ahead of the curve. “The overall ability has to go up. Otherwise, you’ll always have a trend of work getting outsourced and not having the right capacities and decision-making powers in the right locations,” explained the man who has been working with Deutsche Bank.

COVID-19 pandemic gave a unique challenge where companies hired most people virtually. Moving forward, this will only change if the pandemic numbers are low enough to make coming to the office a reality again. “At some point in time, you need to think about how you combine them with the larger workforce. And how do you get them to blend them to be a part of the organisation’s culture,” said Khandelwal.