As the hiring playbook moves from quantity to quality, Dell Technologies is redefining what it means to be 'future-ready'—investing deeply in internal mobility, role-relevant AI upskilling, inclusive university partnerships, and community-driven innovation. In an exclusive interaction with All Things Talent, Kavita Mehra, Senior Director – General Management at Dell Technologies, sheds light on the strategic talent pivots shaping the future of Global Capability Centres (GCCs).
Mehra also talks about:
- Why AI isn't just for specialists
- How Tier-2 cities are emerging as talent powerhouses and,
- What it takes to build a sustainable talent pipeline in the age of intelligent transformation.
Q/ The hiring landscape is shifting from volume hiring to value hiring. How is Dell Technologies’ India CoE balancing internal mobility and upskilling, especially as AI continues to reshape job roles?
Dell Technologies is embracing the industry shift from volume to value hiring, focusing on talent that drives meaningful impact and innovation in an AI-enabled world. While we continue to hire externally for critical, niche roles, a strong emphasis is placed on enabling internal mobility and upskilling our team members so they can grow with the business.
AI, to us, is not a fixed domain reserved for specialists; it is a powerful enabler that augments existing strengths. We have designed role-relevant learning paths that help team members across functions, from engineers to services, build AI fluency and apply these skills meaningfully in their day-to-day roles.
Our approach to talent is rooted in continuous learning and adaptability. By investing in people and embedding AI in their journeys, we are not just preparing them for the future; we are empowering them to shape it. The result is a dynamic, future-ready workforce that brings both depth and agility to the business.
Q/ GCCs like Dell’s Centre of Excellence are emerging as innovation hubs. How are you aligning talent development with fast-evolving areas such as GenAI, cybersecurity, and cloud engineering?
At Dell Technologies, innovation isn’t optional—it’s core to our DNA and how we create value. Whether operating within a traditional service delivery model or transitioning toward full-spectrum product ownership, we are embedding next-generation capabilities—such as GenAI, cybersecurity, and cloud engineering—into our solutions to ensure they are future-ready and innovation-led. In parallel, we’re equipping our team members with the skills and experiences needed to lead this transformation.
Our talent development efforts are tightly aligned with this transformation. Initiatives like AI Academy and India Innovation Forum enable a culture of applied learning, cross-functional collaboration, and continuous upskilling. With over 2,400 active members, the AI Academy is more than a training platform – it’s a community where hands-on experimentation and learning converge.
The India Innovation Forum has institutionalised a culture of cross-functional problem-solving through its Inspire–Ideate–Implement framework. We also invest in early talent by partnering with leading institutions like RVCE, NIT Calicut, and VIT Vellore to co-design cloud-native, cybersecurity, and AI/ML curricula, ensuring future-readiness from campus to career.
Dell Technologies’ innovation leadership is further strengthened by our participation in the Digital Twin Consortium and by initiatives like Women in Tech, which ensure inclusive access to high-impact technology roles.
By combining deep internal capability-building with strategic academic and industry collaboration, we are powering next-generation innovation, seamlessly aligning talent to technologies that define the future.
Q/ As companies move away from campus blitzes toward deeper, long-term university partnerships, how is Dell building a future-ready talent pipeline through academia?
Dell Technologies is moving beyond traditional campus drives to build meaningful, year-round academic partnerships under UniCon, our university engagement program inspired by Dell’s innovation framework - Inspire, Ideate, Implement. We have collaborated with institutions such as RVCE, NIT Calicut, VIT Vellore, PICT Pune, and Manipal University Jaipur to co-create impactful learning experiences, ranging from cloud-native curriculum at RVCE and AI/ML immersion at NIT Calicut to data management electives and mentoring at Manipal and PICT, Pune.
Whether it’s designing cloud-native curriculum, launching AI/ML immersion programs, or mentoring students through electives and industry projects, we’re investing in early talent with intent. These partnerships have led to a measurable impact, ranging from IEEE publications and internships to full-time hires across diverse roles.
Beyond campus hiring, we are engaging at scale through national skilling initiatives such as Intel’s AI for Youth, with a focus on building a talent pipeline that is not only future-ready but also closely aligned with the evolving needs of industry and society.
Q/ There’s growing curiosity in Tier-2 cities as emerging hiring hubs. Is Dell Technologies tapping into this trend, and how do you ensure consistent training and cultural integration for these new hires?
With India’s talent landscape rapidly expanding beyond metropolitan hubs, Tier-2 and Tier-3 cities are emerging as vital contributors to the tech workforce. At Dell Technologies, we recognise trends and have strategically extended our talent outreach to these regions through strong partnerships with institutes. These collaborations have not only strengthened our hiring pipeline but have also enabled impactful programs in cybersecurity, data management, and career readiness.
While we may not have physical offices in every Tier-2 city, we actively tap into their high-potential talent pools, often witnessing higher retention and engagement levels. What bridges the geographic gap is our standardised and inclusive approach to hiring and integration. We leverage AI-enabled platforms to ensure fairness in recruitment and maintain a consistent onboarding experience across locations.
Our emphasis on early-career talent is a cornerstone of this strategy. Through the India Innovation Forum, function-specific rotations, and the Recent Graduates Program, we provide structured pathways for growth and innovation. Moreover, our eight active Employee Resource Group (ERG) chapters across India foster a culture of inclusion, helping every new hire, regardless of where they come from, feel connected, supported, and empowered to thrive.
Q/ What types of skill-building or reskilling programs are being run within the GCC to help existing employees stay future-ready, especially in light of rapid AI adoption?
At Dell Technologies, continuous learning isn’t just encouraged, it’s embedded in how we operate. With AI becoming integral to every role, we’re focused on helping team members across all levels build the right skills to collaborate effectively with emerging technologies.
Our structured learning paths span from foundational to advanced topics, covering AI fundamentals, prompt engineering, neural networks, and agentic AI. Through initiatives like the AI Academy and PNO certification programs, teams gain role-specific expertise in areas such as GenAI, AIOps, and cloud operations. These aren’t one-off sessions; trainings are held quarterly or more frequently, with leadership also engaging in mindset and capability sessions to foster an AI-first culture.
We believe in learning by doing. Hackathons, innovation challenges, and mentorship programs enable hands-on skill development, while the L.I.V.E. program (Learning, Innovation, Value, Engagement) supports early-career professionals. Cross-functional rotations in departments like Finance and Marketing further build versatile, future-ready talent.
Beyond internal programs, we’re equally committed to inclusive skilling. Through initiatives like the Solar Community Hubs and girl child empowerment programs led by our ERGs, along with collaborations with non-profit organisations, we’re enhancing AI literacy in underserved communities. In alignment with the Government of India’s Apprenticeship Program, we actively hire from Tier-2 and Tier-3 cities, reinforcing digital inclusion and employability across the country.
Q/ How are you rethinking fresher onboarding and training to align with an “AI-first” approach—and what lessons can other organisations learn from your experience?
At Dell Technologies, every new team member is equipped with AI from day one. From tools like AI Copilot to Sales Tech Academy modules and collaborative learning platforms, AI is embedded into the daily workflow, not treated as a separate track. This integration ensures early familiarity and fluency in applying technology across functions.
We strengthen this foundation with structured mentorship, cultural onboarding, and cross-functional rotations across teams like services, finance, and marketing. The aim is to develop both technical fluency and a strong business mindset from the outset.
For organisations without dedicated L&D infrastructures, the key lesson is clear: start by investing in your people. Building AI capabilities doesn’t demand a four-year degree or expensive infrastructure. Peer-led learning, certifications and accessible online tools can drive greater impact. That’s where the transformation truly begins.
Ultimately, the goal isn’t just to adopt AI, it’s to build a culture where AI enables individuals to innovate, solve real-world problems, and deliver greater impact. That’s where transformation truly begins.
Mamta Sharma is a freelance journalist committed to sharing stories on talent management, DEIB, workplace culture, alongside narratives on leadership, entrepreneurship, tech innovation and employee wellbeing.
