Leading article
I build the internal systems on which a technology company's promises depend.
I began my career in July 1993 as a systems analyst at Veyantra Software, after completing a computing degree at Meralvi Institute that June. I was one of nine colleagues supporting internal systems, with no direct reports and no budget of my own. Much of the work involved records that looked mundane beside the software being built for customers: which version had been installed, who had approved a change and how a colleague could resume work after a failed setup. I discovered that a small ambiguity in those records could consume more time than an obvious technical fault.
By my final years there, the company employed 110 people and reported annual revenue of ₹9 crore. I helped make desktop setup and deployment records more repeatable, but I did not own the company's delivery performance. That distinction has remained useful. An internal technology team can remove an obstacle, provide a dependable tool or preserve evidence of a decision. It should not claim the entire commercial result that colleagues achieve with those conditions in place. I wanted a management role where I could make that relationship explicit rather than rely on informal goodwill.
I joined Rujantra Systems in July 2000 as internal applications manager. The enterprise then employed 650 people and generated ₹86 crore annual revenue. I led twenty-two employees through four direct reports and managed a ₹3 crore operating allocation. My applications supported people administration and project records; they were not the customer systems delivered by our engagement teams. Requests often arrived with the authority of an urgent client deadline, even when the internal action required a separate approval. I learnt to ask who could make that decision and what record would show that it had been made.
In January 2008 I became head of enterprise applications. The organisation had grown to 2,100 employees and ₹410 crore annual revenue, while my team reached forty-eight with five direct reports and a ₹12 crore budget. Project identifiers connected staffing, time records and finance, but different departments sometimes used them to describe different things. I spent more time with operating colleagues than a conventional systems plan might suggest. Agreement about an identifier had to precede integration; otherwise a faster interface simply transferred an unresolved disagreement between departments.
I moved into technology operations in July 2013, leading ninety-six employees through five direct reports. At that stage Rujantra employed 4,900 people, with ₹1,180 crore annual revenue and ₹39 crore in my operating remit. Overseas client offices created new questions about account ownership, support hours and the conditions under which a project team could use a shared environment. I resisted describing a local exception as disobedience before understanding the obligation behind it. At the same time, an exception needed a named sponsor and a review point if it was to remain manageable.
The founder retained a majority when a growth-capital investor entered in 2019. I became CIO that September, extending my responsibility across internal applications, working environments and technology operations. I report to the CEO rather than to the client-delivery organisation. That positioning helps me examine requests across business units, but it does not give me authority to rewrite customer commitments. I work with delivery, finance, people leadership and security colleagues so that a decision has an accountable owner beyond the team operating the software.
One recent staffing pilot made the problem concrete. Of 960 assignment requests, 240 lacked either consistent start dates or adequate sponsor authority. The commercial pressure was to expand the new system quickly. I accepted a seven-day delay and funded corrections rather than let a complete-looking schedule conceal those unresolved conditions. Another programme established a common development environment for 126 projects while fifty-four retained client-specific restrictions. The participating projects reduced setup time, but the first-year cost increased. I regard both programmes as useful only when those qualifications stay attached to the result.
I have also become more careful about how technology productivity is discussed. In an assistant pilot, first drafts became quicker while review and rework increased. The combined result was smaller than the headline improvement. I did not treat that as a reason to abandon the tool; I treated it as a reason to describe the work honestly and decide where the remaining benefit justified use. My responsibility is to support a sound operating choice, not to defend a preferred product after evidence complicates the proposal.
Today the company employs 8,400 people and reported ₹2,640 crore revenue for the year ended March 2026. I lead 212 employees through six direct reports, supported separately by fifty contracted specialists. My ₹128 crore FY2026–27 budget includes ₹82 crore for continuing operations and ₹46 crore for change. I present selected matters to the board without serving as a director. For a future external role, I would bring experience of internal technology dependence, measurement and shared-service decisions, while being explicit about the governance learning and appointment-specific assessment that such a responsibility would require.