Exclusive Interview with Janoo Motiani, Founder & CEO of Reed & Willow

In an exclusive conversation with CXO Lanes, Janoo Motiani, Founder & CEO of Reed & Willow, discusses the findings from the newly released “Soul of the Search – Market Research Report 2025” and shares insights on the evolving Indian talent market, retention challenges, and the new playbook for HR leaders.

Q1. What was the driving force behind conducting the ‘Soul of the Search’ report for 2025?

At Reed & Willow, we wanted to move beyond surface-level assumptions about Indian job seekers and really understand the deeper motivations behind their decisions. With so much noise in the talent market, our aim was to give employers an authentic, data-backed lens into candidate expectations—one that captures cultural nuance, generational shifts, and industry-specific preferences. This report is meant to be a playbook for building people strategies that truly resonate, rather than generic policies that miss the mark.

Q2. One of the headline findings is that 95% of professionals value transparent communication over pay. Why do you think this is happening now?

The Indian workforce is maturing. Earlier, job stability and salary were the only currencies that mattered. Now, professionals are looking at workplaces as ecosystems of trust and growth. With increased access to information, candidates know their worth. They are not just asking “what am I being paid?” but also “how am I being treated?” and “do I have clarity about my future here?” This represents a fundamental cultural and generational evolution.

Q3. How are family and societal expectations still shaping job search in 2025?

Despite globalization, India remains deeply collectivist. Our report shows 69.3% of professionals acknowledge family and societal input in career decisions. This is especially strong in Tier-2 and Tier-3 cities where proximity to family, social reputation, and job security often outweigh flashy compensation. Employers who understand this context can design roles, benefits, and even location strategies that appeal more effectively to this reality.

Q4. What does the report reveal about retention challenges in the first 100 days of employment?

The first 100 days are critical. Attrition spikes during this window if expectations don’t align with reality. Our research shows that clarity in job roles (3.95/5), transparent communication (3.84/5), and a supportive environment (3.81/5) are the strongest retention levers. Employers who ignore this risk losing talent before they’ve even contributed meaningfully. It’s a wake-up call for HR teams to rethink onboarding as a trust-building exercise, not a checklist process.

Q5. Are there noticeable differences in hiring trends across industries based on your research?

Yes, very much so. For example, technology and product roles see candidates prioritizing growth and learning opportunities, while sectors like BFSI and manufacturing still attract professionals looking for security and brand reputation. Healthcare talent is increasingly focused on work-life balance post-pandemic. These nuances matter—what works for IT hiring may not resonate in financial services or core industries. Employers must tailor their value propositions accordingly.

Q6. How is the rise of digital hiring practices shaping candidate experience?

Digital-first hiring is now mainstream—77% of candidates prefer telephonic or video interviews. But the interesting finding is that 23% still value in-person interactions, especially for senior roles. This tells us that while technology brings scale and efficiency, it cannot fully replace the human element. Organizations need to balance automation with authenticity, ensuring candidates feel respected and connected throughout the process.

Q7. What broader staffing or workforce trends stood out from the report?

One striking trend is the resilience of full-time employment in India. Despite the global gig economy boom, 94.5% of Indian candidates still prefer permanent roles, even when offered better benefits in flexible arrangements. This reflects the importance of identity, security, and long-term belonging in Indian workplaces. Another trend is the growing demand for leadership transparency—employees want to see visible, accountable leadership more than ever before.

Q8. Based on your findings, what advice would you give HR leaders to stay ahead in 2025 and beyond?

My advice would be three-fold:

- Lead with transparency—because talent sees through slogans and demands authenticity.
- Tailor strategies by industry and region rather than adopting a one-size-fits-all approach.
- Invest in the first 100 days of the employee journey—because if you lose trust there, you lose retention.

Ultimately, HR leaders must recognize that compensation wins attention, but culture and clarity win commitment.

https://cxolanes.com/exclusive/exclusive-interview-with-janoo-motiani-founder-ceo-of-reed-willow/