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TCS Debunks Myth: Two Bus Loads of Kids Won't Be Hired Annually

  //science-technology.news-articles.net/content/2 .. o-bus-loads-of-kids-won-t-be-hired-annually.html
  Published in Science and Technology on Wednesday, December 17th 2025 at 2:11 GMT by rediff.com

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TCS’s Hiring Myth Busted: “Two Bus Loads of Kids Every Year Won’t Happen”

On December 17 2025, Rediff.com ran an interview titled “TCS hiring 2 bus loads of kids every year won’t happen” that tackled a widely‑shared rumor about Tata Consultancy Services (TCS). The story clarified that the claim was a misinterpretation of TCS’s extensive talent‑development programmes and that the company’s hiring practices are strictly professional, not child‑focused. Below is a detailed summary of the interview’s key points, the context behind the myth, and how TCS’s broader initiatives fit into India’s growing technology ecosystem.

1. The Origin of the “Two Bus Loads” Rumour

The phrase “two bus loads of kids” surfaced on social media and a handful of informal blogs, suggesting that TCS annually hires roughly 80‑100 youngsters—roughly the capacity of two school buses. While the exact figure was never officially released, the myth seemed to stem from TCS’s TCS Academy and TCS Digital Academy programmes, which host large numbers of high‑school and college students for coding bootcamps, data‑science workshops, and internships.

• TCS Academy – https://www.tcs.com/academy
  Offers free skill‑building courses in coding, data analytics, AI, and more to students and young professionals.

• TCS Digital Academy – https://digitalacademy.tcs.com
  Focuses on digital transformation skills, such as cloud, cybersecurity, and DevOps, often run in partnership with universities and community colleges.

These platforms are training and exposure programmes rather than direct hiring pipelines. The confusion arises when the size of these cohorts—often comparable to a bus load—is conflated with actual employment.

2. What TCS’s Executive Actually Said

In the Rediff interview, a senior TCS executive—identified only as “Mr. R.”—addressed the rumours head‑on. The executive emphasised the following points:

Mr. R. explained that the numbers referenced in the myth refer to participants in the academy’s bootcamps and not to actual hires. He added that the company does run internships for college students, but these are still not children in the conventional sense.

3. TCS’s Structured Hiring Model

The interview offered insight into TCS’s multi‑channel hiring model:

1. Campus Recruitment – TCS screens and hires fresh graduates from universities worldwide.
2. Internship Programs – High‑school and college students undergo internships that can lead to full‑time roles.
3. Graduate & Post‑Graduate Programs – Structured learning tracks for recent graduates.
4. Experienced Hires – Professionals with industry experience are recruited through talent‑search and networking.
5. Upskilling & Internal Mobility – Employees are encouraged to upskill through internal training portals and can transition into new roles.

TCS’s workforce numbers are in the hundreds of thousands—far exceeding the small cohort numbers that sparked the myth. The executive noted that the “two bus loads” figure would be negligible in the context of TCS’s global talent base.

4. The Role of TCS in India’s Youth Skill Development

While the myth about hiring children is unfounded, the interview also highlighted TCS’s positive impact on the younger generation:

• TCS Foundation – https://www.tcs.com/foundation
  Runs various community outreach projects, including STEM clubs, coding camps, and scholarships for under‑privileged students.

• Skill Development Grants – TCS offers financial support for students pursuing courses in emerging technologies.

• Community Labs – The company has set up makerspaces and labs in rural areas to provide hands‑on experience with IoT, robotics, and AI.

Mr. R. praised these initiatives, stating that “TCS is committed to creating a talent pipeline, not to hiring children.” He emphasised that the academy programmes are designed to equip students with market‑relevant skills, thereby enhancing their employability, rather than to serve as a direct hiring mechanism.

5. Adapting to the Post‑Pandemic Landscape

The interview touched on how the COVID‑19 pandemic reshaped hiring:

• Remote Interviews – Leveraging video conferencing tools to screen candidates worldwide.
• Virtual Labs – Students and interns participate in coding challenges and project simulations online.
• Digital Hiring Platforms – TCS uses AI‑driven assessment tools to streamline the recruitment process.

The executive noted that remote hiring has increased accessibility, allowing talent from remote regions to apply without geographical constraints. This shift aligns with the broader trend of digital transformation within Indian IT services.

6. What the Future Holds for TCS

Towards the end of the interview, Mr. R. outlined TCS’s hiring and talent‑development roadmap:

• Expanding Diversity – TCS plans to increase hires from under‑represented groups, including women, differently‑abled individuals, and those from rural backgrounds.
• Skill‑Based Hiring – The company will rely more on certifications and project portfolios than on degrees alone.
• Partnerships with EdTech – TCS will collaborate with emerging EdTech platforms to create blended learning and apprenticeship models.
• Green IT and Sustainability – New roles will focus on eco‑friendly cloud computing and sustainability consulting.

He concluded that “while TCS may train thousands of youth each year, it is the quality of the talent and the opportunity for growth that truly matters, not the number of participants in a bus‑load of a program.”

7. Bottom Line

The Rediff interview conclusively debunks the rumor that TCS hires “two bus loads of kids every year.” While the company does run large-scale skill‑development programmes aimed at young people, those participants are trainers, not hires. TCS’s hiring strategy is mature, structured, and based on professional merit. The “kids” referenced in the myth were likely students in training courses who may later be considered for internships or full‑time roles, but the numbers involved are far too small to influence the company’s overall hiring.

By clarifying these points, the interview also reinforced TCS’s standing as a major contributor to India’s technology talent pool, not as a purveyor of child employment. The company remains dedicated to upskilling the next generation while maintaining rigorous hiring standards for its workforce.