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Time of India
9 hours ago
- Business
- Time of India
India's Cannes trophy shelf gets heavier
Mumbai: Indian agencies won a Gold, two Silvers and seven Bronze Lions on Day 3 of the Cannes Lions International Festival of Creativity on Wednesday, taking their overall tally to 22 - including three Golds, eight Silvers and 11 Bronzes at the time of going to press on Wednesday. Leo India won a Gold in the Creative Data category for ACKO's 'Tailor Test'. "Winning Gold at Cannes for this campaign is a proud moment for us. This is a testament to how powerful creativity can emerge from the simplest data-often hiding in everyday life," said Rajdeepak Das, CCO, Publicis Groupe South Asia and chairman at Leo South Asia. Leo India also picked up a Silver Lion in the Media category for Cathay Pacific's 'Takeoff Takeover', a campaign that used real-time flight data to create a hyper-targeted airport campaign. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like If You Eat Ginger Everyday for 1 Month This is What Happens Tips and Tricks Undo FCB India won a Silver in the PR category for 'Lucky Yatra', a campaign created for the Indian Railways. That takes the group's tally at the festival to three Lions - with a Gold and a Bronze won earlier. Havas India's 'Ink of Democracy' for The Times of India, which featured newspaper pages printed with unused electoral ink, won two Bronzes in the Direct and Media categories. The campaign had earlier won Gold in the Print and Publishing category on Day 1. "Winning a Gold and two Bronze Lions for Ink of Democracy is a moment of immense pride, for the work, the people behind it, and what it stands for. Huge shoutout to Team ToI and our global team for their belief in the idea and all the support," said Rana Barua, group CEO, Havas India, Southeast Asia and North Asia. Live Events Ogilvy India's 'Eye Test Menu' for Titan clinched another Bronze, this time in the Media Category. Other Bronze winners included Dentsu Creative's 'Garuda Rakshak' for DSP Mutual Fund and Talented's 'Nature Shapes Britannia' for Britannia Industries, both in the Media category. Ogilvy India's 'Box to Beds' for Amazon won a Bronze in PR, while BBH India's 'Bassi Vs Men's Facewash' for Garnier picked up a Bronze in the Social & Creator category. India also added one shortlist on Day 3. BBDO India's long-running gender-equality campaign for Ariel, 'Share The Load', earned a spot in the Sustainable Development Goals (SDG) Lions under the newly launched Long-Term Brand Platform subcategory. The country's final shortlist count now stands at 85. Elsewhere, Actor Reese Witherspoon, joined by e.l.f. Beauty's CMO Kory Marchisotto, unveiled Sunny - a new Gen Z-focused sister brand to Hello Sunshine aimed at amplifying young female voices in media. Another session had TikTok's global head of business marketing Sofia Hernandez joining creators Keith Lee and Logan Moffitt to explore how modern culture is shaped "not in boardrooms, but in comment sections."
The Hindu
19-05-2025
- Business
- The Hindu
When global experience doesn't impress: The struggle of returning NRIs
After years of building a career abroad, many professionals dream of returning to India—closer to family, culture, and familiar ground. But for thousands of returning NRIs, the homecoming comes with an unexpected twist: the Indian job market isn't always as welcoming as they imagined. Your LinkedIn profile is impressive. Your resume reflects global exposure, cross-cultural leadership, and high-value projects. But when you apply here, you're met with silence, hesitation, or polite rejections. Why? The invisible wall What many returning professionals experience is a unique blend of reverse culture shock and market mismatch. It's not just about lifestyle—it's about how the job market operates. Recruiters and companies often wonder: 'Will they settle down here for the long run?' 'Will they adapt to the Indian work culture?' 'Do they expect global-level compensation and benefits?' The result? Stellar profiles often get filtered out before they're even fully considered. And then there's the structure of the Indian job market itself. Senior roles are fewer, fiercely competitive, and deeply relationship-driven. It's not just about the CV anymore. It's about who knows you; who trusts you; and how well you understand the unspoken rules of hiring here. Real stories, real struggles These aren't just isolated anecdotes. Here's what I've seen first-hand while coaching NRI returnees: A tech professional with 15 years of experience in Singapore applied to over 100 jobs in India. After eight months, he finally joined a startup—with a 40% pay cut. A UK-based marketing head was repeatedly told she was 'overqualified.' No one offered her a role, so she pivoted to consulting. Today, she runs a successful practice, but the transition was tough. A finance leader returned to care for aging parents. Despite decades of MNC experience, he was told he didn't understand 'Indian market realities.' Why this happens Here's what doesn't work: Expecting global experience to guarantee local respect. Titles don't translate. Indian companies want contextual relevance, not just global strategy. Applying remotely without groundwork. Many NRIs start applying from abroad, without building a local network or presence. That rarely yields results. Waiting for the perfect fit: The longer the wait, the harder it gets. Holding out too long creates a widening gap—both in time and mindset. What actually works I asked a senior respected HR Leader, Vandana Tilwani, Chief Human Resource Officer, Havas India and Chief Inclusion Officer, APAC as to what criteria she uses to assess candidates returning to India from international markets. She said: 'I look at three key criteria. First, the relevance and adaptability of their global experience to the local market context—can they translate those insights into meaningful impact here? Second, their cultural agility and openness to reintegrate into the evolving Indian workplace. And third, their long-term intent and commitment—are they here to build, contribute, and grow with the ecosystem? These factors together help gauge both immediate value and future potential.' Let's flip the script. If you're serious about returning, strategy matters more than pedigree. Start preparing your move. Reconnect with peers, mentors, and former colleagues in India. Let your network know you're coming back. Warm intros go a long way. Be flexible, initially. Yes, you've led global teams. But the Indian market needs to see you adapt. Even a temporary downgrade in title or pay can open doors that lead to long-term success. Look at Global Capability Centres. GCCs in India value global experience and understand transition challenges. They're often a smoother landing pad for returnees. Consult, don't chase. Consider project-based consulting or interim roles. It helps build your local credibility while giving you time to understand the landscape. Reframe your narrative. You're not 'just' coming home. You're bringing global vision with local commitment. Position yourself as a bridge, someone who understands international best practices and the Indian market pulse. The way forward Returning to India doesn't mean starting from scratch. But it does mean repurposing your global story for a local audience. The goal is not to lower your worth—but to align it with what the market needs and understands. Be proactive. Stay humble. And build your presence in a way that says: 'I'm not here to compare - I'm here to contribute.' Your global experience is valuable. The key is to present it in a language the Indian market relates to. With the right approach, your return can be more than just a comeback—it can be a leap forward.
