As the world of work undergoes unprecedented transformation driven by artificial intelligence, evolving workforce expectations, and the rise of skill-based careers, HR leaders and businesses are rethinking the future of talent. In this insightful conversation for the Leaders Speak section of HR TODAY, Smita Singh, Co-Founder and Director – Corporate Relations at HR TODAY, speaks with Mythri Kumar, Co-Founder & CEO of TimbuckDo, about the future of hiring, the growing importance of adaptability over traditional qualifications, the emotional side of workplace culture, and how platforms like TimbuckDo are helping bridge the gap between education and employability. Mythri Kumar shares compelling perspectives on AI-driven hiring, the evolving expectations of Gen Z, and the future of flexible, gig-based work ecosystems.
As workplaces continue to evolve rapidly, what do you believe will define the HR industry by 2030?
By 2030, the HR industry will largely be defined by skill-first hiring, flexibility, and the rise of the gig economy. Traditional hiring methods focused heavily on degrees, internships, and static resumes are gradually becoming less relevant. Recruiters are now looking deeper into actual skills, adaptability, and hands-on experience. With more people entering freelance, gig-based, and project-driven roles, companies will increasingly prioritize individuals who can deliver outcomes rather than just showcase qualifications. The future workforce will be far more dynamic, and platforms that help bridge the gap between skilled talent and real opportunities will play a major role in shaping this ecosystem.
How do you see AI and automation transforming talent acquisition, employee engagement, and workforce management over the next five years?
AI is going to make hiring much smarter and faster.
Right now, hiring is still very resume-heavy. But in the future, companies will move more towards skill matching instead of keyword matching.
For example, at TimbuckDo, we already use AI and LLM-based matchmaking to help recruiters find students based on skills and job fit instead of just qualifications. It helps recruiters hire faster and students get better opportunities that actually match what they’re good at.
But while tech can improve hiring and operations, people still need people. Engagement, trust, culture, mentorship, all of that still comes from human connection. AI can support HR, but it cannot replace empathy.
By 2030, do you think skills and adaptability will become more important than traditional degrees and experience in hiring decisions?
Absolutely. We are already witnessing a clear shift toward skill-based hiring and hands-on experience. Employability challenges are increasing globally, and even top institutions are seeing changing placement trends because companies are prioritizing practical capabilities over theoretical knowledge alone. With AI automating many knowledge-based tasks, the demand for individuals with problem-solving abilities, adaptability, communication skills, and real-world experience will continue to grow. Skill-based roles are much harder to replace because they require creativity, empathy, and contextual understanding. Gig opportunities and experiential learning will therefore become extremely valuable as they allow individuals to build practical exposure much earlier in their careers.
What major challenges do you foresee for HR leaders in building and managing a multi-generational and hybrid workforce by 2030?
One big challenge will be figuring out what is real and what is AI polished. Today everyone uses AI for resumes, assignments, interview prep, and even answers. As AI becomes smarter, HR teams will find it harder to understand what skills a person actually has versus what was generated.
The second challenge is managing different generations at work.
Gen Z thinks very differently. They care a lot more about flexibility, purpose, work-life balance, and growth. Older generations may value stability differently. Managing all of this while keeping company culture strong in hybrid setups will not be easy.
The companies that do well will be the ones that balance tech with genuine human interaction.
How important will employee well-being, mental health, and workplace culture become in shaping the future of HR strategies?
Employee well-being, mental health, and workplace culture will become central to HR strategies over the next decade. Awareness around work-life balance and emotional well-being has grown significantly, especially with Gen Z entering the workforce and actively prioritizing these aspects. This shift is encouraging organizations to create healthier, more flexible, and people-centric work environments. Companies that fail to focus on employee well-being may struggle with retention, engagement, and productivity in the long run. Workplace culture is no longer just an internal initiative, it has become a critical factor influencing employer branding, talent attraction, and overall business growth.
In your view, how will companies balance technology-driven HR processes with the need for human connection and empathy in the workplace?
I think companies will use technology for efficiency and hiring, but human connection for engagement and trust. Tech can help shortlist candidates, automate workflows, improve matching, and save time. That part will only grow.
But culture, trust, mentorship, feedback, and making employees feel heard will always need a human touch. Especially with Gen Z, people want to feel seen. They want communication, transparency, and workplaces that actually care.
The companies that get this balance right will build much stronger teams.
What role do you see platforms like TimbuckDo playing in helping organizations prepare for the future workforce and changing talent expectations by 2030?
Platforms like TimbuckDo will become an important bridge between education and actual employability. Students today want flexibility, real experience, and meaningful work. Companies want skilled, adaptable people who can contribute quickly.
That’s where platforms like ours come in.
We help students get their first real workforce experience, sometimes even before graduation. At the same time, businesses get access to young, verified talent for flexible and on-demand roles.
We also see huge growth in industries that require educated, people-first, and highly adaptable talent, what many call the pink-collar workforce. These roles rely heavily on communication, trust, problem-solving, and human interaction, making them increasingly important in the future of work. What makes this space especially exciting is that many of these roles value potential, adaptability, and people skills rather than prior experience, making them a strong entry point into the workforce.
The future workforce will be more flexible, more skill-based, and more gig-driven. TimbuckDo wants to be the place where students take that first step.
Summary
The conversation with Mythri Kumar highlights a critical shift underway in the global workforce — one where skills, adaptability, empathy, and real-world experience are becoming more valuable than static qualifications. As organizations navigate the complexities of AI integration, hybrid workplaces, and changing employee expectations, the future of HR will depend on balancing technological efficiency with authentic human connection. Platforms like TimbuckDo are poised to play an important role in enabling this transition by creating meaningful pathways between emerging talent and evolving business needs.
About Mythri Kumar, Co- Founder & CEO, TimbuckDo
Mythri Kumar is the Co-Founder & CEO of TimbuckDo, a rapidly growing platform focused on empowering college students through gig opportunities, skill-building, and experiential learning. A journalism graduate from Mount Carmel College, she began her career as a television presenter before transitioning into entrepreneurship. Driven by her own experiences balancing studies and part-time work, she founded TimbuckDo in 2022 to bridge the gap between education and employability. Under her leadership, the platform has expanded across 300+ colleges in India and raised ₹2 crore in seed funding from global investors. Mythri is passionate about preparing young talent for the AI-driven future of work through practical exposure, flexibility, and real-world skills.
