Today, we had the opportunity to sit down with Ashwini Pujari, a seasoned business leader, talent strategist and transformation expert with over two decades of experience across Asia Pacific, the Middle East, and global markets. She brings a unique mix of on-ground leadership and strategic vision, having built and scaled teams in both startup environments and complex corporate ecosystems. Ashwini is known for her people-first leadership style, deep empathy, and sharp insight into how talent can accelerate business growth. Her career spans key roles in people transformation, culture design, and executive search—ultimately culminating in the founding of LEFTFIELD.

LEFTFIELD is a modern talent solutions firm that believes in being “Unconventional by Design.” The company offers bespoke executive search, people transformation, and team-building solutions to startups, MNCs, and government entities across six global markets. LEFTFIELD stands out because of its operator-first model—where the team comprises individuals who have actually built and led teams, not just hired them. With a sharp focus on deep tech, AI, defence technology, and high-impact leadership roles, LEFTFIELD is redefining how organizations attract, assess, and onboard transformational talent.

TFS: Ashwini, it’s an absolute pleasure to have you with us today. LEFTFIELD has been making waves with its distinctive approach to talent—‘Unconventional by Design’ isn’t just a tagline, it feels like a philosophy. Let’s jump right in—can you share one of the most unconventional yet successful placements you’ve made that really embodies what LEFTFIELD stands for?

Ashwini: Thank you—it’s great to be here. At LEFTFIELD, the roles we work on aren’t always unconventional in title, but our approach to filling them always is. Our strength lies not in simply filling a job description, but in understanding the broader context of the business: the stage of growth, the leadership team’s dynamics and where the company is headed over the next 12 to 36 months.

One of our most memorable placements was bringing in a General Manager from one of India’s largest telecom companies into a Big Data product development team. On paper, it didn’t make sense—he didn’t have traditional tech experience. But what we saw was his ability to scale complex operations, lead with resilience and rally cross-functional teams. That person later went on to become the CEO of a leading AI company in the Middle East. That’s the LEFTFIELD way—betting on potential, not just pedigree.

TFS: What gaps in traditional talent solutions did you see that led you to start LEFTFIELD?

Ashwini: It was very clear to me that the existing models were broken. Many traditional firms chase volume—they’re transactional, not transformational. They don’t speak the language of operators or founders. When you’ve never built a team yourself, it’s hard to understand what truly makes a great hire.

At LEFTFIELD, we bring over 50 years of combined experience building teams and leading People functions across industries. We’ve lived the journey—navigating scaling pains, culture challenges, and global hiring complexities. Our advice comes from real experience, not just theory. And because of that, our clients trust us not just to hire—but to guide.

TFS: Hiring in Deep Tech, AI, and Defence Technology is highly specialized. What’s the biggest challenge in placing talent in these fields?

Ashwini: These fields require a completely different playbook. The individuals we work with are often deeply embedded in research projects, government programs, or stealth startups. They’re not updating their LinkedIn every week. You need credibility and insider knowledge to even reach them.

More importantly, these professionals are purpose-driven. They’re not looking for fancy titles—they care about impact, complexity, and vision. It’s not enough to just “find” them. You have to earn their trust, speak their language, and clearly articulate why this opportunity is meaningful. That’s the real challenge—and the most rewarding part.

TFS: With access to six global markets, how do hiring trends differ across regions, and how do you adapt?

Ashwini: Hiring trends are shaped by local economics, policy, cultural values, and even generational expectations. What appeals to a senior engineer in the UAE might not resonate with someone in Finland or Singapore.

Our approach is rooted in curiosity and humility. We take time to understand market dynamics, compensation structures, notice periods, and local working norms. We don’t just match resumes—we advise on how to position roles, adapt EVP, and navigate mobility. It’s a consultative, cross-border partnership.

TFS: What’s your take on the role of AI in recruitment? Is it a disruptor, an enhancer, or both?

Ashwini: It’s absolutely both. AI is enhancing recruitment by automating repetitive tasks, improving screening and providing analytics. It allows recruiters to focus on the human side—engagement, storytelling, advisory. But it’s also disrupting the industry, pushing recruiters to move beyond process execution to true consulting.

At LEFTFIELD, we use AI as a tool—not a replacement. We believe that judgment, empathy, and influence still sit with people. Machines can surface resumes, but they can’t see potential or assess chemistry. That’s still a human advantage.

TFS: LEFTFIELD works with startups, MNCs, and governments. How does your approach differ when serving each?

Ashwini: Great question. While our values—trust, excellence, agility—remain constant, the way we apply them changes.

Startups need speed, adaptability, and cultural alignment with the founder’s vision. MNCs require precision, compliance, and systems thinking. Governments demand discretion, alignment with policy, and long-term strategic impact.

What binds them all is our listening ability. We don’t come in with templates—we design custom talent strategies that align with each client’s growth journey and operating reality.

TFS: What’s one hiring myth that you think needs to be debunked?

Ashwini: That hiring is about filling a vacancy. It’s not.

Hiring is a strategic decision that impacts business trajectory, team morale, and innovation capacity. When you treat it transactionally, you risk poor fits, high attrition, and stalled progress. Great hiring looks at future needs, diversity of thought, leadership gaps, and cultural contribution. Done right, it can be your biggest accelerator.

TFS: Beyond skillsets and experience, what’s an underrated quality you look for when advising on executive hires?

Ashwini: Self-awareness – The best leaders aren’t the loudest or the most experienced. They’re the ones who know their blind spots, surround themselves with better talent, and lead with clarity and humility. Self-aware leaders listen more than they speak. They ask the right questions. They build cultures that attract and retain the best—not by force, but by design.

TFS: LEFTFIELD builds scalable teams. Can you share a real-world example where your approach transformed a business?

Ashwini: We recently worked with a tech company of 500+ employees that was facing talent stagnation. They had great potential but lacked the right structure and leadership depth.

Within 12 months, we helped them redesign their org, bring in new leadership, and restructure their hiring approach. We didn’t just hire people—we coached the founders, designed new processes, and facilitated internal mobility. The result? A more agile, energized team that’s now expanding into new markets with confidence.

TFS: What’s one lesson in talent acquisition that only experience—not theory—can teach?

Ashwini: That you’re dealing with people—not resources. Their hopes, fears, ambitions—all of that walks into the interview room with them.

No book or course can prepare you for what it means to change someone’s career. You learn by doing—by making mistakes, building trust, having tough conversations. Every placement has its own story. The best recruiters respect that complexity and learn from every interaction.

TFS: Was there a defining moment in your career that shaped how you view talent and leadership today?

Ashwini: It has been a journey and my view of talent and leadership has changed with every interaction over time. However, there was one project which was a defining moment where everything came together. I worked on a transformation project where I saw, firsthand, what people-led change really means.

The leader I worked with walked the talk. They believed in their people, communicated relentlessly, and made tough decisions with empathy. It showed me that leadership isn’t about control—it’s about enabling belief and action. That experience still shapes how I advise leaders and CXOs today.

TFS: What’s the most unconventional career move you’ve made personally?

Ashwini: I wouldn’t call my decisions unconventional—but my mindset has always been different. I’ve been drawn to roles where structure didn’t exist, where ambiguity ruled. I like building from zero.

Starting LEFTFIELD wasn’t the safest move. But it was the most honest one. It aligned with my values—impact, clarity, originality. Each step in my journey has been guided not by title, but by the kind of problems I wanted to solve.

TFS: If you weren’t in talent solutions, what industry would you be in—and why?

Ashwini: Probably product strategy or engineering. I love systems thinking—understanding how things work, what makes them break, and how to design better outcomes. That curiosity is what I bring to the talent space too. Every team is like a product—you build it, test it, iterate, and scale it.

TFS: Who has been the most influential mentor in your journey, and what’s the best advice they gave you?

Ashwini: I have been fortunate to have more than one mentor who’s shaped my journey, but the most influential of them all would be Shaz Khan. I had the privilege of working under his leadership and learning some of the most valuable lessons—not just about work, but about life and leadership. The best advice he gave me was deceptively simple: put yourself first. He introduced me to what he called the “Three Triangles” of success—your mind, body, and soul. If any one of these are out of balance, the rest will eventually falter. That philosophy has stayed with me. It’s helped me lead with more intention, stay grounded, and build resilience—especially through the highs and lows of entrepreneurship.

TFS: When you take a step back from work, where do you find inspiration?

Ashwini: In the quiet moments—nature, long walks, or unexpected conversations. Sometimes, it’s talking to a stranger who shares a profound perspective. Other times, it’s simply being outdoors and letting the mind wander. Inspiration doesn’t always come from books or conferences—it often lives in the unplanned, the everyday, the human.

TFS: Ashwini, this has been such an insightful conversation. Thank you for sharing not just your journey but the philosophy that powers LEFTFIELD.

Ashwini: Thank you—it’s been an absolute pleasure. These kinds of conversations allow us to reflect, reconnect with our purpose, and maybe even spark new ideas in someone reading this. If it helps one leader hire better or one individual rethink their potential, then we’ve done something meaningful today.

TFS: Ashwini, this has been such an insightful conversation. Before we wrap up—any final thoughts you’d like to leave us with?

Ashwini: Thank you—it’s been a real pleasure reflecting on this journey and sharing a little of what we’re building at LEFTFIELD. If there’s one thing I’d leave the audience with, it’s this: Talent isn’t just a function—it’s the heartbeat of any organization. Whether you’re a founder building from scratch or a global leader navigating transformation, the people you bring in shape everything. And that’s why hiring deserves thoughtfulness, strategy, and heart. Not just process.

At LEFTFIELD, we’re not just filling roles—we’re helping shape futures. It’s deeply personal, and we feel grateful to be trusted with that responsibility every day.

TFS: Beautifully said. Ashwini, thank you so much for joining us and sharing such authentic insights—from hiring across borders to leading with empathy, this has been a masterclass in people-first leadership.

Ashwini: Thank you! These conversations are important—not just to highlight what we do, but to spark new ways of thinking in others. If even one person reconsiders how they approach hiring, team-building, or leadership after reading this, then it’s all been worth it.