For Paras Mishra, technology has never been about machines — it’s about people. As the Founder and CEO of gen Z Solutions, he’s reimagining how businesses use tech to solve everyday problems. At a time when many feel overwhelmed by rapid change, Paras offers clarity and purpose. Since launching gen Z Solutions in 2020, he’s helped companies cut through complexity with smart, human-centred solutions in development, automation, and digital transformation. But his story didn’t begin there. With over 15 years of leadership experience at Capco and Allianz Technology, Paras has built global teams and mentored hundreds of individuals through change. His mission is simple: make innovation feel natural, not intimidating. In this conversation with Tradeflock, Paras shares how empathy, not just expertise, drives his work — and why the future of technology must always start with understanding people first.
"Behind every line of code is a hope that someone’s day will be easier, faster, better."
You founded gen Z Solutions in 2020. What inspired this leap, and what lessons shaped that decision?
My career has always been about reinvention. I started with a B.Tech in Civil Engineering but pivoted quickly to technology, joining Infosys. Over the next 15 years, I held key leadership roles at companies like Accenture, Sapient, Allianz, and Capco—experiences that exposed me to diverse markets across the US, Europe, and Asia. By 2020, I felt a strong pull to create something built on new principles. I launched gen Z Solutions with just three people and a clear mission: to build future-ready IT services grounded in agility, relevance, and purpose. One lesson has consistently guided me: relevance in tech comes from staying connected, hands-on, and willing to adapt. That mindset continues to shape e verything we do
You emphasise culture as a competitive advantage. How have you built and maintained such a cohesive team?
Early on, I was handling everything—HR, finance, and delivery. The toughest part wasn’t scaling operations; it was finding the right people and keeping them engaged. Business models evolve, but people drive execution. Six of our first ten hires are still with us five years later. That kind of continuity is rare and powerful. We’ve embedded two key practices into our daily rhythm. First, radical transparency. There are no layers of gatekeeping—every team member communicates directly with clients and leaders. It builds accountability and trust. Second, daily reflection. Every individual, myself included, logs what they achieved and learned that day. It may sound simple, but it promotes ownership and shared progress. These habits have created a team that’s aligned, motivated, and resilient
How do you define success today, personally and professionally?
My definition of success has evolved. It used to be about roles, recognition, or revenue. Today, it’s about responsibility. We’ve paid every salary and vendor on time for over 60 months. We’ve grown from three to over 80 employees without compromising our values. I would rather lead a healthy, thriving 80-member team than a bloated, struggling 400-person organisation. Sustainable growth, team wellbeing, and the ability to adapt—that, to me, is real success.
What’s the story behind the name gen Z Solutions, and how has your global exposure influenced your company culture?
The name came from urgency and a solid vision. In early 2020, I had just 24 hours to submit a proposal to a German client. I didn’t even have a company name yet. I asked myself: What do we represent? The answer was simple—forwardthinking, future-focused problem solving. The term “gen Z” captured that spirit. We secured the domain and ran with it. Today, our tagline— Solutions for the Future—is not just marketing, it’s a commitment. Having worked extensively in Western markets, I brought back two core cultural principles: respect for the individual and relentless innovation. Our structure is flat, our communication is open, and our team is deeply empowered. With an average employee age under 26 and strong retention across four years, we’ve built a workplace where people grow, lead, and stay
How must leadership evolve to empower Gen Z and millennial professionals in today’s tech environment?
Leadership needs to move in two clear directions. First, from presence to performance. Earlier, visibility in the office was often mistaken for productivity. That’s no longer valid. Flexibility is now essential—we must focus on outcomes, not hours. Second, leaders need to shift from fearing disruption to embracing it. Whether it’s AI, automation, or cloud, emerging technologies are not threats—they’re tools We actively encourage our teams to experiment, learn, and lead with tech. If you wait for the disruption to settle, you’ll already be behind.
What’s next for gen Z Solutions as it looks to scale?
Our focus is on deepening trust with clients, partners, and employees. We continue to invest in automation, data science, and digital platforms that enable clients to move faster and smarter. But equally important, we’re nurturing leadership at every level of the company. We’re not just preparing for the future— we’re helping shape it. And we’re doing it with a team that believes in the mission, not just the metrics.
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