The Future is Faster Than You Think: John Akkara Of Smoothstack On How Leaders Are Preparing for The Innovations, Disruptions, and Strategies That Will Define Tomorrow

John Akkara is the Founder and CEO of Smoothstack, where he channels his entrepreneurial spirit to create impactful opportunities in the IT industry. An immigrant from India, John’s journey began with a full-ride tennis scholarship to a Division I university, where he studied finance. But the path to success was paved by a network of mentors, supporters, and timely opportunities that propelled him forward — from a community college professor who advocated on his behalf to a teammate who opened doors to his first internship.

John’s success story is rooted in the generosity of others and his commitment to making the most of each opportunity. These formative experiences now shape his mission: to build career pathways that drive transformative change across communities.

Today, as the leader of Smoothstack, John is dedicated to expanding access to tech careers and fostering an environment where talent from all backgrounds can thrive and create lasting positive impact.

Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?

Thank you for having me! It’s wonderful to be part of this series. My journey has been anything but traditional. I was born in India to missionary parents and came to the U.S. at the age of 17 with minimal resources and little more than ambition, determination and the American dream. I was fortunate to earn a Division 1 tennis scholarship which gave me access to a quality education and opened doors

I began my career in finance, but I’ve always been an entrepreneur at heart. Along the way, I have learned how pivotal mentors and champions were to my journey. Their guidance and belief in me helped create incredible opportunities. At the same time, I became acutely aware that not everyone has access to those same opportunities. This realization became a driving force for me — fueling my passion for creating pathways where others could thrive.

This is my third company, and Smoothstack is particularly close to my heart because it’s built with a mission to democratize opportunity. We focus on breaking down barriers so that merit, hard work, and potential — not background — determine success. It’s about giving people a fair shot at pursuing their dreams, much like the opportunities I was fortunate to have. For me, it’s more than a business — it’s a way to give back, inspire change, and empower others to create their own version of the American dream.

Can you share the most interesting story that happened to you since you started your career?

It’s tough to pinpoint one moment in my career, but since we’re talking about disruption, my mind immediately goes to the start of the COVID pandemic, when so many businesses were being turned upside down.

When we started the company, I believed the best way to create meaningful and collaborative work was by bringing people together in person. Our office was designed with that in mind. We intentionally structured it to encourage interaction. You couldn’t just disappear into a corner. People bumped into each other, had impromptu conversations, and in doing so, formed connections that made their work that much better.

This in-person approach also required us to relocate employees from across the country to join us in the office. The space itself was dynamic, with agile workspaces and hundreds of people coming and going daily. We housed them, supported them, and even had a dedicated team to help manage their transition. It worked beautifully… until the pandemic hit.

When COVID started, we had about 140 people in training who were living in our provided housing. Suddenly, we had to send them home and completely rethink our model. That challenge forced us to shift to a fully remote business, and surprisingly, it turned out to be a silver lining.

Pre-COVID, we unintentionally limited opportunities to those willing to relocate, which excluded a lot of incredible talent. By going remote, we decoupled geography from opportunity, opening the doors for more people to pursue this path.

However, the shift wasn’t without its own challenges. With our corporate staff growing rapidly, many people who joined during this time hadn’t met each other in person, which made our original vision of a dynamic, connection-driven environment a bit harder. As we brought in people who eventually brought in their own people, our vision of constant and dynamic collaboration started to slip away.

If you asked me to put a bow on this story, I’d say we haven’t reached a happy resolution yet. I recognize RTO is a deeply polarizing and nuanced topic, and I don’t see a one-size-fits-all solution coming anytime soon. I will say that our annual corporate retreat allows us to bring our entire team together in person which energizes me, but there is always an element of daily, in-person work that I miss.

What do you think makes your company stand out? Can you share a story?

Sure, we’re transforming the way a workforce is developed and flipping traditional hiring on its head. The traditional hiring model relies on outdated evaluation metrics such as years of experience or top-tier degrees. We reject that premise.

We’re democratizing access to opportunities by creating meaningful outcomes for individuals who are bright, capable, and driven, but lack a path into the field.

One story that stands out is a candidate who earned a software engineering degree, but after college, could only find a job in retail. She had applied for hundreds of jobs, and received constant rejections or silence, so she began to lose hope that she would break into corporate America. But she did not give up and she stocked shelves overnight so she could dedicate her days to relentless job searching.

Her persistence paid off when she joined Smoothstack. Today, she’s thriving as an application developer, creating custom programming solutions for a major federal agency. Her story is a powerful reminder of what can happen when talent meets opportunity — and it’s just one of hundreds of similar transformations we’ve seen at Smoothstack.

You are a successful business leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?

1. Focus on what you can control, not what you can’t.

In the early days of Smoothstack, we faced significant skepticism from companies who were accustomed to traditional hiring models. We still face that today; old ways of hiring are still overwhelmingly prevalent. Instead of getting discouraged by factors we can’t influence, we focus on consistently demonstrating the value of our approach. Ultimately, we’ll earn trust by delivering tangible results, but we have to keep the focus on and confidence in what we can do, rather than dwelling on external doubts. I think that’s what continues to propel us forward.

2. Have a winning mindset — I choose to look at the proverbial glass as half-full.

Maintaining a positive outlook is essential to navigating the peaks and valleys of building a business. During the early days of Smoothstack, the challenges seemed to be endless — convincing clients of our model, scaling our operations, and later, transitioning to remote work during the pandemic. Each time, I chose to see the opportunities within the obstacles. For example, what I referenced earlier — when the pandemic forced us to send trainees home, we reimagined our business model to make it fully remote, which actually expanded access to more talent. That shift ended up being a silver lining and reinforced the importance of a winning mindset.

3. There is no “I” in team.

No success is ever achieved alone. Surrounding myself with great people and trusting them has been instrumental in everything we’ve accomplished at Smoothstack. One example is my COO Boris, whose strengths complement mine perfectly. While I thrive on interactions and quick decision-making, he brings a reflective, methodical perspective that balances our leadership. This collaboration is a constant reminder that success comes from building and empowering a team with diverse strengths.

Ok, thank you for that. Let’s now jump to the primary focus of our interview. What emerging technologies do you believe will have the most significant impact on your industry in the next five years, and how are you preparing for them?

Certainly. Technology is advancing at an incredible pace, but by far, AI is leading the way. We saw it redefine entire industries in 2024, and we expect that to intensify. We’re seeing it influence financial markets, even reshape healthcare, cybersecurity, and the like. I don’t see AI as just another advancement; it’s a paradigm shift redefining how the entire world operates.

The problem with the narrative is this: the conversation often centers on what AI might replace, but its real power lies in what it enables. At Smoothstack, we’re choosing to see AI as a catalyst for opportunity, and we’re excited about how it’s creating entirely new industries, redefining roles, and unlocking untapped potential across the economic spectrum.

To prepare for this future, we’ve made it our mission to stay ahead of these changes. At Smoothstack, we’re equipping our workforce not only to leverage AI tools but to lead as innovators in this ecosystem. Our training has always focused on developing practitioners who can adapt, thrive and shape the technologies of tomorrow, so how we introduce and harness AI is of utmost importance.

How do you balance the need for rapid innovation with the risk of potential disruptions in your organization?

At our scale, being nimble is essential. We need systems that make it easy to innovate, even at the risk of failing. But the key is to fail fast and fail forward. Learn from it and keep it moving. While this is easier said than done, this enables us to experiment and quickly assess which path is the right one based on what we see coming in early data.

In larger organizations, processes can take longer to gain consensus. But at our level, we have the advantage of agility. We can take calculated risks and pivot as needed without the burden of bureaucracy.

That said, we had to foster a culture where failure is seen as productive — this is a crucial step. Failing isn’t inherently bad. It only becomes unproductive if people are punished for it.

Can you share an example of a strategy you’ve implemented to future-proof your business against upcoming technological changes?

There’s no secret recipe or strategy to truly future-proof a business. I think all you can do is attune yourself and your team to advancements in your industry, and be an early adopter.

Look at companies like Nokia. At one point in time they were dominating the mobile phone market, but then they refused to adapt and lost their way.

If you aren’t constantly finding ways to push ahead, you will be passed by others. If there is one recommendation I have, it’s to bring in people who are curious, adaptable and forward-thinking. Life will keep you on your toes regardless, so building a team and mindset that embraces change is the smartest way to stay ahead.

What skills or mindsets do you believe are essential for leaders to thrive in an era of rapid technological advancement?

First and foremost, adaptability is non-negotiable. I really believe leaders will ignore this to their detriment. Technology changes so quickly. Rigid strategies simply won’t work. Your ability to make a quick pivot when necessary, whether it’s rethinking an entire business model or embracing new technology, should be like second nature. You can’t just wait for change. You have to position yourself to meet it.

Equally important is maintaining a learning mindset. No one knows everything, especially in a world where entire industries can transform in just a few years. If you’re making time to understand emerging trends rather than resist them, you’ll be one of the few who thrive where others don’t even survive.

Finally, I think it’s critical to hone your intuition, especially in the context of people and teams. The challenges and opportunities presented by technological change are too complex for any one person (or even one organization) to tackle alone. Successful leaders will know how to trust their instincts when making key hires, so that they can build strong teams and partnerships.

I’ll throw in a bonus — possess the self-awareness to recognize where your organizational gaps are so that you can seek out ways to address them.

Ok super. Here is the main question of our interview. What are your “Five Things You Need to Prepare For The Disruptive Future”? If you can, please share a story or an example for each.

1. Transparency and openness to talking about what’s coming

It’s essential to create a culture where people feel informed and included in conversations about the future. By openly discussing the potential changes, we not only gain buy-in from our team but also foster a sense of shared purpose in navigating the changes together. Transparency builds trust, and trust is essential when preparing for the unknown.This has been how we operate for any changes we implement. Whether we’re changing the way our town hall is run or introducing new tech, we lead with transparency.

2. Evaluating if it’s actually beneficial — understanding the give and take

Not every innovation or disruption is worth adopting, and it’s crucial to assess the trade-offs. For example, as we’ve integrated AI into our business, we’ve carefully evaluated how it enhances efficiency without compromising the human element of our work. There’s always a give and take, and we’ve learned to ask tough questions: Does this truly serve our mission? Does it align with our values? That clarity ensures we adopt technology that genuinely benefits our team and our clients.

3. Responsible use

To me, responsible use means thinking beyond immediate gains. Are you actually considering the long-term impact on people and communities? Technology is powerful, but with great power comes great responsibility. For instance, as AI transforms many industries, we’re committed to using it ethically, and embracing it so that we can understand how to use it responsibly. Our focus is on preparing individuals to work alongside AI in a way that uplifts, rather than displaces, human potential.

4. A culture where it’s okay to fail

Innovation requires experimentation, and experimentation means taking risks. At Smoothstack, we encourage a fail-fast, fail-forward mindset. When we reimagined our business model to go remote, there were a lot of unknowns, and not every idea worked perfectly. We chose, and choose, to create a culture where failure is embraced and seen as a stepping stone rather than a setback. Because this has always been innate to our operations, we were able to pivot quickly and ultimately, this allowed us to create a more accessible model for our trainees and clients.

5. Agility in execution

The disruptive future demands flexibility. When we saw a growing demand for talent in areas like AI and cybersecurity, we didn’t wait for the market to catch up. We proactively tailored our training programs so that our candidates could be ahead of the curve and meet those needs as demand surges.

How do you foster a culture within your team that is both adaptable and resilient in the face of fast-paced innovation?

It’s a good question — on the surface, one requires rigidity and one requires flexibility, but I think adaptability and resilience go hand in hand. To me, adaptability means being willing to pivot when the landscape shifts, whether a new technology needs to be introduced quickly or an approach is no longer effective and needs to change. But that’s only the first half of the equation. Resilience is what keeps you grounded through the discomfort of change. I’d go so far as to say you can’t have one without the other. The only way to foster a culture that can continually adapt, and not get discouraged when it’s time to adapt again, you must lead by example. You yourself must exhibit a willingness to adapt with a bias towards continued action.

How do you ensure that ethical considerations and social impact remain a priority as you navigate rapid advancements in technology?

While technology has incredible potential to transform industries, the conversation often revolves around automation and displacement. We approach it differently. We’re more interested in how AI can create new opportunities and empower people to thrive in emerging roles.

We also believe in building a culture of integrity and responsibility. Rapid innovation doesn’t have to come at the expense of ethical considerations. Whether it’s ensuring transparency in how we train and deploy talent or considering the broader implications of the solutions we deliver, we hold ourselves accountable. This means constantly asking, “Who does this impact, and are we making a positive difference?”

Finally, we want to use our influence to inspire a broader commitment to making a positive impact, extending access to opportunities and empowering people from all walks of life to thrive in tech. We also encourage our alumni to give back and support their own communities. By doing so, we aim to create a ripple effect of growth and opportunity that goes far beyond Smoothstack, reaching individuals and industries in meaningful ways.

You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂

At Smoothstack, we’re just getting started, and I’m excited about the potential to scale what we’re doing — not just nationally, but globally. Imagine taking this beyond individual success stories. What if the people we train became advocates and ambassadors, inspiring entire communities? The ripple effect could be incredible.

Take cybersecurity, for example. Only 18% of women pursue degrees in the field. I see this as an exposure gap, not a skills gap, that’s often due to a lack of role models, visible pathways, and mentors who can show what’s possible. The same goes for many people from marginalized groups who haven’t been introduced to opportunities in tech, or simply don’t see mentors who look like them. As the saying goes, “We can’t be what we don’t see.” Without visible representation, it’s hard for people to imagine themselves in these roles or believe they belong in these spaces.

My movement would start with embedding ambassadors — people with real-world experience and success stories like those I mentioned earlier — into K-12 schools and community programs. These role models could inspire young minds, show them what’s possible, and reveal pathways to them that didn’t exist before. Sparking interest is just the first step, though. I want to take it one step further and fundamentally change how tech careers are perceived by people of all ages.

And this wouldn’t just be about Smoothstack and our model. The vision is for an ecosystem where alumni, companies and communities come together to pay it forward. If we can engage diverse voices and empower people to continue giving back, we could transform who sees themselves in tech, and in doing so, change the industry for the better.

How can our readers further follow your work online?

Our team spends a great deal of time on LinkedIn, and we also share workforce and industry insights on our blog. Would love for you and your audience to follow along.

Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!