Employees from Information Technology sectors (IT) devote much of their time on work daily for career advancements. But with the rapid growth within these sectors, many employees may face increasing demands and pressures that can take an affect on their work, experiences such as self-doubt or difficulty to adapt to ever-changing technologies may occur. Many employees with little experience may struggle with uncertainty due to little experience, which can affect their performance. While experienced employees may find it difficult to keep up with the fast pace of technological advancements. Thus, to better understand how these dynamics influence employees, a comparative analysis was conducted to examine differences based on experience level (new and experienced employees) and gender (male and female) within Hyderabad’s IT sector. The study uses a quantitative approach to examine the relationship between the impostor phenomenon and self-efficacy among 214 IT and non-IT employees working within IT organizations. Tools such as the Clance Impostor Phenomenon Scale and the General Self-Efficacy Scale were used. Further, the data was analysed through Pearson correlation, regression analysis, and independent samples t-tests. Based on it, the results showed that among gender, new female employees reported higher levels of impostor phenomenon, whereas male experienced employees, reported higher impostor phenomenon. Additionally, when comparing experience levels, new employees showed higher impostor phenomenon, while experienced employees exhibited higher self-efficacy. With the help of the findings tailored support such as mentorship and training can help in elevating confidence among new employees and further develop the skills of experienced employees.