Build your capability centre without the hiring becoming the hard part
A GCC succeeds or fails on whether the first hundred people set the right standard. We staff to the parent company’s bar, not to whoever is available.
45,000+ placements · 95% client retention · first shortlist in 24 hours
What usually goes wrong
- Scaling fast enough to hit the charter without the culture drifting from the parent company.
- Candidates who interview well locally but cannot hold their own with global stakeholders.
- Employment, compliance and onboarding standards that differ from anything the parent has run before.
- The first fifty hires set the norm for the next five hundred, and nobody gets a second chance at that.
Who we staff
- Multinationals standing up a first India capability centre
- Established GCCs scaling a function or adding a new charter
- Shared services operations moving up the value chain
- Parent-company leadership setting the hiring bar remotely
Roles we fill
- Software engineers
- Data engineers
- Analytics and BI specialists
- Cloud and platform engineers
- Product and programme managers
- Finance and accounting professionals
- HR and people operations
- Procurement and supply chain
- Customer operations leads
- Centre leadership
Why GCCs use us
Screened for the global conversation
Technical ability is necessary and not sufficient. We screen for whether someone can hold a room with stakeholders in another timezone, because that is what the role actually is.
The first cohort gets the most attention
Early hires define the standard. We treat the founding team as a different problem from volume scaling, because it is.
Scale without re-briefing
Going from a team to a department means running many roles at once against one consistent bar. That is a process problem, and we have the process.
Compliance handled
Indian employment, statutory and verification requirements are ours to manage, not another thing for a parent-company HR team to learn.
A capability centre scaled tenfold in a quarter
A global technology company · India GCC expansion
- The brief
- An established centre had a charter to grow its headcount by an order of magnitude within the quarter, without diluting the working standard the parent company had set.
- What we did
- Hiring ran as a structured programme rather than a series of vacancies: one screening standard, cohort onboarding, and a single feedback loop back to the parent company’s leadership.
- Outcome
- The headcount target was met within the quarter and the centre retained the great majority of those hires through their first year.
Client anonymised. We do not publish a client’s name or hiring volumes without their written agreement.
Build your GCC team
Tell us the roles, the volume and the deadline. You get a shortlist in 24 hours and pay only when someone joins.
Build your GCC team