Specialist search / 05
WSNE Consulting supports global capability centres and shared-services teams hiring in India across technology, SAP, cybersecurity, finance, operations and leadership roles.
Build a recruitment brief around the work your Global Capability Centre will deliver. WSNE Consulting can discuss technology, enterprise-application and shared-services hiring needs, from specialist project requirements to a phased team plan. Confirm the scope and sourcing feasibility for each function.
The right search starts here
Here GCC means Global Capability Centre, not the Gulf Cooperation Council. Start with the business mandate, team structure, reporting relationships and functions that will operate in India. Distinguish recruitment support from legal-entity formation, tax advice, facilities or employment administration; those require their own owners and agreements.
Define engineering, cloud, data, security and enterprise-application responsibilities. For SAP requirements, name the modules, implementation or support context, interfaces and project stage. Explain which skills are essential and where adjacent experience can be considered.
For finance, analytics and operations requirements, specify the processes, systems, service responsibilities and stakeholder interactions. Confirm domain expertise and assessment ownership with the hiring manager instead of using a generic shared-services job description.
For a niche project, define deliverables, dependencies, required expertise and expected availability. For leaders, clarify the mandate, reporting line and decision authority. A headcount target should be supported by a phased role list and interview capacity.
Screen for what matters
Agree the assessment owner, pass criteria and verification scope with your hiring team. A relevant shortlist starts with a shared definition of fit.
Our screening approachRole-specific skills, business-process knowledge and relevant project contribution.
Stakeholder communication, working hours and collaboration expectations.
Module, platform or domain expertise for specialist project roles.
Assessment ownership, interview stages and feedback responsibilities.
Location, compensation, notice periods and sequence of hiring priorities.
From requirement to joining
Sequence hiring around the roles that unblock delivery. Confirm which positions must be filled first, which managers will assess them and how the team will track progress. Measure profiles, interviews, offers and hires separately, and revisit feasibility when the role mix, location or compensation changes.
Skills, responsibilities and the work to be done.
Relevant profiles and agreed screening notes.
Interviews, assessments and clear feedback.
Offer follow-up and an agreed next step.
Discuss city, office access, work model, time-zone overlap and the talent profiles your centre needs. Avoid selecting a city from an undated cost-savings percentage or assuming one salary range applies to all GCC employers. WSNE’s office presence is in Delhi NCR and Dehradun; confirm hiring coverage for each proposed location.
Recruitment and legal-entity setup are different scopes. Agree which hiring activities WSNE will provide and assign legal, tax, facilities and employment-administration work to the appropriate advisers or providers. Do not assume these services are included in a recruitment brief.
Specify the deliverables, required skills, project stage, work location and decision-maker. Prioritise the roles that unblock delivery and agree assessment criteria with the technical or functional owner. Confirm sourcing feasibility and employment arrangements before beginning the search.
Share the role, number of openings, essential skills, experience, salary budget, work location, work model and target joining date. Include interview stages, assessment owners and feedback availability. For shift-based hiring, add working hours and transport arrangements.
A shortlist gives your team screened profiles to review. A hire follows assessment, selection, offer acceptance and joining. Agree these milestones separately, because interview capacity, notice periods and candidate decisions affect delivery.
Request a written proposal setting out the service scope, fee basis, invoice trigger, payment terms, assessment responsibilities, replacement eligibility and exclusions. The agreement for your requirement governs the terms; a generic website statement does not replace it.
Let's build your next team
Share the role, location, salary budget and target joining date. We’ll review your brief and discuss sourcing, screening and the scope of an engagement.
Have an overseas hiring requirement? Discuss international hiring
Discuss GCC hiring requirements in Hyderabad