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Covers business structuring, regulatory approvals, entity setup and back-office operations — not SEBI-registered Investment Advisers. No advice on securities, stocks or mutual funds.

Plan & Build

The decision, then the delivery

GCC Ownership Models

One decision, four paths

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Live, and staying that way

India Investment Journey

From first advisory call to day-to-day operations

The intelligence behind every recommendation we make

Judgment from people who've run this, not just studied it

Talent & Workforce Solutions

Talent & Workforce Solutions

The People Risk, Solved.
Before You Sign A Lease.

AI-Enabled Sourcing · Full Lifecycle · Built For Retention

A GCC's real constraint is never real estate — it's whether the talent exists, at the capability, seniority and economics you need, and whether you can keep it. Our Talent & Workforce Solutions address that before you commit to a location, not after.

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We De-Risk The Hire, Not Just Fill The Seat.

  • Market mapping happens before location decisions, not after — so talent depth is a location criterion, not a surprise
  • AI-led screening filters for role-fit and retention risk, not just résumé keywords
  • Employer of Record available from day one — hire before the entity exists
  • One team across sourcing, hiring, comp design and lifecycle management — not four different vendors
What We Cover

Talent & Workforce Solutions: Nine Capabilities. One Talent Function.

From knowing whether the talent exists, to hiring it, developing it and keeping it — our Talent & Workforce Solutions can be engaged individually or as an integrated talent function.

Stage 1 of 3

Find & Assess the Right Talent

First, establish whether the talent exists where you plan to build — then find and assess the people who genuinely fit the role.

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01
Talent Intelligence & Market Mapping
Know the talent exists before you commit to the location

Answers: Does the skill set we need actually exist, at the seniority and volume we need, in the cities we're considering?

City-level talent depth and specialisation mapping
Compensation benchmarking against live market data
Competitor hiring and attrition pattern analysis
Skill-availability scoring feeding directly into location strategy
Why this matters: Talent depth is a location decision input, not a discovery you make after signing a lease.
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02
Leadership & Specialist Hiring
The center head, before the entity even exists

Answers: Who leads this on day one, and how do we source hard-to-find specialist talent without a twelve-month search?

Founding leadership and GCC head search
C-suite and senior leadership recruitment
Specialist and niche-skill sourcing for hard-to-fill roles
Succession and bench-strength planning from the first hire
Why this matters: Leadership hired late is the single biggest cause of slipped GCC launch timelines — this starts before the entity is even incorporated.
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03
AI-Led Screening & Assessment
Filtered for fit and retention, not just résumé keywords

Answers: How do we screen at volume without either drowning in résumés or missing the candidates who'll actually stay?

AI-assisted résumé and skills screening at scale
Structured competency and culture-fit assessment
Predictive retention-risk scoring built into the shortlist
Bias-reduction checks built into the screening pipeline
Why this matters: Screening for who'll stay, not just who's qualified, is what keeps year-two attrition from erasing year-one hiring gains.
Stage 2 of 3

Hire, Employ & Retain Your Team

Next, bring people on board — even before your entity exists — and keep them through a strong employer brand and full lifecycle management.

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04
Employer of Record Services
Hire before the entity exists

Answers: Can we start hiring before entity incorporation is complete, without creating employment or compliance risk?

Full EoR employment for pre-entity and pilot-phase hires
Statutory payroll, benefits and compliance under EoR
Seamless transition from EoR to direct employment at go-live
Contractor-to-employee conversion management
Why this matters: Months of hiring lead time don't have to wait on entity incorporation — EoR removes that dependency entirely.
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05
Employer Branding
A GCC nobody's heard of, competing for talent everyone has

Answers: How does a newly-launched GCC compete for talent against established brands the market already trusts?

Employee value proposition (EVP) design and positioning
Employer brand strategy for a pre-launch or early-stage GCC
Careers presence, messaging and candidate-facing content
Glassdoor, LinkedIn and market reputation management
Why this matters: A parent brand's global reputation doesn't automatically transfer to "who is this GCC and why should I join it" — that has to be built deliberately.
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06
End-to-End Talent Management
From campus hire to expat mobility — the full lifecycle

Answers: Who owns the employee experience after the offer letter — onboarding, development, and everything through exit?

Full talent lifecycle management, onboarding through exit
Campus and early-career talent programmes
Expat mobility, FRRO registration and visa support
Career pathing and internal mobility frameworks
Why this matters: Hiring well and then having no lifecycle strategy is how a strong first-year cohort becomes a second-year attrition problem.
Stage 3 of 3

Reward, Develop & Plan Ahead

Finally, our Talent & Workforce Solutions keep the organisation competitive over time, through fair pay, stronger capabilities and data-led workforce planning.

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07
Compensation & Benefit Strategy Design
Priced to compete, not just to launch

Answers: Is our compensation structure actually competitive for the talent tier we're hiring, or just for the budget we set?

Total rewards strategy and compensation benchmarking
Benefits design aligned to local market expectations
Pay equity and grading structure across functions
Annual compensation review cadence and market recalibration
Why this matters: A compensation structure set once at launch and never revisited is a slow leak — this is designed to stay competitive, not just start that way.
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08
Talent Capability & Development
AI-ready skills, not just AI-ready headcount

Answers: How do we build the skills our workforce actually needs for an AI-driven world, not just fill today's org chart?

AI-readiness skill audits and capability gap analysis
Structured upskilling and reskilling for critical roles
Leadership development pipelines built from within
Capability frameworks for critical and emerging skills
Why this matters: Hiring solves today's skill gap. Capability-building is what keeps you from needing to re-hire the same gap again in eighteen months.
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09
Workforce Planning & Analytics
See workforce requirements before they become a constraint

Answers: Do our Talent & Workforce Solutions give us visibility into capability requirements, workforce trajectory, attrition risk and organisation structure — or are we planning reactively?

Headcount forecasting and workforce cost modeling
Org design and reporting-structure planning
Attrition and retention analytics
Workforce composition and representation tracking
Why this matters: Talent decisions made without real workforce data are guesses dressed up as strategy — this is the data layer underneath every other card here.
Workforce in the AI Era

Talent & Workforce Solutions for a Changing GCC Workforce

AI is changing not only what GCC teams do, but how they are structured. The emerging model is less dependent on large volumes of junior roles and more focused on specialised capability, experienced professionals, AI fluency and stronger human–AI collaboration.

For GCC leaders, workforce planning therefore cannot stop at headcount. The real question is which capabilities should be hired, developed, augmented or automated — and how the workforce should evolve as those capabilities mature.

For further context, see PwC India's research on the skills imperative for GCCs in the AI era.

Talent & Workforce Solutions for AI-enabled GCC teams

Ready To Know If The Talent Is There Before You Commit?

Tell us the location and function you're considering — we'll map the real talent depth before you sign anything.

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