India’s global talent landscape is shifting, and fast.
As 2025 unfolds, Global Capability Centers (GCCs) are outpacing traditional IT services firms in hiring, signaling a deeper transformation in how multinationals are building strategic teams in India.
According to FirstMeridian Business Services, GCCs are set to create 4 lakh jobs for freshers by 2030, fueled by a surge in AI, digital adoption, cost optimization strategies, and a move beyond metro cities. Meanwhile, IT services firms are struggling to keep pace, with hiring rates significantly lower than GCCs this year.
For CXOs, HR leaders, and global expansion strategists, the message is clear: India’s GCC wave is no longer optional. It is shaping the future of work.
GCCs Are Redefining the Talent Landscape
Several key drivers are fueling this growth:
Diverse Talent Pools: India’s workforce is expanding rapidly beyond metros, offering companies access to a broader and richer talent base.
- Rise in Digital Literacy: Government and private sector initiatives are accelerating skill development, particularly in AI, ML, and Data Engineering.
- Cost Efficiency with Innovation: GCCs are no longer viewed merely as cost-saving centers. They are evolving into hubs for innovation, analytics, and R&D.
- Support for Tier 2 City Expansion: Infrastructure investments and government incentives are making cities like Ahmedabad, Coimbatore, and Bhubaneswar attractive destinations for global operations.
Today’s GCCs are strategic engines for growth, not just offshore delivery centers.
The DEI Advantage: Gender Diversity Gains in GCCs
A major differentiator emerging within GCCs is their focus on diversity and inclusion.
- Women now comprise 40% of the GCC workforce in India (Economic Times).
- A further 3–5% improvement in gender diversity is expected over the next five years.
Compared to IT services firms, which continue to struggle with diversity at senior levels, GCCs are embedding DEI into their core operating models. Diversity is no longer just a compliance goal; it is becoming a lever for innovation, team performance, and global brand positioning.
Companies that prioritize DEI from the outset will be better positioned to build resilient, high-performing teams for the future.
Remote Work: IT Services Firms Fight Back
In response to widening talent gaps, 40% of IT services firms are now adopting remote and hybrid models to access Tier 2 city talent (Quess Corp, Economic Times).
While this shift is necessary, it raises an important question:
Is remote work alone enough to compete with the engagement and innovation potential of physical GCCs?
GCCs are already investing in on-ground ecosystems — building physical campuses, launching skilling programs, and fostering community initiatives. While remote models can widen access, they may struggle to replicate the loyalty, cohesion, and deep culture-building that established GCCs are now prioritizing.
Sustainability and Green Skills Integration: Embedding ESG into GCC Operations
GCCs are also evolving as leaders in sustainability by aligning closely with Environmental, Social, and Governance (ESG) principles. Sustainability is no longer treated as a peripheral concern but is becoming a core business priority.
Key developments:
- Emergence of Green Roles: Positions like ESG Accounting Managers, Green Finance Specialists, and Sustainable Procurement Analysts are on the rise, helping organizations meet global environmental standards.
- Workforce Engagement in Sustainability: Companies are empowering employees to contribute to environmental goals through green skill development programs and employee-led sustainability projects.
By embedding sustainability into operations, GCCs are not just enhancing corporate responsibility but also appealing to a new generation of environmentally conscious talent.
AI-Driven Talent Transformation: Revolutionizing Workforce Dynamics
Artificial Intelligence is reshaping talent management within GCCs at a rapid pace, redefining recruitment, engagement, and upskilling practices.
Key developments:
- AI in Recruitment: GCCs are moving beyond traditional credential-based hiring and leveraging AI to assess skills and potential for future growth.
- Evolution of Roles: New specialized roles such as Generative AI Architects and Emotional AI Specialists are emerging, reflecting deeper AI integration into business functions.
- Enhanced Employee Experience: AI-powered platforms are being used to personalize onboarding, training, and career development, driving stronger engagement and retention.
Adopting AI in talent strategy enables GCCs to build agile, high-performing, and future-ready teams while fostering a culture of continuous innovation.
What This Means for Talent Strategy in India
The momentum behind GCCs is unmistakable. Companies entering or expanding in India must rethink their talent strategies to stay competitive. Key imperatives include:
- Upskill Strategically: Invest in developing talent capabilities in AI, ML, Cloud, and leadership roles.
- Expand Beyond Metros: Target Tier 2 and Tier 3 cities for scalable and sustainable growth.
- Institutionalize DEI: Build diversity and inclusion into the foundation of new centers.
- Blend Hybrid with Physical Presence: Combine flexible work policies with on-ground engagement for stronger cultural alignment.
Explore how Ralent helps you build your GCC in India.
Learn about our Employer of Record services for flexible hiring.
Conclusion
The surge in GCC hiring reflects more than just a spike in numbers. It signals a profound shift in how global companies are envisioning their future operations in India.
Organizations that move early — building the right talent ecosystems, expanding to emerging cities, and embedding innovation and sustainability into their models — will lead the next decade of global growth.
Those who delay risk falling behind.
Sources: Economic Times, Quess Corp, FirstMeridian, Zinnov
