For global capability centres

Stand up a 400-person GCC without standing up a recruiting agency.

India GCC hiring fails on three things: the market map is guesswork, the vendor bench is ungoverned, and the parent company cannot see what is happening in the timezone it is not awake for. This fixes all three on one record.

Plan your GCC hiring ramp Talk to sales

Free plan for one user, forever · migration from your current tool included · no credit card

26 days Median time to fill on a live GCC ramp −34% Agency spend once the bench is graded 4 Data regions, so the parent's InfoSec signs off

Free forever for 1 user No credit card required

One platform ATS, HRMS, interviews and sourcing

Human-in-the-loop AI Every score shows its evidence

Built in Noida, India Serving hiring teams worldwide

GDPR · SOC 2 · ISO 27001 Compliant with these frameworks

01 What you actually need it to do

What breaks in a GCC ramp, and where.

Planning

The headcount plan is a guess

You cannot ramp to a number the market does not contain.

Before a single requisition opens, we map the addressable market per skill and city — how many people exist, where they work, what they cost, how reachable they are — so the plan is built on supply rather than optimism.

Supply per skill and city

Named employers, volumes and realistic compensation bands.

Ramp curve modelled

How fast 400 seats can realistically fill, by quarter.

City trade-offs

Bengaluru vs Hyderabad vs Pune vs Noida, on cost and depth.

Scarcity flags early

The two roles that will hold up the whole plan, named up front.

Vendors

The vendor bench is ungoverned

Eleven agencies, no idea which three actually deliver.

Every vendor submits into one workflow and carries a live scorecard. Duplicate submissions are caught across vendors, and the next brief goes to whoever is actually filling roles.

Live scorecards

Fill rate, submission quality, time to submit, effective margin.

Duplicate detection

Across every vendor and your own team, before a fee dispute.

Compliance on file

Agreements, insurance and right-to-work with expiry alerts.

Rate governance

Approved rate cards enforced at submission, not at invoice.

Governance

The parent cannot see the pipeline

Weekly slides are not governance.

The parent company gets live dashboards, evidence behind every scoring decision, and an audit trail its own compliance team can export — in its own timezone, without asking anyone in India for an update.

Timezone-independent

Live status, no dependency on an overlap window.

Defensible decisions

Evidence per score, named human on every advance or reject.

Residency choice

India, US, EU or UAE — whichever the parent's policy requires.

Board-ready exports

Cost per hire, ramp progress and attrition in one click.

Entity

Hiring runs ahead of the entity

The first twenty hires cannot wait for incorporation.

Hire on our entity while yours is registered, then transfer employment with continuity of service and no exit fee. Most GCCs migrate between fifteen and twenty heads.

Live in three weeks

Compliant employment before the entity exists.

Free migration later

Continuity of service, personnel files handed over.

One invoice

Payroll, statutory cost and our fee, itemised.

Verified joiners

Background checks completed before day one.

02 Before and after

Quarter one, run two ways.

Today

Headcount signed off before anyone checked the market has the people

Eleven vendors emailing CVs; duplicates discovered at offer stage

Parent company asks for status; someone builds a deck

First hires waiting on entity registration and a bank account

Cost per seat unknown until finance closes the quarter

With Pitch N Hire

Ramp plan built on mapped supply per skill and city

One submission workflow, vendors graded, duplicates caught automatically

Parent reads live dashboards and evidence, in its own timezone

Hiring starts on our entity in three weeks, migrates free later

Cost per seat live, by source, by vendor, by city

03 Run the numbers

What a GCC ramp actually costs.

Seats to hire this year, and the share you currently fill through agencies.

The model takes two inputs from you and returns four figures. Here is each figure and the assumption it rests on — we run it on your own numbers on the call rather than publishing a result for a company we have not met.

Seats to hire this yearShare filled through agencies today

What the model returns	The assumption behind it
Agency spend today	Seats filled through agencies at a typical ₹1.65L placement fee
Agency spend after	Own-database and sourcing typically take 30 points off the agency share
Net saving	After the platform cost for a recruiting team of this size
Ramp time	Modelled on mapped supply, not on the plan's wishful curve

Modelled from platform medians across comparable teams. We will rebuild it on your real data on the call.

Check these numbers against your data Try the ROI calculator

Proof

Our parent had approved 240 seats. The market map said two of the roles did not exist at that volume in Bengaluru at our band. We changed the plan in week two instead of missing the target for three quarters.

Site lead, European manufacturer's India GCC · 240-seat ramp

26 days Median time to fill 3 → 11 Vendors, graded to 3 0 Compliance findings at audit

Questions

What makes GCC hiring different from ordinary corporate hiring?

Three things: volume against a fixed ramp curve, a parent company that needs governance and visibility across timezones, and heavy dependence on an agency bench nobody has graded. The software has to solve supply planning and vendor governance, not just track applicants.

Can you help before we have an Indian entity?

Yes. We employ your first hires on our entity — compliant contracts, local payroll, benefits, IP assignment — usually inside three weeks, then transfer employment to your entity with continuity of service and no exit fee once you are registered.

How do you handle the parent company's security review?

Data residency in India, the US, the EU or the UAE, SSO and SCIM, an immutable audit log, no shared-model training, and a readiness pack with our DPA, sub-processor list and current SOC 2 and ISO 27001 status. We will join a call with your parent's InfoSec team before you sign.

Do you also supply the recruiters?

If you want them. Contract and permanent delivery pods run on the same platform, capped at six live briefs per recruiter, and you can dial them up for a ramp quarter and down afterwards without changing systems.

Which cities do you have the deepest data on?

Bengaluru, Hyderabad, Pune, Chennai, the NCR and Ahmedabad for engineering and data; add Kochi and Coimbatore for support and operations roles. We publish the supply numbers per city in the map rather than asserting depth.

How does this compare with hiring an MSP?

An MSP manages vendors for you and takes a margin on the programme. Here you manage them yourself with live scorecards and pay software pricing, and you can still use our delivery pods for the roles the bench cannot fill.

Explore the platform

The ATS The HRMS Employer of record — India Case study — GCC engineering ramp IT services and consulting Global locations Security and data protection Pricing

Built for recruiters & hiring teams

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Free 1-user plan · No credit card · Talk to a real hiring expert

Bring us your headcount plan for the year.

We will map the market for the three hardest roles on it, free, and show you the realistic ramp curve before you commit to a number.

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