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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.
Free plan for one user, forever · migration from your current tool included · no credit card
26 daysMedian time to fill on a live GCC ramp−34%Agency spend once the bench is graded4Data regions, so the parent's InfoSec signs off
Free forever for 1 userNo credit card required
One platformATS, HRMS, interviews and sourcing
Human-in-the-loop AIEvery score shows its evidence
Built in Noida, IndiaServing hiring teams worldwide
SOC 2 Type II · ISO 27001 · GDPR · India DPDP · ResidencyCompliant with these frameworks
01What 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.
02Before 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
03Run 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.
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 daysMedian time to fill3 → 11Vendors, graded to 30Compliance findings at audit
05
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.
The applicant tracking system built for how you hire
Pitch N Hire is an applicant tracking system. Run job posting, screening, structured interviews, and offers from one pipeline — starting free for 1 user.
One pipeline for every role, applicant, and interview stage
Structured scorecards so the panel compares candidates on the same criteria
Careers page, job posting, and candidate communication in one place
See your true cost-per-hire and how much Pitch N Hire could save you — our free Recruitment ROI Calculator gives you the numbers in under a minute. No signup required.
