Your GCC. Qualified to Deliver. Built to Lead.
Global Capability Centers have evolved from cost-focused offshore units into strategic enterprise assets that own core technology, data, and AI capabilities. The organizations building the most competitive GCCs in 2026 are the ones that set the right foundation from the beginning , the right location strategy, the right talent architecture, the right operating model, and the right technology infrastructure to move from execution support to genuine innovation ownership.
Where are you with this today?
Almost every conversation begins in one of three places. Each is a distinct engagement, and none of them requires you to commit to the next.
New GCC
Build & Accelerate
We stand the center up under our entity — recruiting, seating, and onboarding to your role definitions and your interview bar — so your first pod is working in your sprints in weeks rather than after an eighteen-month entity setup.
You end up with
A named team you selected, working your process under your leads, with the option to take the whole thing in-house on terms agreed before the first interview.
What it covers
- Role scorecards and compensation banding
- Joint interview panels, every hire approved by you
- Workspace, hardware, and network setup
- Security onboarding and access provisioning
- Payroll, statutory compliance, and HR
- Transfer terms fixed at signature
Typical founding pod
What actually happens, and when.
Each phase ends with something concrete. You can stop at the end of Operate and stay there indefinitely — plenty of clients do.
Weeks 1–12
Build
Role definitions, interview panels, offers, seating, and the tooling access that usually holds everything up. You approve every hire.
- Role scorecards and compensation bands
- Joint interview panels with your leads
- Workspace, hardware, and network setup
- Security onboarding and access provisioning
- First pod live and in your sprints
Month 4 onward
Operate
The team runs as part of your organization. We stay responsible for the employment, the building, and keeping people from leaving.
- Your process, tools, and reporting lines
- Payroll, statutory compliance, and HR
- Monthly attrition and utilization reporting
- Backfill commitments with agreed timelines
- Career paths so people stay past year two
When you decide
Transfer
Optional, and priced before you start so it never becomes a negotiation from a weak position. Or skip it and let Operate continue.
- Valuation method fixed at contract signature
- Employee transfer with continuity of service
- Entity, lease, and vendor contract novation
- Leadership handover and transition support
- Documented processes and system access
What you can staff inside it.
Centers usually start with one function and widen once the first pod has proven itself. All of these run out of our centers in Hyderabad, Bangalore, and Pune.
Application engineering
Full-stack, back-end, API, and integration teams working in your repositories and your sprints.
Quality engineering
Automation frameworks, regression suites, and release assurance as a standing capability rather than a contract.
Data & analytics
Pipeline engineering, warehouse work, and BI development against your governed definitions.
AI engineering
Model development, evaluation, and the LLMOps work that keeps AI features running after launch.
Cloud & DevOps
Pipelines, infrastructure as code, and platform operations with follow-the-sun coverage.
Enterprise platforms
Certified capacity across SAP, NetSuite, Guidewire, Salesforce, Microsoft, and Duck Creek.
Application support
Tiered support and incident response covering the hours your onshore team shouldn't be awake for.
Shared services
Finance, procurement, and back-office process work where the volume justifies a dedicated team.
Not sure a center is the right shape yet?
Tell us the roles you're short on and the timeline you're working to. If an embedded team is the better answer at your size, we'll say so — below roughly ten people it usually is.