Introduction
Global Capability Centers (GCCs) are experiencing unprecedented growth in 2025, with India leading the charge as the world’s largest GCC destination. With over 1,700 GCCs employing more than 1.9 million professionals, the sector is projected to create 425,000-450,000 new jobs this year, with expectations to employ 3.3 million professionals by 2030. This comprehensive guide provides founders and HR heads with essential GCC Hiring Benchmarks for navigating the competitive GCC hiring landscape.
Current Market Landscape
Market Size and Growth
The GCC sector is experiencing robust expansion, with 35% of GCCs planning 50-100% workforce growth. Mid-market GCCs are particularly aggressive, with 120 new centers anticipated by 2026, generating 40,000 jobs. The sector’s revenue is projected to reach $110 billion by 2030, making it a critical component of global enterprise strategy.
Key Market Drivers
Economic Diversification: GCC countries are actively reducing oil dependency through diversification initiatives like Saudi Arabia’s Vision 2030, creating demand for skilled professionals across multiple sectors.
Digital Transformation: The shift toward AI, machine learning, and cloud computing is driving specialized talent demand, with 69% of data scientist job postings requiring ML skills.
Geographic Expansion: GCCs are expanding beyond traditional metros into Tier-2 cities like Coimbatore, Jaipur, and Vishakhapatnam, accessing new talent pools while optimizing costs.
Salary Benchmarks and Compensation Trends
2025 Salary Projections
GCCs are offering average salary increases of 9.9% in 2025, outpacing traditional IT services (8.1%) and product companies (9.3%). This represents a strategic shift toward premium compensation for critical skills.
Sector-Specific Increases
- Retail/CPG: 10.40% (highest increase)
- Healthcare/Life Sciences: 10.10%
- BFSI: 9.80%
- Travel & Transportation: 9.60%
Premium Compensation for AI/ML Roles
Specialized AI professionals command packages between ₹26-152 lakh per annum, significantly higher than core digital roles (₹16-106 lakh). AI roles are seeing 35-55% salary hikes during job transitions, with salaries projected to reach ₹2+ crore by 2030 in Bengaluru and Hyderabad.
Compensation Convergence
Experts predict that the traditional 15-30% salary premium GCCs offer over IT services will narrow to 5-8% within 1.5-2 years. This convergence reflects market maturation and cost optimization pressures.
Talent Acquisition Challenges
Critical Skills Shortage
52% of GCC workforce actively considering new opportunities, with 51% of GCCs citing talent retention as their top challenge. The competition for AI, cybersecurity, and cloud specialists is particularly intense.
Changing Talent Mix
The GCC workforce is evolving with entry-level roles declining from 32% to 22%, while mid-senior roles have surged by 77%. This shift reflects demand for “ready-now” capabilities in digital technologies.
Geographic Talent Distribution
GCCs now source 45-48% of their workforce from IT firms, up from 35% in 2022-23. They’re offering 20-30% higher salaries for cloud, data analytics, and cybersecurity roles compared to traditional IT companies.
Hiring Strategies for Founders and HR Heads
1. Strategic Leadership Hiring
Hire leadership first, not last. Your India lead should understand both the local talent landscape and global charter. Focus on building a strategic core team within 30-60 days to serve as stabilizers and culture carriers.
2. Skills-Based Recruitment
Move beyond traditional degree requirements. Focus on:
- Technical capabilities: AI/ML, cloud architecture, cybersecurity
- Hybrid skills: Combination of technical and soft skills
- Cultural fit: Ability to work across global teams
3. Diversified Sourcing Channels
- Partner with universities: Co-create curricula for industry-relevant skills
- Leverage finishing schools: Rising from 5% to 20% of hiring sources
- AI-powered platforms: 100% of GCC businesses eager to integrate AI-driven hiring tools
4. Retention-Focused Design
Design roles with:
- Clear ownership and decision rights
- Internal visibility and career mobility
- Purpose-driven work aligned with global impact
Technology and Innovation in Hiring
AI-Driven Recruitment
87.9% of GCCs identify candidate sourcing as primary AI use case. AI tools are delivering:
- 30-35% cost reduction in sourcing
- 80% improvement in candidate shortlisting accuracy
- 75% faster candidate screening
Advanced Analytics
69% of GCC leaders view AI and data analytics as vital for personalized compensation models. These tools enable:
- Real-time pay equity audits
- Predictive talent analytics
- Hyper-personalized rewards strategies
Regional Insights and Expansion
Top Hiring Hubs
Bengaluru remains the dominant hub with nearly 50% of US-headquartered GCCs. Other key locations include:
- Hyderabad: 19% consider it top-paying market
- Mumbai: 19% acknowledge higher salaries
- Pune: Emerging as major expansion center
Emerging Markets
Tier-2 cities showing strong growth with established tech talent pools. Companies are leveraging these locations for:
- Cost optimization
- Access to untapped talent
- Reduced competition
Retention Strategies
Comprehensive Value Proposition
71% of GCCs now offer long-term incentives including ESOPs, RSUs, and SARs. Beyond compensation, focus on:
- Career growth opportunities: 94% of employees stay longer with career investment
- Flexible work arrangements: Critical for 61% of Gen Z workforce
- Innovation culture: 74% retention rate for companies prioritizing innovation
Attrition Management
Voluntary attrition at historic low of 12.6% in 2024, reflecting improved retention strategies. Key approaches include:
- Internal mobility programs
- Mentorship and leadership development
- Work-life balance initiatives
Future Outlook and Trends
Growth Projections
GCC hiring expected to surge 18-20% in 2025 across sectors including:
- Traditional sectors: BFSI, healthcare, retail
- Emerging sectors: Travel, QSRs, logistics
Skills Evolution
Demand shifting toward hybrid capabilities:
- Technical expertise combined with business acumen
- Cross-functional leadership abilities
- Global collaboration skills
Regulatory Considerations
Nationalization programs (Emiratisation, Saudization) impacting hiring strategies. Companies must balance:
- Local hiring requirements
- Global talent needs
- Compliance obligations
Key Recommendations for Founders and HR Heads
Immediate Actions
- Conduct comprehensive talent audit to identify skill gaps
- Develop competitive compensation strategy aligned with market benchmarks
- Invest in AI-powered recruitment tools for efficiency gains
- Build strategic partnerships with universities and finishing schools
Medium-term Strategy
- Establish presence in Tier-2 cities for talent diversification
- Implement comprehensive retention programs beyond salary
- Create clear career progression pathways for all levels
- Develop internal mobility frameworks to reduce external hiring costs
Long-term Vision
- Build centers of excellence rather than cost centers
- Invest in continuous learning platforms for skill development
- Create innovation ecosystems to attract top talent
- Establish global collaboration frameworks for seamless operations
Conclusion
The GCC hiring landscape in 2025 presents both significant opportunities and complex challenges. Success requires strategic thinking, competitive compensation, and innovative approaches to talent acquisition and retention. Organizations that can balance cost optimization with talent investment will emerge as leaders in this rapidly evolving market.
By focusing on strategic leadership hiring, leveraging technology for recruitment efficiency, and creating compelling value propositions beyond salary, founders and HR heads can build sustainable competitive advantages in the global talent market. The key lies in treating GCCs as strategic innovation hubs rather than traditional cost centers, attracting professionals who seek meaningful work and career growth opportunities.
As the sector continues its rapid expansion toward 3.3 million professionals by 2030, the organizations that master these GCC Hiring Benchmarks today will be best positioned to capitalize on tomorrow’s opportunities.
