Hiring Trends Every India GCC Must Watch [2025]

India’s Global Capability Centres (GCCs) are experiencing a seismic shift in 2025, moving far beyond their traditional role as cost-effective back-office operations.

As multinational corporations increasingly recognize India as a hub for innovation and strategic decision-making, understanding the evolving hiring landscape has become critical for success.

With over 1,600 GCCs already operational in India and more launching every quarter, the competition for top talent is intensifying.

Let’s explore the most significant hiring trends that will define GCC success in 2025.

India’s Global Capability Centres (GCCs) are expected to create 4.25-4.5 lakh jobs this year, with one million by 2030, marking one of the most aggressive expansion phases in the sector’s history. This unprecedented growth reflects a fundamental shift in how global enterprises view their India operations.

Taggd-JLL-CII GCC Report 2025: Cracking the Growth Code for GCCs in India

GCCs are undergoing a generational shift, no longer limited to backend IT services, but now driving product development, strategic decision-making, and innovation across sectors. This transformation is reshaping everything from organizational structures to talent acquisition strategies.

Key Growth Indicators:

• Job Creation: 4.25-4.5 lakh new positions in 2025
• Long-term Projection: 1 million jobs by 2030
• Functional Expansion: From support services to core business operations
• Geographic Spread: Beyond tier-1 cities to emerging tech hubs

The most defining characteristic of 2025’s hiring landscape is the dramatic shift toward next-generation technologies. There has been a clear shift in digital skills GCCs are hiring for, primarily moving away from legacy technologies towards AI model training, advanced data analytics and advanced cloud computing.

The AI-First Hiring Approach

GCC trends in 2025 are fundamentally reshaping talent acquisition priorities, with artificial intelligence skills becoming the primary differentiator in competitive hiring markets across India’s technology sector.

Generative AI Dominance: Companies are prioritizing candidates with hands-on experience in Large Language Models (LLMs), natural language processing, and AI model optimization. The demand for AI specialists has increased by over 300% compared to 2024.

Data Science Evolution: Traditional technology roles will evolve into next-gen specializations, with Software Engineers and Data Scientists moving into positions like Generative AI Architects, AI Research Scientists, and Emotional AI Specialists.

High-Demand Skill Categories

GCC hiring trends in India reveal a dramatic shift in skills-based hiring toward next-generation technologies, with companies prioritizing AI, cloud computing, and cybersecurity expertise over traditional IT support skills.

1. Artificial Intelligence & Machine Learning

• Generative AI development
• Computer vision and NLP
• AI ethics and governance

2. Advanced Cloud Computing

• Multi-cloud architecture
• Cloud-native development
• DevSecOps integration

3. Cybersecurity Specialization

• Zero-trust architecture
• Cloud security
• AI-powered threat detection

4. Platform Engineering

• Infrastructure as code
• Site reliability engineering
• Kubernetes orchestration

These high-demand skill categories define the core of hiring trends in India, with GCCs prioritizing next-generation technology expertise to transform from service providers into innovation hubs.

Bengaluru, Hyderabad, Delhi NCR, Mumbai, Pune, and Chennai continue to remain the most popular destinations for global capability centres, but the landscape is evolving with Tier 2 as emerging hubs gaining prominence.

Tier-1 City Analysis:

Bengaluru & Chennai: Chennai and Bengaluru (29%) leading with emphasis on expanding GCC functions, focusing on high-value operations

• Strengths: Established tech ecosystem, premier educational institutions
• Challenges: Rising costs, talent saturation in certain skills

Hyderabad & Pune: Emerging as preferred destinations for new GCC setups

• Advantages: Cost-effectiveness, government support, growing talent pool
• Focus Areas: AI research, fintech, healthcare technology

Tier-2 City Emergence:

40% of GCCs in India are diversifying their hiring strategies to include Tier-2 and Tier-3 cities due to rising costs and talent saturation.

• Kochi: Becoming a hub for financial services GCCs
• Coimbatore: Manufacturing and automotive technology focus
• Jaipur: Growing prominence in e-commerce and digital marketing GCCs

Strategic Hiring Trends in India for GCCs

The hiring landscape in 2025 will be characterized by strategic prudence. Companies are expected to adopt a lean and disciplined approach, moving away from the hire-and-fire cycles of previous years. While overall hiring may remain cautious, there’s an anticipated uptick in fresher recruitment.

The New Hiring Philosophy

Precision Recruitment: GCCs are moving away from volume-based hiring toward strategic, role-specific recruitment. Each hire is evaluated for long-term potential and cultural fit.

Fresh Talent Focus: GCCs are likely to resume targeted hiring in critical, high-impact areas such as Generative AI, platform engineering, data security, and core engineering roles, with significant emphasis on campus recruitment.

Skills-Based Assessment: Traditional degree requirements are being supplemented or replaced by competency-based candidate assessments, portfolio reviews, and practical problem-solving evaluations.

This new hiring philosophy exemplifies strategic GCC recruitment trends, emphasizing quality over quantity and long-term value creation over short-term cost savings.

The war for specialized talent is driving compensation packages to new heights. Entry-level positions in Global Capability Centres (GCCs) are particularly promising, with penetration testers starting at INR 11.8 lakhs and data scientists at INR 9.6 lakhs.

Download the complete GCC Report to unlock the salary benchmarks for other domains like technology, engineering, R&D, and other shared services and support roles.

Salary Benchmarks for 2025

GCC recruitment trends indicate unprecedented salary growth for specialized roles, with AI and cybersecurity professionals commanding premium compensation packages that reflect market demand and skill scarcity.

Beyond Salary: Total Compensation Trends

• Equity Participation: Stock options becoming standard for senior roles
• Learning Budgets: Up to ₹2-3 lakhs annually for skill development
• Flexible Benefits: Customizable benefit packages based on individual preferences
• Global Mobility: Opportunities for international assignments and rotations

These salary benchmarks reflect the premium nature of hiring trends for GCC, where specialized skills command competitive compensation packages that rival global technology markets.

Hiring trends for GCC are evolving beyond traditional models, with organizations adopting hybrid work strategies, diversity initiatives, and flexible talent acquisition approaches to build resilient, future-ready teams with equivalent focus on enhancing candidate experience, ensuring fairness and reducing unconscious bias.

GCCs in India focussing on experience metrics alongside proper measurement of recruitment metrics

The Hybrid Work Evolution

Remote and hybrid work models are no longer temporary solutions but permanent fixtures. GCCs are redesigning their talent acquisition strategies to accommodate:

• Global Talent Access: Hiring from anywhere in India, not just hub cities
• Digital-First Onboarding: Comprehensive virtual integration programs
• Performance Management: Outcome-based evaluation rather than presence-based metrics

Diversity and Inclusion Imperatives

• Gender Parity Goals: 40-45% women representation targets by 2026
• Neurodiversity Programs: Specific hiring initiatives for differently abled talent
• Age Diversity: Balanced teams combining fresh perspectives with experienced insights

These diversity imperatives showcase how GCC hiring trends in India are evolving beyond technical skills to build inclusive, innovative workforces that reflect global best practices.

GCC trends require proactive leadership strategies that combine employer branding excellence with agile recruitment processes, enabling organizations to attract and retain top talent in India’s competitive market.

1. Invest in Employer Branding

In a competitive market, your employer brand is your primary differentiator. Develop compelling narratives around:

• Innovation opportunities
• Career progression pathways
• Global exposure and impact
• Learning and development culture

2. Build Strategic Talent Partnerships

• Educational Institutions: Collaborate with premier engineering and management colleges
• Training Partners: Partner with specialized AI/ML training providers
• Government Initiatives: Leverage skill development programs and incentives

3. Implement Agile Recruitment Processes

• Speed to Offer: Reduce time-to-hire from weeks to days
• Candidate Experience: Create memorable, positive recruitment journeys
• Data-Driven Decisions: Use analytics to optimize recruitment strategies

4. Focus on Retention Alongside Acquisition

• Career Development: Clear progression paths and skill enhancement opportunities
• Recognition Programs: Comprehensive employee appreciation initiatives
• Work-Life Integration: Flexible policies that support personal and professional growth

These strategic recommendations align with emerging GCC trends, helping leaders navigate the complex landscape of talent acquisition and retention in India’s competitive market.

GCC hiring trends in India present unique challenges including skill shortages and cost pressures, requiring innovative solutions that balance talent acquisition needs with operational efficiency.

Skill Shortage Management

Despite the large talent pool, specialized skills remain scarce. Strategies include:

• Internal Upskilling: Comprehensive retraining programs for existing employees
• Apprenticeship Models: Structured programs to develop specialized skills
• Global Talent Mobility: Leveraging talent from other GCC locations

Cost Optimization Balance

While talent costs are rising, GCCs must maintain cost-effectiveness:

• Total Cost of Ownership: Consider long-term value over short-term savings
• Productivity Enhancement: Invest in tools and processes that amplify human capability
• Strategic RPO Outsourcing Services: Partner for non-core functions while building internal expertise

Successfully navigating these challenges is essential for organizations looking to capitalize on hiring trends in India’s GCC sector while maintaining operational efficiency and talent quality.

The GCC hiring landscape in India is evolving at unprecedented speed. GCCs are expanding their operations across different cities, exploring new areas of service, and hiring talent with niche skill sets. Success will depend on organizations that can adapt quickly, think strategically, and prioritize both technological advancement and human-centric approaches.

As we progress through 2025, the GCCs that thrive will be those that view hiring not as a cost center but as a strategic investment in India’s role as a global innovation hub. The transformation from service providers to innovation partners requires a fundamental shift in how we think about talent acquisition, development, and retention.

The future belongs to GCCs that can successfully navigate the balance between leveraging India’s traditional strengths, cost-effectiveness and technical expertise, while building new capabilities in emerging technologies and strategic functions. The hiring trends outlined in this guide provide the roadmap for this transformation, but success will ultimately depend on execution, adaptation, and a relentless focus on building world-class teams.

1. What are the hiring trends for GCCs in India?
Global Capability Centers (GCCs) in India are focusing on hiring for niche tech roles like AI/ML, data engineering, cybersecurity, and cloud. In 2025, there’s a rising demand for digital, product, and innovation-led talent, especially in Tier 2 cities. Companies are also leveraging hybrid work models and upskilling programs to attract and retain skilled professionals.

2. What are the GCC trends in 2025?
In 2025, GCCs in India are evolving into global innovation hubs. Key trends include a shift from cost arbitrage to value creation, increased investment in emerging tech (GenAI, automation, cybersecurity), expansion to Tier 2 cities, and a strong push for DEI and sustainability in workforce strategies.

3. What is the hiring trend in India in 2025?
Hiring in India in 2025 is driven by digital transformation, with tech, healthcare, fintech, and green energy sectors leading demand. Companies prefer skill-based hiring over degrees, with a focus on AI, cloud, data science, and cybersecurity. Hybrid work, gig roles, and internal talent mobility are major trends reshaping the job market.

Ready to transform your GCC hiring strategy? The trends are clear, the opportunities are immense, and the time for action is now.

Your competitive advantage in 2025 will be determined by how quickly and effectively you can adapt to these evolving hiring dynamics.

Download the 2025 GCC Report and explore the strategic insights in detail on:

• India-specific hiring behaviours

• Location-specific talent insights
• Salary benchmarks and dropout metrics
• Real estate cost and trends
• Tier-2 expansion readiness
• AI adoption in recruiting
• Hiring intent for 2025 and workforce distribution

Explore Taggd for RPO Solutions.