India’s Global Capability Centres (GCCs) are undergoing a significant workforce transformation, with early-career professionals now occupying 42% of all roles.
According to the July 2025 edition of the foundit Insights Tracker, this trend reflects a strategic shift by companies to build scalable, cost-effective teams while tapping into India’s deep pool of skilled graduates.
The data shows that professionals with 0–3 years of experience are increasingly being hired for roles in technology, engineering, and shared services.
This influx of fresh talent allows companies to maintain agility and reduce operational costs, especially as GCCs expand their footprint across both metro and tier-2 cities.
Metro Cities Lead, But Tier-2 Locations Show Fastest Growth
While 91% of GCC jobs remain concentrated in metro cities such as Bengaluru, Hyderabad, Pune, and Chennai, tier-2 cities are gaining traction.
Locations like Kochi, Coimbatore, Ahmedabad, Indore, and Jaipur now account for 9% of GCC jobs, with a year-on-year growth rate of 21%.
Bengaluru continues to lead with 35% of GCC jobs and a 13% annual growth rate, driven by its mature startup ecosystem and large talent pool.
Hyderabad is the fastest-growing metro hub, posting 17% growth, supported by favorable policies and a strong presence in healthcare, pharma, and semiconductor sectors.
Pune and Chennai follow with 11% and 8% growth respectively, with Chennai showing strength in engineering R&D, automotive, and manufacturing functions.
Two-Speed Growth Model Emerges at GCCs
The data suggests a two-speed growth model: metro cities provide scale and maturity, while tier-2 cities offer momentum and cost advantages.
This dual approach allows companies to diversify their operations, reduce dependency on saturated urban centers, and access new talent markets.
GCCs are increasingly setting up innovation hubs and technical centers in tier-2 cities, supported by local academic institutions and government incentives.
This expansion is expected to continue as companies seek to balance cost, talent availability, and infrastructure.
Experience Distribution Highlights Strategic Hiring
Beyond early-career talent, mid-level professionals with 4–6 years of experience hold 26% of GCC roles, contributing to digital transformation and domain-specific work.
Professionals with 7–10 years of experience occupy 17% of roles, often in project management and specialized functions.
Professionals with 11–15 years of experience hold 9% of roles, while individuals with over 15 years of experience occupy only 6%.
This distribution reflects a deliberate hiring strategy: bulk hiring of freshers for scalable functions, and selective recruitment of experienced professionals for leadership and niche roles.
Sectoral Trends and Skill Demand at GCCs
The GCC ecosystem in India is led by IT and R&D, which together account for 35% of centres and 38% of jobs, growing at 12% year-on-year.
Software development, cloud technologies, and data engineering remain the most in-demand skills.
Companies are also investing in upskilling programs to ensure that early-career hires can transition into more complex roles over time.
The automotive, electronics, and financial services sectors are also expanding their GCC presence, with a focus on engineering R&D, product development, and digital services.
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