Senior hires decide whether a GCCyour India centre compounds or stalls.

From Fortune 500 centres to first-hire startups, the leadership problem changes with the phase. We bring off-market reach, defensible comp, and a process that fits where you are.

Start a Mandate Fortune 500 GCC Set-UpIndia Build GCC GrowthCentre Growth Mid-Market Startups

The senior bench, mapped

VP-and-above, reachable directly

53,000+

One firm across every phase

The problem changes with the phase — starting a centre, taking it from delivery to ownership, winning against a bigger name. The standard behind it doesn't: off-market reach, comp you can defend, and a process that fits where you are.

Fortune 500

Are you a Fortune 500 to Fortune 2000 enterprise?

Then your GCC'sIndia centre's leadership bench is watched from headquarters, where a senior mis-hire is a board-level problem. We bring the off-market reach, the comp you can defend, and the governed process a hire this visible demands.

A globally diverse group of senior leaders in discussion in a warm enterprise boardroom at dusk, city skyline beyond

Reach the few

Off-market search for settled senior leaders

The leaders you want are inside peer companies, not on the market. We map the qualified universe and approach discreetly, with a reason your enterprise is the right next move, so the shortlist is people no advertised search would have reached.

Defend the number

Comp intelligence finance can stand behind

We build the band from comparable placements with the working shown, so it's a number headquarters and finance can defend, not a guess. Credible to the candidate, and to the people who have to sign off on it.

Run a governed process

An audit trail that stands up to scrutiny

We run a structured, documented process with a clean trail, so the search holds up to enterprise governance and the decision is one you can explain. Rigour where it matters, without slowing the hire that matters more.

Start a board-level search

GCC Set-Up · 0–100India Build · 0–100

Standing up a new GCCcentre in India?

Then it's a leadership problem before it's a real-estate one. The anchor hires set the bar, the culture, and the credibility everyone after them is recruited against — so we bring the market read and the senior bench to start it right.

A diverse founding team planning in a bright, newly set-up global capability centre at golden hour

Read before you commit

City, supply, and comp for the build

Before the first hire, we give you the availability and comp picture across the cities you're weighing, so the location and the bands are set on evidence. The market read that tells you the build is viable, and where.

Land the anchors

Senior leaders who'll bet on a plan

We approach the senior people who can anchor a new centre, and we make the case credibly, scope, ownership, and the comp that justifies the move. The first leaders set the standard the rest of the build is measured against.

Build the rhythm

From first hires to first hundred

Once the anchors are in, we help you scale the bench beneath them without losing the bar, with managed hiring that holds quality as volume climbs. The set-up and the scale follow the same standard.

Start your GCC buildStart your India build Explore GCC Set-Up & TransformationExplore Offshore Capability Set-Up

GCC Growth · 100–1,000+Centre Growth · 100–1,000+

Is your centre moving from delivery to ownership?

Then you need second-wave leaders who can take charge of a charter, not just deliver tasks — and a hiring engine that scales the team beneath them without letting the quality bar slip. We bring both.

A diverse senior leader addressing a growing team on a warm, modern GCC floor at golden hour

Find the owners

Leaders who take charge of a charter

We find senior people who have moved a centre from execution to ownership before, and assess for the judgment that shift demands, not just functional skill. The leaders who can hold ambiguity and lead other leaders.

Scale to the bar

Managed hiring that holds quality under volume

As the team grows, we run hiring that keeps the standard intact, screening to the bar even when the volume pressure is highest. So the centre's reputation with the parent strengthens as it grows, instead of softening.

Hire for tenure

Retention-aware in a market that poaches

Growth markets churn, and a scaling centre is a target for every competitor hiring nearby. We weigh tenure and motivation, not just the CV, so the people you add stay through the next phase rather than leaving for the next offer.

Brief us on your growth-phase bench

Mid-Market GCC · 500–2,000+Mid-Market Centre · 500–2,000+

Competing for leaders against centres ten times your size?

You can still win. What you have is scope, proximity to decisions, and a real seat at the table — told well and priced sharply, that beats size more often than not. We make the case and benchmark the band to land it.

A confident, diverse senior leader in focused conversation in a warm, human-scale modern office at dusk

Sharpen the case

Make your scope the reason to join

We help you frame what a senior leader actually gets at your centre, more ownership, closer access, room to shape, and we carry that story credibly to candidates. The pitch is where the mid-market out-competes the giant.

Price to the rupee

A band with no room for error

With less margin on comp, the band has to be exactly right, high enough to win the person, not a rupee higher than it needs to be. We benchmark precisely so you compete without overpaying your way past a mistake.

Target the right fit

Find the people your scope suits best

Some senior leaders want the marquee logo; others want the seat where they can actually shape the work. We find the second kind, the people for whom your centre is the better move, not a consolation prize.

Start a mid-market mandate

Startups & Scaleups

Need a leader who can build it and scale it?

That's two jobs in one hire: getting hands dirty building from nothing, and having the range to lead the team that comes next. We find the people with both, and make sense of comp and equity in a market that prices them every which way.

A diverse founder and small agile team building in a warm, energetic scale-up workspace at golden hour

Assess for range

Builders who can also scale

We assess for whether someone can genuinely do both jobs, build from nothing and lead the team that follows, not just claim the stage they're most comfortable in. So you hire once, for the next two years, not the next two months.

Move at your pace

Fast enough for a fast company

Startups can't run a three-month process for a role they needed last quarter. We come in with the market mapped so you move quickly, while still assessing for the range that matters. Speed without the cost of a re-hire.

Make the package legible

Cash and equity a candidate can weigh

We help frame the cash-and-equity offer so candidates can compare it honestly against a big-company alternative, instead of over- or under-valuing the equity. Fewer offers lost to a number neither side understood.

Find your build-and-scale leader

Frequently Asked

GCC leadershipLeadership hiring, answered.

The questions GCC and TA leadershiring and TA leaders ask us most. If yours isn't here, the fastest route is to start a conversation — we respond within one working day.

How does senior hiring change as a GCC grows?

The leadership problem shifts with the phase. Setting up a centre turns on anchor hires who set the bar; the growth phase needs second-wave leaders who take a centre from delivering tasks to owning outcomes; a mid-market centre competes on scope rather than brand; and a startup needs a leader who can both build and scale. Recruise matches the search approach — off-market reach, defensible comp, and a process that fits — to where your centre actually is.

Who helps set up a GCC in India?

Recruise sets up global capability centres in India leadership-first: we place the anchor leaders who set the culture and the bar before building the team beneath them, backed by a market read on city, supply, and comp. We have built centres from the ground up, including a global pharma GCC taken from zero to 500 over four years.

What is off-market executive search?

Off-market search reaches senior leaders who are settled inside peer companies and not actively looking, rather than the candidates who respond to an advertised role. Recruise maps the qualified universe for a mandate and approaches those leaders discreetly, with a credible reason to move, so the shortlist includes people no open search would surface.

What seniority does Recruise place for GCCs?

Recruise focuses on senior leadership and hard-to-fill specialist roles for GCCs — from the anchor hires that stand up a new centre to the second-wave leaders who take it from delivery to ownership. Retention runs at 94% across the leaders we have placed since 2014, so the people who join tend to stay through the next phase.

How is GCC leadership compensation benchmarked?

We build the band from comparable, recent placements with the working shown, so it is a number headquarters and finance can defend rather than a guess. The same benchmarking calibrates the offer to win the leader without overpaying — which is decisive for a mid-market centre competing against bigger names.

Start a Conversation

Tell us where your centre is right now.

Whichever phase you're in, the first step is the same: a read on the role, the market, and what it takes to win the person. We come back within one working day, regardless of fit.

Start a Mandate