India has 1,800 GCCs, presenting a remarkable frontier for talent and brand innovation. India’s Global Capability Centre sector is one of the most vibrant workforce success stories in the world. More than 1,800 GCCs operate across the country, employing over two million professionals, contributing $64.6 billion to the economy, and representing 40 percent of the global GCC workforce. The sector is expanding at incredible speed — moving into new tech hubs, adding top-tier talent at scale, and capturing increasing attention from global boards eager to leverage India’s exceptional capability.
This rapid growth creates an exciting canvas for leadership. Senior talent across Bengaluru, Hyderabad, and Pune are looking for GCC employer brands that truly resonate — brands that build inspiring moments, memorable stories, and lasting connections.
This reveals an extraordinary opportunity across India’s GCC landscape. As market investment rises and top talent seeks meaningful work, GCCs have a unique chance to elevate their employer brand strategies to stand out and forge deep engagement.
The market is enormous, talent competition is intense, and investments in employer branding continue to grow. There is immense potential to harness these resources and drive meaningful impact where it matters most.
“The GCC sector employs two million incredible professionals. There is a huge opportunity to increase brand visibility and inspire the high-calibre talent it seeks to welcome. The key lies in unlocking innovative and interactive formats.”
NEHA LOBO – Managing Director, GPJ India
The problem isn’t effort. It’s format
Most GCCs approach employer branding as a communications discipline — a refreshed LinkedIn presence, a stronger careers page, better job descriptions, a referral programme. Those are all legitimate investments. None of them move the number that matters: the Glassdoor rating that compounds over time, the offer acceptance rate among candidates who have options, the 90-day retention of senior hires who could have gone anywhere.
By combining strong strategic communications with authentic, memorable employee experiences, GCCs can unlock their full employer brand potential.
What the data says
GPJ studied 247 GCCs operating in India — across Bengaluru, Hyderabad, Pune, Chennai, Delhi NCR, Mumbai, and emerging tier-2 hubs. We looked at leading employee review platform ratings, Great Place to Work certifications, lifecycle stage, parent HQ country, and publicly available talent brand positioning across the sector.
The findings highlight a clear pathway to maximize brand impact. Many GCCs celebrated on the Great Place to Work India IT & IT-BPM list can amplify that achievement into even greater application quality and candidate engagement, turning proud industry recognition into lasting belief.
The GCCs achieve top leading employee review platform ratings above 4.2 — continuously expanding their pipeline and building genuine advocacy — lead by creating transformative employee experiences. They combine campaigns with defining, live moments that team members truly cherish and share.
Growth opportunities across the GCC lifecycle
Tailoring employer brand strategies to each unique growth stage maximizes investment impact, enabling GCCs to engage talent effectively at every step of their journey.
CASE STUDY – LOWE’S SAMBHAV
When a GCC stopped communicating and started experiencing
Lowe’s India made a deliberate decision to stop competing for talent with a communications strategy and start competing with an experience. Sambhav was the result — a large-scale employer brand activation designed not to tell the market what Lowe’s India stood for, but to let the market feel it.
The room was built around the GCC’s engineering culture and global mandate. It was multi-sensory, community-felt, and designed to be media-worthy. It generated earned coverage that no advertising budget had previously produced. Crucially, it created the kind of employee advocacy that no referral programme can manufacture — people who had been in the room told other people to apply, not because they were asked to, but because they had something worth telling. The brief wasn’t a communications brief. It was an experience brief. And the outcome wasn’t a campaign metric. It was a shift in how the talent market understood what Lowe’s India was.
Where GPJ sits in this
GPJ has been building moments that make people believe something about a brand for 113 years. In India, for 25. Across every industry and scale — consumer brands, technology companies, financial institutions, global events. Across all of them, the fundamental truth about the employer brand has not changed.
The brands people believe in most deeply are not the ones with the best campaigns. They are the ones that created a moment the audience could not forget.
In India’s dynamic GCC market, creating experiential value is key. The central question for every ambitious organization is: what defining experience over the last year made your talent proud to be part of your story? GCCs that craft these moments lead the market in employer brand strength.
