Build the team your India strategy depends on.
Tell us the plan. India team build starts with city strategy and leadership sequencing, not job postings. We design the structure before filling it, because the first few hires define the ceiling of everything that follows.
1,200 senior hires closed for US, UK, European and APAC companies since 2016. 93% still in seat a year later. Most India GCC failures happen in the decisions made before the first hire.
A senior team member responds within one business day · 93% still in role at 12 months · 90-day guarantee
The quality of a search is determined early. Start with the role, the context, and what a strong hire looks like at 12 months.
Your details are held in strict confidence and are not shared with third parties.
Received.
A senior team member will review your enquiry and respond directly.
Why India builds fail, in four places.
Defaulting to Bengaluru, anchoring comp to global surveys, hiring the pod before the lead. Walk the four below.
Bengaluru is the right city for some roles. Not for most.
Companies default to Bengaluru then overpay and compete with FAANG for profiles that sit in Pune or Hyderabad at 30% less cost.
We map talent supply by city before recommending one.
City recommendation follows a data model: role-level talent density, live compensation bands, competition intensity and flight time to your nearest hub.
Map the right city →India market rates move faster than global compensation surveys.
Global survey data lags the market by 12 to 18 months. In a market moving 20% annually, anchoring on survey data produces offers the shortlist rejects.
Live compensation benchmarks, role and city specific.
We provide compensation data from active mandates, not published surveys. Role-specific, city-specific, updated from live market activity.
Get live comp data →The India lead is the talent magnet. Hire the pod first and you have no magnet.
Candidates evaluate a GCC opportunity based on who is already there. Pod-first builds produce a team without a ceiling.
Leadership first. The India lead is the first dedicated search we run.
The India lead is sourced through a full dedicated search mandate before any pod hiring begins.
Start with the India lead →You have no employer brand in India. Senior candidates know it.
A company with no India presence and no compelling narrative for why India is strategic gets ignored by the profiles it most wants.
We build the India employer narrative before the first outreach.
Candidate-facing positioning, interview experience design and the India leadership story are built before sourcing begins.
Build the India narrative →Six areas that determine whether a GCC succeeds or stalls.
Strategy before sourcing, leadership before team. Run on every India team build mandate.
City and compensation strategy
Talent density mapped by city and role. Live compensation benchmarks, 40th to 80th percentile. Competition intensity analysis.
Org design and hiring sequence
The India lead is hired through dedicated executive search before pod hiring begins.
Employer brand in India
The India narrative, the leadership story, the interview experience design. Built before the first outreach.
Hiring process and SLA design
Interview stage design, hiring manager calibration, SLA structure and offer management.
Passive talent outreach
140 or more target firms mapped per search. Outreach built around the candidate’s career logic.
90-day retention programme
Structured check-ins at 30, 60 and 90 days. Early retention signals surfaced before they become exits.
Bring the plan. We will tell you what the market actually looks like.
Request a build review →Comparable builds, and what they took in weeks.
Numbers from real mandates, not aggregated averages.
Six senior closes in eleven weeks, all six still there at month eighteen.
NBA needed senior engineering talent in India. Earlier efforts had failed on calibration.
India Technology Team, NBA. 100% offer acceptance. Zero attrition at 12 months.
Built the NBA's India technology team in Mumbai. Leadership-first sequencing: the India lead was hired through dedicated search before any individual contributors.
The five questions every India build buyer asks us.
Answered plainly, including the commercial ones.
Which city should we build in?
CITY+We run a talent density and compensation analysis before recommending any city. The brief determines the city, not convention.
How does the fee structure work?
COMMERCIALS+Each placement fee is a percentage of first-year base. The India lead runs through the executive search model. Pod roles use milestone billing.
Why does the India lead need to come first?
SEQUENCE+The India lead defines the calibre ceiling for every hire after them. Leadership-first builds have measurably higher 18-month retention.
How long does it take to build a team of five?
TIMELINE+Typically 14 to 20 weeks. The India lead search runs four to eight weeks. Pod roles run in parallel from week six.
What if the India lead does not work out?
RISK+Every placement carries a 90-day replacement guarantee. Post-placement check-ins at 30, 60 and 90 days are included.