GCC EXPANSION IN INDIA

We are excited to invite your organization to explore strategic Global Capability Center (GCC) opportunities in India. To help you understand the value of GCCs, here's a clear overview:

GCC EXPANSION IN INDIA

GCC stands for Global Capability Center.

A Global Capability Center (GCC) is a dedicated offshore center set up by a company to handle its core business operations, technology, and innovation—using skilled talent from another country (like India). It is not just outsourcing. A GCC works as an extended office of the main company.

Why Companies Create a GCC

  • Reduce operational costs
  • Access skilled talent
  • Work 24×7 across time zones
  • Maintain full control over work, data, and IP
  • Build long-term innovation capacity

Four Strategic Pillars

Strategy & Blueprint

We help organizations conceptualize and validate their GCC vision through feasibility analysis, financial modeling, location strategy, and AI-driven business case development.

Build & Operationalize

From infrastructure setup to talent acquisition and compliance management, we establish fully operational GCCs with scalable governance frameworks and digital-first architecture.

Optimize & Scale

We enhance operational efficiency through automation, process optimization, performance governance, and capability expansion aligned with long-term enterprise goals.

Innovate & Transform

Leveraging AI, analytics, and digital innovation labs, we transform GCCs into strategic value centers driving R&D, product engineering, and enterprise intelligence.

How GCC Works

  1. Parent / Client Company :

    2. A foreign or domestic company decides to create a dedicated team in another country (e.g., US, Europe, Middle East, or Indian company expanding).

  2. GCC Setup in India :

    3. The company sets up a GCC in India, either as its own subsidiary or through an Indian partner (like Basil Infotech Limited).

  3. Team & Infrastructure :

    4. Includes software engineers, data analysts, AI/IoT experts, HR/finance staff. Infrastructure: office space, secure IT, cloud, cybersecurity.

  4. Daily Operations :

    5. Works like head office: develops software, manages IT, runs analytics, R&D. Communication via stand-ups, tools, secure access.

  5. Delivery & Reporting :

    6. Work delivered, quality reviewed, reported via KPIs & dashboards.

HOW WORK IS DONE AT BASIL INFOTECH



WHAT IS A GLOBAL CAPABILITY CENTER?

A Global Capability Center (GCC) is a fully-owned captive entity established by a multinational corporation in a strategic offshore or nearshore location. Unlike a vendor relationship, a GCC is an integral extension of the parent company – executing core business functions, innovation, and strategic work.

Captive Entity

100% owned subsidiary of the parent company, not an outsourced vendor

Strategic Work

Handles high-value functions: R&D, analytics, engineering, finance, legal

Global Presence

Typically in India, Poland, Philippines, Mexico, or other talent-rich markets

1,700+

GCCs in India alone

$46B+

Revenue generated by GCCs

1.9M

Professionals employed

40%

Fortune 500 companies have a GCC



GCC vs. TRADITIONAL OFFSHORE MODEL

TRADITIONAL OFFSHORE
VS
GLOBAL CAPABILITY CENTER
Ownership
Third-party vendor owns operations
100% owned captive entity
Control
Limited — vendor makes decisions
Full control over processes & people
Talent
Vendor's talent pool, shared resources
Dedicated talent aligned to company culture
IP & Data
IP risk; data shared with vendor
Full IP ownership, secure environment
Strategic Value
Cost arbitrage focus, commodity tasks
Innovation, R&D, high-value work
Flexibility
Contract-bound, rigid SLAs
Agile, scalable to business needs
Cost Model
Variable per-resource billing
Fixed investment, declining per-unit cost
Culture
External, different organizational DNA
Extension of parent company culture


THE VALUE OF A GCC

Why organizations are accelerating their GCC transformation

40-60%

Cost Efficiency

Reduction in operational costs compared to onshore delivery over 3 years

10x

Access to Talent

Larger addressable talent pool in markets like India, Poland, Philippines

3x

Innovation Engine

Faster innovation cycles when GCC teams own the full product pipeline

100%

Risk Mitigation

Full IP ownership and data control vs. third-party vendor exposure

Round-the-clock

24/7 Operations

Time zone advantages enable follow-the-sun operational models

Unlimited

Scalability

Scale from 50 to 5,000 employees without contractual re-negotiations



HOW TO START A GCC – 5-PHASE ROADMAP

01

Strategy & Business Case

  • Define GCC vision and strategic objectives
  • Identify functions to relocate or expand
  • Build financial business case & board approval
  • Select target geography & city (India, Poland, Mexico, etc.)
02

Location & Legal Setup

  • Finalize city based on talent, cost, and connectivity
  • Incorporate legal entity (Pvt Ltd, LLC, Branch Office)
  • Engage local legal, tax, and HR advisors
  • Set up banking, payroll, and compliance structure
03

Talent Acquisition

  • Hire GCC Head/Site Leader first
  • Recruit anchor team (20–50 key hires)
  • Build employer brand in target market
  • Partner with universities and staffing firms
04

Infrastructure & Operations

  • Secure office space (own vs. flexible)
  • Set up IT, security, and collaboration tools
  • Establish HR policies, benefits, and culture programs
  • Launch governance model and reporting structure
05

Scale & Optimize

  • Scale hiring to 100–500+ employees
  • Transition more complex, strategic work to GCC
  • Invest in learning, development, and career paths
  • Measure ROI, benchmark against targets, iterate


BENEFITS OF LAUNCHING A GCC

Financial Benefits

  • 40–60% cost savings vs. onshore delivery
  • Shift from opex-heavy vendor model to predictable fixed costs
  • Favorable tax incentives in GCC-friendly geographies
  • Long-term per-unit cost reduction as scale increases

Talent Benefits

  • Access to top STEM talent in cost-competitive markets
  • Build a dedicated, culturally aligned team
  • Reduce attrition through ownership and career growth
  • Tap into local university pipelines for fresh talent

Innovation Benefits

  • GCC teams take full product and project ownership
  • Proximity to tech ecosystems
  • Faster iteration without vendor contract overhead
  • Enable 24/7 product development cycles

Innovation Benefits

  • No vendor dependency or lock-in risk
  • Full data sovereignty and IP protection
  • Geographic diversification of key operations
  • Business continuity during global disruptions

Organizations with mature GCCs report 2.5x higher innovation output and 35% faster time-to-market



RESOURCES & TEAM STRUCTURE

Executive Layer

GCC Site Leader / MD

P&L ownership, stakeholder mgmt, vision

VP / Head of Strategy

Roadmap, governance, executive alignment

Functional Heads

Head of Engineering

Software, platform, QA leadership

Head of Finance & Accounting

FP&A, reporting, compliance

Head of Analytics & Data

BI, AI/ML, data governance

Head of HR & Culture

Talent acquisition, L&D, engagement

Core Capabilities

Software Engineers

Full stack, cloud, DevOps

Data Scientists / Analysts

Python, SQL, ML models

Finance Analysts

Forecasting, budgeting, reporting

Legal & Compliance

Contract review, regulatory

Enabling Functions

IT & Infrastructure

Cloud, cybersecurity, tooling

Facilities & Admin

Office ops, vendor mgmt

Talent Acquisition

Sourcing, hiring, onboarding

Typical Scale: Phase 1: 20–50 | Phase 2: 100–300 | Phase 3: 500–1,000+ | Mature GCC: 1,000–10,000+ employees


SUCCESS METRICS & KPIs

Defining and measuring what 'success' looks like for your GCC

Financial KPIs

  • Cost per FTE vs. Onshore 40–60% lower
  • Total Cost of Ownership (TCO) Decreasing YoY
  • Operating Cost as % of Revenue Benchmark vs. industry
  • Payback Period < 24 months

Talent KPIs

  • Annual Attrition Rate < 12%
  • Time to Fill (key roles) < 45 days
  • Employee Engagement Score > 75%
  • Internal Promotion Rate > 20% annually

Operational KPIs

  • Service Delivery SLA Achievement > 98%
  • Process Defect Rate < 1%
  • Ticket/Request Resolution Time < SLA benchmarks
  • Project On-Time Delivery > 90%

Strategic KPIs

  • # of Innovation Initiatives Led 5+ per year
  • Patents / IP Filed by GCC Team Growing YoY
  • Scope Expansion (new functions) 1–2 new domains
  • NPS (stakeholder satisfaction) > 50
✓ Set baseline in Month 1 | Track quarterly | Review against targets at 12, 24, and 36 months


ROI & TIMELINE PROJECTIONS

180–250%

Typical ROI (Year 3)

After full ramp-up

18–24 Months

Payback Period

On initial investment

55–65%

Cost Savings (Yr 5)

vs. equivalent onshore team

30–40%

Productivity Gain

After 18 months of maturity

GCC Investment vs. Cumulative Return ($M indexed)

M1–M3

Strategy, Legal Setup, Leadership Hiring

M3–M6

Core Team Hired, Operations Go-Live

M6–M12

Scale to 100+ FTEs, Break-Even Begins

M12–M18

Full Operational Maturity, Positive ROI Starts

M18–M24

Payback Achieved, Innovation Work Begins

M24+

GCC Becomes Strategic Differentiator

www.basilinfotech.com | Basil Infotech Limited


INDIVIDUAL EXPECTATIONS DURING GCC SETUP

What every stakeholder is expected to contribute during the GCC build phase

C-Suite / Executive Sponsor

  • Champion the GCC vision internally and with the board
  • Approve budget and resource allocation for 24–36 months
  • Remove organizational blockers and politics
  • Participate in at least one in-person visit to GCC location

GCC Site Leader

  • Own end-to-end setup from legal entity to operations
  • Build the leadership team and employer brand
  • Maintain constant communication with HQ
  • Set culture, values, and performance standards from Day 1

Functional Managers

  • Define scope of work being transitioned to GCC
  • Create knowledge transfer (KT) plans and documentation
  • Provide mentorship and oversight to GCC counterparts
  • Set OKRs and performance expectations for GCC teams

Technology & IT Teams

  • Set up secure, scalable IT infrastructure from Day 1
  • Define cybersecurity policies and access management
  • Enable collaboration tools (Slack, Teams, Jira, GitHub)
  • Conduct security audits before going live

HR & People Teams

  • Define competitive compensation and benefits structure
  • Build a talent acquisition strategy for target location
  • Design onboarding, L&D, and career growth frameworks
  • Champion culture, DEI, and engagement from start

Finance Teams

  • Establish inter-company pricing / transfer pricing model
  • Set up local payroll, tax filings, and statutory compliance
  • Track and report GCC financials monthly vs. budget
  • Monitor and report ROI metrics against business case