The GCC Hiring Paradox.
The GCCs are booming across the globe right now. India alone is home to over 1,580 GCCs as of 2024. Employing more than 1.9 million professionals and growing at an 11% CAGR.
With all this momentum, hiring should be a strength. But instead, it’s a sore spot. High attrition, misalignment, and underutilization continue to plague even the most well-branded centers.
This is the GCC Hiring Paradox:
Despite aggressive hiring, retention is low. Despite strong brands, engagement is weak. Despite high expectations, impact often falls flat.
Technogen works closely with GCCs, and we’ve decoded this paradox. Here are the five recurring gaps we’ve identified.
- The Expectation Mismatch
Candidates are hired for strategic, high-impact roles, but end up stuck in process-heavy, operational work.
The result? Disengagement.
52% of GCC employees mark themselves as #OpenToWork within 6–12 months of joining.
- Legacy Culture in a Modern Wrapper
We’re seeing GCCs scaling fast. With structured onboarding, DEI messaging, and innovation hubs. But in many cases, the internal culture hasn’t kept up. Top-down systems and slow decision-making leave talent sensing the disconnect.
- Poor Role Clarity & Communication
Without clear expectations, even the best talent disengages. 63% of employees say they’re unsure of their roles in the first 90 days. Without aligned deliverables or clarity, quiet quitting becomes the default.
- Underutilized Talent Pools
GCCs attract high-caliber professionals often with global exposure. But 71% say they feel overqualified or underutilized in their current role. The effects go beyond morale. It gently holds back the very innovation GCCs aim to drive.
- Lack of Career Path Visibility
When career growth hinges on someone else moving out, it doesn’t feel like progression. It feels like waiting. Employees today are looking for real growth: defined mobility, new skills, and visible progress. But many GCCs are still catching up with clear pathways and consistent internal mobility.
So, What’s the Fix?
Hiring isn’t the hard part. For many GCCs, the real challenge lies in the systems that shape the employee experience.
At Technogen, we partner with GCCs to strengthen what happens beyond the offer letter:
- Realistic job previews and transparent JD audits
- Onboarding that reflects actual team culture
- Manager enablement to build trust and clarity
- Skill-based career paths with room to grow
- Agile feedback and decision-making across levels
Because great hiring is just the beginning.
Final Word
The GCC Hiring Paradox isn’t unsolvable, but it requires a shift in mindset. Hiring is only half the journey. With Technogen’s Hire-Train-Deploy (HTD) model, candidates arrive ready. With role clarity, contextual training, and cultural alignment.
The result? Faster ramp-ups, stronger engagement, and better retention.
Sources:
- NASSCOM Strategic Review 2024
- Zinnov GCC India Trends Report 2025
- LinkedIn Pulse Talent Survey, 2025
