With a mature, cost-effective, and innovation-driven talent pool, India is home to over 1,700 GCCs today. This number is expected to cross 2,975 by the end of FY2024.
However, this rapid growth brings along a pressing challenge: a widening skills gap in emerging technologies.
While the demand for AI/ML engineers and other specialised professionals is soaring, traditional education systems often fail to keep pace with evolving industry needs. As a result, businesses are increasingly struggling to find talent equipped with future-ready capabilities.
According to LinkedIn’s 2025 Workplace Learning Report, nearly half of learning and development leaders acknowledge a skills crisis within their organisations. Notably, 49% say that company executives are worried about their teams lacking the necessary skills to execute business strategies effectively.
GCCs, however, have taken the lead in reshaping the talent market. By investing in AI-focused apprenticeships and internship programs, GCCs are creating a steady pipeline of highly skilled professionals.
These initiatives also help companies reduce hiring costs, improve employee retention, and foster a culture of continuous learning.
Siemens Healthineers
Among the GCCs based in India, Siemens Healthineers is working to bridge the gap between academia and industry by involving experienced professionals in academic engagement and collaborating with institutions like the Manipal Academy of Higher Education to align curricula with current industry needs.
The company is also partnering with NASSCOM to support upskilling initiatives.
In the healthcare space, Siemens Healthineers plays a crucial role in driving innovation within its parent organisation. Currently, about 54% of its global software workforce is based in Bengaluru, comprising a team of 3,500 professionals. Over the next 12 to 18 months, the company plans to expand this team by adding between 900 and 1,200 new members.
Daimler Truck
Daimler Truck, one of the world’s largest manufacturers of commercial vehicles, operates its GCC—Daimler Truck Innovation Centre India (DTICI)—from Bengaluru, where it was established three years ago.
The organisation sources talent at all levels through a range of channels, maintaining strong partnerships with premier academic institutions and hiring both fresh graduates and postgraduates. It also recruits actively from the local ecosystem, including other GCCs, technology firms, and service providers.
Over the years, DTICI has invested in building a strong employer brand, clearly communicating what prospective employees can expect. The message is consistent: employees have the chance to work on cutting-edge technologies, contributing to innovations that enhance products and customer value.
Wayfair
Wayfair, a Fortune 500 online home retailer, is taking a distinctive approach to talent recruitment in India. Having entered the Indian market from a technology perspective just over two years ago, the company made rapid strides, hiring around 130 team members in its first year and growing to 300 by the end of Q1 2024.
Today, Wayfair’s Technology Development Centre (TDC) has expanded to 550 employees, with plans to reach a headcount of 700 by 2025. A key element of its talent strategy is a six-month internship programme that provides students with practical, hands-on industry experience.
Recognising that Indian universities produce strong engineers with largely theoretical training, Wayfair seeks to bridge this gap by offering real-world exposure. The company partners with institutions such as Plaksha University and BITS Pilani, while also maintaining an open application model for students from any university.
Notably, 80% of interns from last year’s cohort were converted to full-time employees, reflecting the programme’s success and the company’s commitment to long-term talent development.
Zinnia
In the past year, Zinnia India, a technology company with deep expertise in the insurance sector, significantly expanded its presence by doubling its workforce following the acquisition of part of Ebix, a firm specialising in life and annuity support services.
This strategic move increased the company’s headcount in India from around 750 to approximately 1,500 employees. Today, the expanded team includes over 1,200 professionals focused on product development, engineering, and project management, along with more than 500 service personnel handling operational functions.
CEO Josh Everett highlighted Zinnia’s tech-driven approach to talent acquisition, which prioritises diverse backgrounds over traditional insurance experience.
For example, the company recently hired a professional from the aerospace industry, demonstrating its openness to talent from various sectors and life stages. Zinnia emphasises technological capabilities and supports its hires through continuous on-the-job training.
Everett noted the critical role of data interpretation and how perspectives from other industries, such as aerospace, can bring fresh insights to the insurance space.
Sabre
Sabre Technologies, a global leader in travel software and technology, is also redefining talent development by offering early career engagement, impactful internships, and continuous upskilling.
At the heart of this strategy is Hyperjump, Sabre’s flagship six-month internship program that goes far beyond traditional models. Integrated into the academic curriculum of leading institutions, Hyperjump immerses students in real-world projects and intensive training, preparing them to contribute meaningfully from day one.
With a near-100% conversion rate to full-time roles, and nearly 30% of all new hires coming through campus recruitment, Sabre is actively shifting from lateral hiring to investing in early talent.
Beyond internships, Sabre’s commitment to upskilling spans the entire employee lifecycle. Through global and local innovation events, technical certifications, and leadership programs like the New People Leader Experience, employees are continuously equipped to grow and lead.
Personalised learning paths—delivered through strategic partnerships with top learning platforms—ensure team members can upskill on their terms.
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