A new whitepaper released by SPAG FINN Partners on 25 November 2025 detailed how GCC talent crunch in India is intensifying across technology roles. The report reviewed hiring data, AI adoption and attrition trends in India’s GCC network, highlighting why leaders are reworking communication and employer branding strategies.
What changed in the GCC landscape
The report stated that India’s GCC network operates 2,975 centres and generates USD 64.9 billion. It noted that more than half of hiring now occurs between GCCs, creating intense pressure in specialised areas such as AI, ML and digital transformation. It also said that niche roles command 30–50 percent salary premiums due to high demand.
Impact of the GCC talent crunch in India
As the GCC talent crunch in India deepens, the whitepaper found that the country’s centres are moving from support functions to strategy-driven hubs. Nearly 90 percent now run multi-functional operations, and many are transitioning toward transformation and portfolio-focused mandates. Engineering and R&D GCCs are expanding faster than the broader market, while women’s leadership representation has increased at a 40 percent CAGR over five years.
Supporting data and industry statements
India retains scale advantages with 5.4 million technology workers and 92 percent AI adoption among knowledge employees. Yet the GCC talent crunch in India persists because AI talent demand exceeds supply. According to the whitepaper, only 25–30 percent of GCCs have communications partners supporting leadership visibility at a time of intensified talent competition. Aman Gupta of SPAG FINN Partners said leaders must strengthen narratives and employer brands to remain competitive. Shivani Gupta added that clear communication is becoming essential as GCCs expand into AI, cybersecurity, cloud engineering and sustainability-focused innovation.
How GCCs are responding
The report linked the GCC talent crunch in India to rising activity in tier-2 and tier-3 locations such as Coimbatore, Kochi, Jaipur, Ahmedabad, Lucknow and Chandigarh. It also highlighted a five-pillar framework centred on cultural intelligence, AI readiness, sustainability, employee experience and global partnerships to boost influence and improve hiring outcomes.
