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India strategy

Location is a decision.
Not a default.

Most GCC advice starts with a city and works backwards. We start with the functions you are building, the retention you need and the cost you can defend to a board — and the location falls out of that analysis.

The framework

Four structures. The assessment tells you which one is yours.

Tier 1 · Premium

Specialist depth

Where the scarce skills concentrate

The deepest pools for advanced AI and machine learning, cybersecurity and semiconductor engineering. You pay a premium in both compensation and attrition — and for genuinely scarce capability, it is worth paying.

Attrition~18%
CompensationHighest benchmark
Best forSpecialist R&D
Tier 1 · Stable

Product engineering

Where most mid-market builds belong

Strong mid-to-senior engineering depth at materially lower compensation, with meaningfully better retention. For product engineering, platform, DevOps and QA this is the best risk-adjusted structure available — and it is where most of our engagements land.

Attrition~14%
Compensation20–30% below premium
Best forProduct & platform
Tier 2

Cost priority

Where the economics lead

A further 25–30% cost advantage, a fast-growing engineering base and active state incentive programs. Strongest where the mandate is cost-led — sponsor-backed builds with defined EBITDA targets and stable operational functions.

Cost advantage25–30% vs Tier 1
IncentivesState-level support
Best forCost-led mandates
Hybrid

Core plus node

Most frequently recommended

The core team in a Tier 1 Stable location, with a small specialist node — typically five to fifteen people — placed where that specific scarce skill actually lives. You keep the cost and retention profile without giving up access to depth.

StructureCore + node
Node size5–15 people
Best forMixed portfolios
Why it matters

Four points of attrition is a delivery number, not an HR number.

On a fifty-person team, the difference between 18% and 14% annual attrition is two fewer departures a year. Each departure costs a recruitment cycle, a notice period, an onboarding ramp and a knowledge transfer gap. Two fewer is eight to sixteen weeks of engineering capacity recovered — four to eight sprints — without hiring a single additional person.

Annual attrition by sector
GCC sector — India14.1%
Hi-tech & IT services20.5%
Professional services21.3%
Financial services24.0%

Source: EY Future of Pay 2026. GCCs record the lowest attrition of any sector tracked.

Annual cost · 100 engineers
US domestic team$12–18M
Managed offshore (BPO)$5–8M
Owned GCC — open book$3.5–4.1M

Fully loaded: compensation, facilities, technology, compliance and governance. Zero added vendor margins on GCC operations.