Recruitment partner for financial services and fintech (BFSI) GCCs and captive technology units in India
We work with global capability centres and captives being built within financial services groups. These organisations hire at the intersection of financial domain knowledge and technology capability, a combination that requires a hiring partner who understands both sides.
The segment we work in
Global capability centres and captive technology units being built within financial services groups. These organisations hire at the intersection of financial domain knowledge and technology capability, a combination that requires a hiring partner who understands both sides. We work with GCC leadership and HR teams on building specialist technology teams from the ground up.
Roles we work on in this segment
Our mandates in this segment cluster around senior platform engineers and engineering managers with end-to-end product ownership, data engineering leads for analytics and reporting platforms, capital-markets product engineering for trading and surveillance systems, regulatory technology and KYC/AML engineering, risk-models and quantitative engineering, and senior product managers running owned-from-India roadmaps rather than offshore execution. Concentration is heaviest across HITEC City and Gachibowli in Hyderabad, the Whitefield and ORR belt in Bengaluru, and Hinjewadi in Pune.
How we engage in this segment
We support GCC talent acquisition on both project and embedded partnership models, covering early build-out phases and steady-state hiring once the captive is operational. New captives engage us on retained models for the first five to ten senior hires, where calibration is the largest single factor in whether the build-out succeeds. Operational captives use us for steady-state senior engineering and product hiring, often paired with a hiring-effectiveness audit when offer-stage drop or HM-rejection rates flag a process problem rather than a sourcing problem.
We publish our GCC market notes and data here.
GCC and captive hiring: common questions
What makes hiring for a GCC or captive different from hiring for a bank?
Candidates evaluate a capability centre on questions they never ask a bank: what does this centre actually own, how far does its charter run, and is this role a build function or a service function reporting into a decision made elsewhere. A recruiter who cannot answer those loses good candidates at the first conversation, because the honest answer is often the thing that makes the role attractive.
Which cities in India have the deepest financial services captive talent pools?
Bengaluru holds the largest concentration of banking and financial services capability centres and the deepest engineering and technology risk pools. Hyderabad and Chennai are strong for operations, KYC and financial crime at scale, Pune for banking technology and shared services, and Mumbai for anything that has to sit close to the regulated entity. Our city-by-city map of financial services GCCs sets out who is where.
Can you help before we open the first role?
That is usually the most useful point to involve us. Before a single requisition opens we can tell you the realistic size of the talent pool for the functions in your charter, what those people are currently paid in each candidate city, and which parts of the plan the market will not support at the headcount or timeline assumed. See GCC compensation and compensation benchmarking.
What is the difference between a captive and a GCC?
In practice the terms are used interchangeably in India, with GCC the more current label. The distinction that matters to hiring is not the name but the charter: whether the centre owns products and decisions or delivers a defined service scope for a parent that decides elsewhere. That difference changes who you can attract and what you have to pay. The full explanation is here.
Do you hire for both build-phase and steady-state?
Yes. Build-phase work is scoped as a programme with the leadership layer sequenced first, because the people you hire into the first ten seats determine who you can attract into the next hundred. Steady-state hiring runs as individual success-fee mandates. All the ways to engage us are here.
Related
- How to brief a search firm for a /insights/how-to-brief-a-search-firm-gcc-build-india/ build in India
- /insights/how-to-brief-a-search-firm-gcc-build-india/s and captives in financial services India: a hiring guide
- Talent acquisition for BFSI GCCs and captives
- BFSI captive and fintech recruitment in Hyderabad
- Fintech and BFSI recruitment in Bengaluru
- BFSI technology hiring in India: the complete guide
Send a brief
Building or scaling a financial services captive in 2026?
Tell us the role or the build-phase. We will tell you honestly whether the brief fits how we work, and what we see in your segment right now.
- Read by a senior member of the team, not an intake queue
- A reply within one working day: the realistic candidate pool, the pay band, the timeline, and whether we are the right partner
- Success-fee: you pay only when the candidate joins
Prefer the full form? Brief us on /engage/. Want to write a proper brief first? Use the two-page template. Candidates: this form reaches business development, not the talent team; share your profile here.