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Global Capability Centres & India offices
A GCC does not have to start with 100 people.
The Global Capability Centre model is usually described in terms of large multinationals establishing centres of several hundred employees. VMG's work is with international SMEs and mid-sized businesses that want the same capability at a scale that suits them.
The idea
Capability first. Scale later.
A business can begin with a small dedicated India team, prove the model, build capability, and move toward its own India entity and leadership when commercially appropriate.
For an SME, the important question is not simply headcount. It is whether the India team is being built as a dedicated long-term capability aligned with the business — working to your processes and standards, and developing knowledge that stays with the operation.
That can be true of a team of five. Many of VMG's engagements have started at that size and grown into functioning India operations — several of them years before the term “Global Capability Centre” came into common business use.
Whether you call it a GCC or not
The practical requirements are the same.
Terminology has changed over the years — outsourcing, offshore teams, captive operations, dedicated centres, and now Global Capability Centres. The underlying work has not.
Finding the right people
Understanding what a role genuinely requires, then recruiting for it in the Indian market — including specialist and professionally qualified positions, not only generic support roles.
Establishing the environment
Workspace, equipment, connectivity, system access, employment and payroll coordination, vendors and local administration. The unglamorous work that determines whether a team can actually function.
Making it work in practice
Day-to-day local coordination, reporting to overseas management, and the steady attention that keeps an operation stable long enough to become genuinely capable.
One India team. Many ways to build it.
Your India office does not have to be one office.
India's talent base extends well beyond any single city. The structure should follow the roles you need, rather than a standard template.
Fully virtual across India
Professionals working remotely from wherever the right talent is located. VMG has operated distributed teams since 2005.
One dedicated office
A single physical location for the India team — Bangalore, Delhi NCR or another city, chosen around the roles you need.
Multiple Indian locations
Teams based in more than one city, where different functions draw on different talent markets.
Hybrid structures
Office-based employees for functions that benefit from proximity, combined with remote professionals elsewhere in India.
Bangalore is VMG's home base and one of India's leading talent centres. It is one option among several: Delhi NCR, other major metros, Tier 2 cities and fully remote arrangements are all workable, and the right choice depends on the talent your business requires.
The progression
From your first employee to your own India operation.
Not every business travels the whole way, and there is no requirement to. Many find that the model suits them at a modest scale and stay there.
Start
Begin with a small number of roles, without an Indian entity of your own.
Build
Recruit a dedicated team, selected for your business and trained on your processes.
Operate
Work virtually across India, from a dedicated office, or through a hybrid of both.
Scale
Add roles and functions as the model proves itself.
Establish
Grow into a larger India operation or Global Capability Centre.
Transition
A clear pathway to your own Indian entity and leadership when commercially appropriate.
Evidence
Operations built and later transitioned to the client.
Two engagements that show the full arc: establish the operation, run it, and hand it over once it is ready.
From one employee to a 25-person Bangalore operation
A dedicated India operation that began with a single employee and grew to nearly 25 before being transitioned to the client.
Read the case study →A specialist legal-support operation in Noida
A dedicated Noida operation staffed with medically qualified professionals working as medical-record summarisation specialists.
Read the case study →Employment & payroll coordination
Where you do not yet have an Indian entity
VMG can help coordinate appropriate employment, payroll and statutory arrangements through established specialist partners. The specifics are set out during the proposal and implementation stage, once the roles and structure are known.
Talk to VMG
Tell us what you are considering building in India.
A short conversation is usually enough to establish whether an India team suits your requirement, what it would realistically involve and how quickly you could begin.