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GCC offerings

Get the founding team right, and the rest follows.

The first people into a capability center set the standard every later hire is measured against. We place the leaders and senior specialists who define it, then build the hiring engine that scales the center without letting that standard slip.

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Build runlive
  1. 01Start with the anchors
  2. 02Hire where the talent is
  3. 03A hiring engine that scales
  4. 04Built to stay
  • Founding-team search: engineering leaders, architects and principal specialists placed first
  • In-market sourcing across the local talent pool, on both contract and permanent terms
  • Employer-brand positioning so candidates choose you over incumbents with a known name
  • A screening standard and interview loop that hold steady from first hire to full center
  • Retention and career-path design built into the hiring plan, not bolted on two years later
  • Offer and compensation benchmarking against real local-market rates

Your founding cohort matters most: the first engineering leaders, architects and senior specialists write the culture, set the technical standard and become the reason the next wave joins. We source them in-market where the depth actually is, position you as an employer worth moving to before your name carries weight there, and stand up a repeatable hiring engine — so you reach a full center without lowering the standard or burning out your recruiters.

  • Founding-team search: engineering leaders, architects and principal specialists placed first
  • In-market sourcing across the local talent pool, on both contract and permanent terms
  • Employer-brand positioning so candidates choose you over incumbents with a known name
  • A screening standard and interview loop that hold steady from first hire to full center
  • Retention and career-path design built into the hiring plan, not bolted on two years later
  • Offer and compensation benchmarking against real local-market rates

Start with the anchors

The founding cohort decides what the center becomes, so we place it first: the engineering leaders, architects and principal specialists who set the technical standard and mentor everyone who follows. Get these hires right and every hire after them gets easier.

Hire where the talent is

We recruit in-market through a network already built where you're setting up, and position you as an employer worth moving to before your name carries weight there. Roles fill from the depth of the local pool, not whoever answers a job post.

A hiring engine that scales

From first hire to full center you get one repeatable process — sourcing, screening and a consistent standard — that ramps headcount without drift. Your interview loop is as sharp at the two-hundredth hire as it was at the second.

Built to stay

Attrition, not hiring, is what quietly sinks a capability center. We screen for people who want to own real work and grow, and help you structure roles and progression so the team you build is the team you keep.

to your first anchor hires, not quarters
Weeksto your first anchor hires, not quarters
held from first hire to last
One standardheld from first hire to last
recruiters and network where you're building
In-marketrecruiters and network where you're building

FAQ

Questions, answered.

More GCC offerings

Start with the right first hires.

Tell us the capability you're building and where. We'll map the founding team and the hiring plan that scales the center around it.

Request talentTalk to a specialist