GCC & Captive Operations

Your team. Your operating model. Offshore.

A captive delivery center stood up and run like a first-party team, not an outsourcing contract. Entity, hiring, facilities, and operating model in one engagement, with a build-operate-transfer path onto your payroll when you are ready.

  • First engineering pod live in ninety days, entity and all
  • Hiring, facilities, IT, and governance in one statement of work
  • Build-operate-transfer onto your payroll when you are ready
  • Run like your team, not like a vendor
Scope a captive centerSee delivery outcomes

What the engagement covers

Everything the captive needs to feel like your team on day one.

Feasibility & site selection

Honest read on whether a captive center makes sense, where to put it, and what it will cost over three years. Written so a CFO can sign it.

Artifacts
  • Site comparison
  • Three-year TCO
  • Talent-pool depth report
Outcomes
  • Defensible site choice
  • Board-ready business case
  • No surprises at go-live

Entity & compliance

Legal entity setup, tax registrations, labour compliance, and the STPI or SEZ paperwork when the benefits are worth it. Your lawyers still sign; we do the legwork.

Artifacts
  • Incorporated entity
  • Tax and labour registrations
  • SEZ / STPI filing
Outcomes
  • Operationally compliant on day one
  • Audit trail for every filing
  • Nothing to clean up later

Talent pipeline

Hiring partners vetted on your role profiles, not on generic JDs. Assessment workflow owned by your engineering leaders, calibrated against offers they have made before.

Artifacts
  • Role definitions
  • Hiring funnel SLAs
  • Calibrated assessment rubrics
Outcomes
  • Offer-to-join rate above 80%
  • First pod staffed in 60 days
  • Attrition under industry median

Facilities & ops

Office fit-out, access control, BCP, and the mundane logistics that decide whether engineers show up the second month. Leased or coworking to match the ramp.

Artifacts
  • Fit-out plan
  • BCP + access policy
  • Vendor contracts
Outcomes
  • Office ready before hiring completes
  • Documented continuity plan
  • No scramble at quarter end

IT & security

Network, endpoints, identity, and the SOC integration that lets the center operate on your trust perimeter from day one.

Artifacts
  • Network + endpoint build
  • IAM integration
  • SOC onboarding
Outcomes
  • Your identity provider, your policies
  • Audit-ready telemetry
  • No orphan environment

Operating model

Leadership hire sequencing, reporting lines back to HQ, cadences, metrics, and the cultural work that keeps the captive feeling like one team, not a remote vendor.

Artifacts
  • Org design
  • Reporting + cadence playbook
  • Culture plan
Outcomes
  • Leadership hired before scale-up
  • Metrics HQ actually trusts
  • Team feels like yours

Build. Operate. Transfer.

The three phases are in the original contract, including the transfer terms.

Build

Month 0 to 6

Entity, first leadership hires, facilities, and IT go live. First pod in production on a real workstream, not training exercises.

Operate

Month 6 to 24

Scale to target headcount. We run HR, payroll, admin, and compliance while your leadership owns delivery. Monthly reporting to HQ on fixed metrics.

Transfer

Month 24 onwards

Pre-negotiated transfer of the entity and payroll to you, on a timeline written into the original contract. No renegotiation at the finish line.

Where we stand captives up

Location is a function of talent depth, time-zone fit, and cost, not a preference.

Hyderabad, India

Strengths: Deep engineering talent, mature GCC ecosystem, strong SEZ/STPI incentives.

Best suited for: Data, AI, platform engineering, 24×7 operations.

Bengaluru, India

Strengths: Product engineering density, best-in-class leadership talent pool.

Best suited for: Application engineering, platform, senior architecture roles.

Pune, India

Strengths: Strong enterprise-app talent, lower attrition than tier-one metros.

Best suited for: ERP, enterprise applications, managed services.

LatAm (Mexico / Costa Rica / Colombia)

Strengths: Time-zone alignment with US hours, bilingual talent.

Best suited for: Near-shore pods, support centers, product engineering for US customers.

Why a captive, run by us

The plumbing stays with us so your leadership keeps product focus.

A captive, not an outsourcing contract

The engineers report to your leadership from week one. We run the plumbing so your people can focus on the work, not the logistics.

Transfer terms written up front

The BOT transfer price, conditions, and timeline are in the original statement of work. Not a second negotiation when you have the most to lose.

Delivery pod as reference architecture

The first pod runs on our engineering practices for data, AI, and cloud, so you see the operating model in action before scaling it.

Optional, not compulsory, transfer

If you decide to keep the operate model long term, the contract stays in place. The transfer option never expires, and we do not push it.

Common questions about captive centers

How is this different from staff augmentation or a managed-services contract?
Staff augmentation rents individuals. Managed services rents outcomes against a defined scope. A captive is your own legal entity, your own employees, and your own leadership, operated by us while it scales. The difference shows up at year three, when the staff-aug body shop has churned twice and the captive still has the same tech leads running the same platforms.
Why not set up the captive ourselves?
Many enterprises do, and several succeed. The trade-off is that the first twelve months consume senior leadership attention that would otherwise sit on product work. Firms come to us when they want the entity, hiring, and operating model delivered on a timeline, with contractual commitments around when the first pod goes live.
How quickly can we get a pod live?
Ninety days from signed engagement to first engineering pod running on a real workstream. That assumes standard Indian entity setup; BOT-style entity transfers add two to three weeks. Offer-to-join timelines for senior roles can extend the ramp for the second and third pods.
What headcount does a captive make sense at?
Forty engineers is the rough floor below which the operating cost of an entity starts to exceed the savings. Below that, a managed-services contract or near-shore staff-aug pod is usually cleaner. Above two hundred engineers, a captive is almost always the right answer on a three-year horizon.
How is the BOT transfer priced?
The transfer consideration is negotiated into the original statement of work as a pre-agreed formula, typically a function of headcount and entity valuation at the transfer date. We do not believe in discovering the transfer price when the client has least leverage.
Can you operate only part of the captive and leave the rest to us?
Yes. The most common split is: we run HR, payroll, facilities, and compliance; you run delivery, engineering leadership, and the technical roadmap. That split holds for as long as you want it to.

Bring us the scale problem. We will bring the entity, the team, and the timeline.

Scope a captive center and get a three-year TCO and a ninety-day plan to first pod live.

Scope a captive center