Talent Solutions

Hire, Scale, and Retain World-Class Teams

A critical part of setting up any GCC is hiring and attracting the right talent. Embark's robust Talent Solutions capability is poised to be a fulfilment engine that enables GCCs to go live faster, scale predictably, and sustain delivery, without any hiring risk.

Our approach

Four Pillars That Make Embark India's Most Effective GCC Talent Partner

Deep Domain Expertise

Talent Mapping and Regulatory AwarenessPre-mapped talent pools across every GCC function and city, with hiring compliance and compensation benchmarks by sector

Reduced cultural and capability mismatch in critical rolesResulting in stronger client trust

Talent Intelligence, Delivered Through AI

Hiring with speed and certainty, backed by dataLive market signals on compensation, notice periods, and role availability

Quality candidates that are ready to hireAI screening and tech-interviewed CVs for faster turnaround time

Talent Acquisition Across GCC Lifecycle

Hiring models that evolve with your organisation's growthBuild, Scale, and Transform models to match your stage

From Speed, to Quality and Cost and Capability UpgradeOur Build-Scale-Transform models have you covered

Talent Advisory and EVP

Our teams embrace the culture of our clientsBuilding out an employer brand that's unique for you

We guide you throughout the candidate journey as your trusted advisorFrom first outreach through offer and onboarding

Candidate Lifecycle

From First Outreach to Alumni, Every Touchpoint Managed

Every stage from scouting to exit is structured, documented, and delivered with clear ownership and defined SLAs.

Pre-Offer / Scouting

Employer brand, recruiter outreach, and candidate engagement

Interview to Offer

Scheduling, assessment, and offer roll-out with query management

Onboarding

Pre-joining introductions, induction, and buddy assignment

L&D and Trainings

Organisation, functional, and compliance training programmes

Roles and Performance

Ways of working, KPIs, and regular performance check-ins

Rewards and Benefits

Employee handbook, policies, and recognition platforms

Feedback and Development

6-month and annual check-ins, HRBP support throughout

Exit

Resignation, clearances, and full and final settlement

Pre-Offer / Scouting

Employer brand, recruiter outreach, and candidate engagement

Interview to Offer

Scheduling, assessment, and offer roll-out with query management

Onboarding

Pre-joining introductions, induction, and buddy assignment

L&D and Trainings

Organisation, functional, and compliance training programmes

Roles and Performance

Ways of working, KPIs, and regular performance check-ins

Rewards and Benefits

Employee handbook, policies, and recognition platforms

Feedback and Development

6-month and annual check-ins, HRBP support throughout

Exit

Resignation, clearances, and full and final settlement

Pre-Offer / Scouting

Employer brand, recruiter outreach, and candidate engagement

Interview to Offer

Scheduling, assessment, and offer roll-out with query management

Onboarding

Pre-joining introductions, induction, and buddy assignment

L&D and Trainings

Organisation, functional, and compliance training programmes

Roles and Performance

Ways of working, KPIs, and regular performance check-ins

Rewards and Benefits

Employee handbook, policies, and recognition platforms

Feedback and Development

6-month and annual check-ins, HRBP support throughout

Exit

Resignation, clearances, and full and final settlement

Acquisition Models

Six Talent Acquisition Models

Every GCC has unique hiring needs. Embark offers six engagement models so you can choose the structure that fits your stage, headcount, and operating requirements.

Recruitment Process Outsourcing (RPO)

Full Life cycle Talent Acquisition with end-to-end accountability · Hybrid Talent Acquisition (Sourcing and Support) · Project based Talent Acquisition

Full Time Employment (FTE) Recruitment

One time hire for full time employment for client · One time fee for sourcing and placing talent · Engagement with candidate and client until Onboarding

Talent on Demand and Contract

Employee hired for defined period with option to renew the contract · Employee on Embark payroll and deployed to client · Shorter notice period to client · Option for conversion to FTE post minimum of 6-12 months

Campus Programme

Campus recruitment of STEM and Management talent for entry level FTE roles · Creation of Ready workforce via Boot Camp Programme · Pre and Post Campus Programme

Master Service Provider (MSP)

Exclusivity on talent search and placement · Attraction of Niche and Leadership talent · Control on Engagement and Interviewing · Upfront Retainer

Leadership Retained Search

Aggregator of subcontracting vendors · Feasibility to provide specialist talent · Creation of Ready workforce · Option for conversion to FTE post minimum of 6-12 months

Continue building

Design

Market Entry and Operating Model

Setup

From Incorporation to Day-One Ops

Real Estate and IT

Workspace, Real Estate and IT

Operate

End-to-End Process Ownership

Ready to Build Your India Talent Pipeline?

Talk to our Talent team about your hiring timeline, functions, and location preferences.

Schedule a Consultation