How to build a high-performing GCC team

Scaling Smart: Balancing Talent Readiness and Growth Speed I was scaling up a GCC, and wanted to be sure we were onboarding the right talent. But we weren’t finding the right fit, and delays were not an option. In such situations, there’s often a temptation to be “flexible” - typically by hiring overqualified individuals just to meet numbers. While this may solve the immediate problem, it creates a fizz that soon fizzles out. After the initial euphoria, overqualified hires struggle to stay engaged, performance drops, and business impact follows. Over time, I’ve rezlied that hiring at 75–80% readiness is often more effective than hiring at 100%+. These individuals are excited (and a bit tentative too), see room to grow, and stay meaningfully engaged. With the right support, they move from 75 to 100% quickly — and the organization grows with them. A balanced approach that works well is the 80/20 mix: 🔹 Around 80% of hires at 75–80% readiness, bringing energy and stretch potential 🔹 And 20% at 100% readiness, bringing maturity, stability, and structure Governance and discipline in hiring are critical, especially in a scaling environment. It’s better to keep your chin up and bite the proverbial bullet, than to cut corners. At Growth Centric, we would rather say no than compromise on talent quality. What’s your view: does hiring for stretch lead to stronger engagement? #Leadership #TalentStrategy #HiringInsights #ScalingUp #GrowthCentric #GCCLeadership #FutureOfWork #HumanCapital #OrganizationalGrowth Growth Centric

The Hidden Cost of Global Hiring Delays Expanding into new markets is always a race against time. Every month without the right local leadership means lost opportunities, slower execution – and sometimes, losing first-mover advantage. In global hiring, the true cost of delay isn’t just the unfilled seat. It’s the partnerships you didn’t build, the contracts you didn’t sign, and the momentum you didn’t keep. Delays don’t only affect HR metrics – they shape how fast a business can grow, adapt, and win in new markets. That’s why global hiring speed is not an operational issue – it’s a strategic one. 👉 Swipe through the carousel to explore what’s really at stake when global hiring slows down – and how to prevent these costly delays. #GlobalHiring #InternationalExpansion #Leadership #HRStrategy #TalentAcquisition #MarketEntry #HR #GlobalBusiness #APSResources #APSInsights 

We recently sat down with our Head of Resourcing, Scott Constable to talk about how talent strategies are evolving in the IT services industry, from navigating rapid digital transformation to building teams ready for the future of tech. In this insightful conversation, Scott shares his perspective on: 💡 The changing landscape of IT resourcing 🤝 The trends he sees shaping the future of resourcing in the next 3–5 years. 🌍 How technology has changed how we manage and deploy resources Whether you’re a hiring manager, a tech professional, or someone passionate about the future of work, this interview offers valuable takeaways on what it takes to build high-performing teams in today’s fast-moving digital world. 🔗 Read the full interview here: https://lnkd.in/eVG5uVRS #ITServices #TechTalent #Resourcing #FutureOfWork #DigitalTransformation #Leadership #TalentStrategy #Recruitment #teamempowered #TechCareers #EmployerBranding #HRLeadership #InnovationInHiring

💼 Why the Best Businesses Treat Recruitment as a Core Strategy 🌟 #GTS-CLT:150 In today’s competitive landscape, success isn’t just about having the right product — it’s about having the right people to build, deliver, and grow it. The best organizations don’t see recruitment as a support function. They see it as a core business strategy — one that fuels innovation, culture, and long-term growth. Here’s why: ✅ Talent defines competitive advantage. The right hires accelerate transformation. ✅ Strategic hiring builds culture. Every role shapes the organization’s DNA. ✅ Proactive recruitment reduces risk. Building a future-ready workforce means fewer surprises. When leaders invest in recruitment like they invest in technology or operations, they don’t just fill positions — they build the future of their business. 🚀 Recruitment isn’t HR’s job alone. It’s a leadership priority. 📩 Contact us for more details:  ✉ Email: contactus@galaxytechnologyservices.net  🧑💻 https://lnkd.in/gaEDVW_j 👾 https://lnkd.in/gw3D4JDm? #RecruitmentStrategy #TalentAcquisition #Leadership #FutureOfWork #EmployerBranding #HRStrategy #BusinessGrowth

This seems counterintuitive… until it changes everything.   Here’s what I mean 👇 Technology, HR, and business leaders across the U.S. are noticing a shift: Global and offshore talent aren’t just "cost options" they’re growth multipliers.   The companies getting it right are building blended teams onsite + offshore and here’s what that does: ✅ Speeds up delivery cycles ✅ Reduces burnout for in-house teams ✅ And ironically, gives domestic recruiters the bandwidth to hire stronger local talent   At Dimensional Thinking, LLC, we see this play out daily, companies scaling globally while staying agile locally.  💡 Global teams don’t replace local hires; they fuel them, giving organizations the bandwidth, budget and speed to attract stronger onsite talent when it matters most.   That’s the new hiring advantage: not bigger budgets but smarter structure.   ➡️ How is your organization adapting to this shift?   #DimensionalThinking #DigitalTransformation #Leadership #AIInnovation #FutureOfWork #TechHiring #TalentAcquisition #CybersecurityAwareness #RemoteWorkCulture #ExecutiveLeadership #GlobalTalent #ScalingTeams #SmarterHiring #BusinessAgility #WorkforceInnovation

Hiring HR leaders in tech isn't just about filling a position. Everytime a business goes to market, it's about finding strategic partners who truly understand the fast-paced and unique culture of the industry. Here are key considerations when recruiting HR leaders in tech sectors: • Cultural Agility: Tech companies evolve rapidly. Your HR leader must be able to adapt and lead through change. • Strategic Insight: They should drive talent strategies that match tech advancement, beyond traditional HR duties. • Tech Savvy: Familiarity with digital tools and data-driven HR practices is essential. • Leadership Presence: They need to confidently influence board-level decisions and shape company culture. At Grafton Haymes, we tailor our recruitment strategies to connect you with HR leaders who meet these critical criteria. Our extensive network and sector expertise ensure you find the right fit and not just a candidate. Do get in touch to see ho we can help build your People Function and capability. #graftonhaymes #hrrecruitment #partnership #hrdirector

Every leader faces the same challenge: how to scale hiring without scaling headcount. Adding more sourcers to the team isn’t always realistic—or cost-effective. What leaders need is leverage: a way to expand sourcing capacity without adding seats. Modern sourcing platforms are stepping in to do exactly that: increase team output, improve candidate quality, and keep costs predictable. 👉 For growing orgs, that’s not just a recruiting win—it’s a business win. #RecruitmentStrategy #FutureOfWork #TalentLeadership

According to our Enterprise Horizons report with IDC, 39% of global enterprises are struggling to find and retain networking talent. This isn’t just a recruitment challenge - it’s a strategic risk impacting transformation, resilience, and day-to-day operations.   In her latest blog, our Chief People Officer Victoria Marshall-Rice explores how HR and IT leaders can rethink how we build, support, and future-proof our teams - and how external networking partners can play a role in bridging the gap. As a result, Victoria also outlines how - through working together - IT and HR teams can keep your strategy, and your network, moving at the speed of business.   Have a read of the blog in full here: https://lnkd.in/eGrGizEU   #EnterpriseHorizons #EnterpriseConnectivity #ITSkillsGap #Networking #ITLeadership 

Why do so many IT Managers avoid hiring the best talent? Recently, I met a skilled IT professional with certifications and a strong growth mindset. But during his interview, the IT Manager told HR: “He’s overqualified. Let’s hire someone cheaper who can just manage basics.” This is not an isolated story. It happens too often: Managers feel insecure about hiring people smarter than them. Salaries are kept low to “save budget.” HR adds another cut on top. Yes, short-term costs go down. But the hidden cost? Weak IT systems, no real innovation, and talented people walking away to better places. IT is not just “support” anymore. It is the backbone of every business. If you compromise on the backbone, you compromise the entire future of the organization. 👉 The smarter choice: Hire fairly. Pay competitively. Build a culture where leaders grow with their teams, not against them. Because investing in talent isn’t an expense — it’s the biggest saving for the future. #ITHiring #Leadership #HRStrategy #TalentManagement #WorkCulture #FutureOfWork #ITCareers #TeamGrowth #BusinessSuccess #InvestInPeople #HR

💡 It’s not about how many people you hire — it’s about who you empower. In the next decade, GCCs that win won’t be the biggest — they’ll be the smartest. Why? Because talent density — not headcount — defines innovation. Top-performing GCCs are already shifting focus from: 🔹 Quantity → to Quality 🔹 Execution → to Innovation 🔹 Roles → to Impact 🚀 The future belongs to GCCs built on talent depth, not desk count. #TalentDensity #GCCLeadership #AddAptech #FutureOfWork #LeadershipInsights #IndiaGrowthStory #InnovationEcosystem #DigitalTransformation #GCCStrategy #FutureReady Prathyaksh Shetty Adarsh Shetty Sunil Vanjre