Why GCCs Are Betting on Deep Domain Talent—And What Hiring Leaders Need to Do Next

GCCs (Global Capability Centers) in India are no longer the back-office engines they once were. Today, they're powering innovation, driving global R&D, and solving industry-defining problems for Fortune 500 giants. It’s an exciting shift, but one that demands a fresh approach to hiring.

Gone are the days when a solid grasp of DSA and some clean code could land you the job. With sectors like fintech, healthcare, and AI moving at breakneck speed, GCCs need talent that brings more than just tech chops. Think regulatory awareness, business context, and the ability to connect the dots between tech and strategy.

So, how do hiring leaders stay ahead? Let’s dig into what’s changing, why it matters, and how to actually find (and assess!) the kind of talent that will future-proof your GCC.

From Code Monkeys to Innovation Ninjas: The GCC Evolution You Can’t Ignore

India is now home to over 1,600 GCCs, with more than 1.6 million professionals onboard and growing fast. According to NASSCOM, India has 120,000+ AI/ML professionals and 185+ dedicated AI/ML CoEs within GCCs, clear proof that this is where domain expertise is being built at scale. A Nasscom–Zinnov report forecasts that India’s GCC market will hit $99–105 billion in annual revenue by 2030, up from $64.6 billion in FY 2024.

GCCs are now leading product strategy, building AI platforms, running compliance-heavy healthcare applications, and more. And guess what? That requires domain-savvy engineers who get the business they're coding for.

Why Just Being "Tech-Smart" Doesn’t Cut It Anymore

Sure, knowing your way around Python or Java is great. But when you're working on fraud detection systems in fintech or diagnostic tools in healthcare, tech skills alone just won’t cut it.

Here’s why deep domain talent is the new gold standard:

1. They Speak Business and Tech: A backend engineer who understands KYC norms or HIPAA rules? That’s rare and ridiculously valuable.
2. They Hit the Ground Running: No long ramp-up times. They already know the nuances of the industry and can contribute from day one.
3. They Collaborate Like Pros: Cross-functional teamwork becomes smoother when engineers actually understand what the PM or compliance team is talking about.
4. They Prevent Expensive Mistakes: In regulated industries, the smallest oversight can cost millions. Domain-fluent devs help you avoid that.

Can’t Find Domain Talent? Here’s Where to Look

Let’s be honest: traditional hiring pipelines aren’t designed for this kind of talent. Universities still produce generalists. Coding bootcamps? Even more so.

So what can hiring managers do?

• Partner with Universities That Get It: Some institutions are now offering niche programs like AI in healthcare or fintech analytics. Tap into those early.
• Upskill Internally: Identify high-potential engineers and give them domain-specific learning paths.
• Look Beyond Tech Circles: That data analyst from a leading bank? They might just be your next backend hire with the bonus of serious industry knowledge.

According to NLB Services, 60% of GCCs in India are planning to grow headcount by 25% or more over the next 12 months, and 13% expect over 50% workforce expansion. As demand surges, hiring managers must rethink how and where they find future-ready, domain-fit talent.

Your Interview Process Might Be the Problem. Here’s How to Fix It

Most tech interviews today are a cookie-cutter affair: a couple of DSA rounds, maybe some system design, and you're done. But that’s not enough when you're hiring for domain-heavy roles.

What’s Not Working:

• DSA-only rounds that don’t test real-world decision-making
• Lack of role- or industry-specific questions
• Zero focus on compliance, edge cases, or business constraints

How to Make It Better:

1. Bring in the Business Early: Use realistic case studies like designing a UPI-enabled micro-lending app with RBI limits.
2. Use Rubrics, Not Gut Feel: Structured rubrics remove subjectivity and ensure you’re evaluating what actually matters.
3. Mix Up the Interview Panel: Add product managers or domain SMEs to the mix. You'll get richer insights.
4. Customize Assessments by Role: An AI engineer in radiology requires a distinct skill set from one working in adtech. Assess accordingly.

Also consider this: Generative AI roles within GCCs are growing at an annual rate of 32%, particularly in BFSI and healthcare. That level of specialization demands interview processes that reflect domain nuances, not just generic code challenges.

How Intervue Makes Domain Hiring a Breeze (Yes, Really)

This is where Intervue.io comes in. We’re built for hiring leaders who are tired of generic interviews and want to scale precision hiring without burning out their teams.

Here’s what we bring to the table:

• Pre-Built, Domain-Specific Interview Kits: Whether it's BFSI, AI/ML, or healthcare, we’ve got you covered.
• External Panels with Domain Pros: No internal bandwidth? No problem. Tap into our network of 3,000+ vetted experts.
• Live Coding and Business Case Combos: Candidates solve real-world problems, such as triaging patients or designing fraud detection systems, in a live environment.
• Rubric-Based Feedback Every Time: No more guesswork. Every interview is scored on predefined criteria.
• Insights That Actually Matter: Our dashboards show you where candidates drop off, which roles are toughest to close, and how domain-fit affects performance.

Real Talk: How a Fintech GCC Hired 150+ Engineers With Intervue

One of our fintech clients needed to scale fast. We’re talking about 150 engineers in under six months, all with experience in payments, KYC, and fraud.

The Results?

• Time-to-hire down by 32%
• Interview-to-offer ratio improved from 1:6 to 1:3
• 80% of hires were productive in under 4 weeks
• 100% of hires cleared the domain fluency bar with flying colors

Final Words

GCCs are evolving, and so should your hiring strategy. The future belongs to teams that combine deep tech skills with real-world domain fluency. If you're hiring for impact, not just headcount, you need to think beyond traditional interviews.

That’s where Intervue.io comes in. We help you find, assess, and hire domain-fit talent at scale, with speed and without compromise.

Ready to level up? Let’s talk.