Build your
India strategy.
We make it real.
We turn your 3-5 year India strategy into a fully operational, company-owned center. Your team starts working in weeks, not months.
The most deliberate GCC builders are already here
Why the best companies are building in India and owning it.
The deepest talent pool in the world
1M+ graduates a year across engineering, finance, ops, design, and more. Amazon, Google, and Stripe run core teams here. A GCC gives you direct access, under your brand.
Full ownership, from day one
Your entity, your IP, your culture. No vendor lock-in. Ownership signals permanence and attracts a fundamentally different caliber of talent.
Economics that improve as you grow
At 20+ people, entity economics beat EOR with 30-40% savings. At 50+, it's not even close. The talent is the reason to build; the math just makes it easier.
Your first 6 months.
- 🏢 Month 0–3: Ground Zero
- India Head identified and hired — your most critical first decision
- Entity incorporation filed, statutory registrations initiated
- First office operational (via partner or direct lease)
- HRMS configured, compliance framework in place
- First 3–5 senior hires onboarded via EOR — working and delivering while entity sets up
- HQ–India communication cadence established
- IT infrastructure live — laptops, email, VPN, security
- 🚀 Month 3–6: Fully Operational
- Entity fully registered, bank accounts active, payroll running
- EOR employees transitioned to entity payroll
- Team scaled to 10–15 engineers across functions
- Engineering workflows integrated with HQ — same repos, same sprints
- Benefits, insurance, and compliance fully operational
- Retention frameworks in place — appraisal cycles, growth paths
- Flexiple transitions to advisory — your GCC runs independently
- ✅ By Month 6, you have
- A company-owned India entity
- A team of 10–15 people delivering real work
- A hiring engine that can sustain 5–8 hires per month
- Payroll running without errors
- Every compliance requirement handled
- First performance review cycle completed
- A culture that's distinctly yours and not a generic offshore outpost
What comes after Month 6?
Scaling beyond your initial team requires a deliberate plan. Book a call with our team to map out the next phase of your GCC.
Book a planning call →
Strategic decisions we help you make.
The questions that matter before you hire a single person
Function sequencing
Engineering scales fastest, but it's not always the right starting point. We sequence based on your 3-year goals, not what's easiest to recruit.
City selection
Bangalore for cross-functional depth. Hyderabad for operations. Pune for engineering. Chennai for cost efficiency. The city you pick shapes your talent pool for years. We help you choose based on function, not just cost per square foot.
EOR or entity from day one
At fewer than 10 people, EOR makes sense. At 15+, entity economics win. We run both in parallel so your team is productive from week one while the entity sets up in the background. No 6-month wait.
Transition to full control
Most companies want independence by Year 2-3. We build toward that from day one. Every contract in your name, every process documented.
We take care of everything it takes
to go from zero to operational.
“Our new hires were onboarded and on payroll within a week. No paperwork headaches, no compliance gaps. Flexiple made it seamless.”
Strategy & Planning
Before a single hire or registration, we work through the decisions that shape the next 3 years.
Strategy & Planning
What's included
- Market assessment and feasibility
- Location strategy (city selection based on function and talent density)
- Operating model design (entity structure, intercompany framework, org design)
- Business case and financial modelling (cost projections, break-even analysis, EOR vs. entity economics)
- Function sequencing — which teams to build first, and why
Entity Setup & Compliance
Incorporation through to fully operational, every registration, every filing, every statutory requirement.
Entity Setup & Compliance
What's included
- Company incorporation (Private Limited via MCA)
- PAN, TAN, GST, PF, ESIC, Professional Tax, Shops & Establishments, LWF
- Bank accounts (INR operating + foreign inward remittance)
- Statutory auditor appointment and CA firm setup
- Intercompany service agreements and transfer pricing framework
- POSH policy, Internal Complaints Committee, employee handbook
- FEMA-compliant fund flow structure
Infrastructure & IT
Office, tech stack, security — operational from week one.
Infrastructure & IT
What's included
- Office scouting, lease negotiation, and fit-out (coworking or dedicated)
- IT infrastructure — internet, access control, meeting rooms, CCTV
- Laptop procurement, warehousing, deployment, and asset lifecycle management
- Corporate email, Slack/Teams, VPN, endpoint security, MFA
- Device management policy and IT support setup
- SOC 2 / ISO 27001 readiness assessment (if serving enterprise clients)
HR & Operations
The day-to-day machinery that keeps the center running smoothly.
HR & Operations
What's included
- HRMS selection and configuration (Keka, Zoho, or equivalent)
- Payroll setup — multi-location, multi-state compliance, monthly cycle management
- Leave policies, attendance, onboarding workflows
- Group medical insurance
- Expense management, travel policy, vendor payments
- Facilities management — admin support, housekeeping, pantry
- Business continuity planning
Bridge (EOR → Entity)
Your team is productive from week one — before the entity even exists.
Bridge (EOR → Entity)
What's included
- Hires onboarded under EOR while entity incorporates in the background
- Payroll, compliance, equipment — all covered from day one
- Seamless transition to entity payroll once incorporation completes
- No 6-month wait. No dead time.
Talent Strategy & Hiring
Not just recruiting — building the hiring engine that sustains a growing GCC.
Talent Strategy & Hiring
What's included
- Talent mapping and market intelligence for your target functions
- India Head / Site Lead search (the most critical first hire)
- Leadership hiring and bulk hiring across all white-collar functions
- Compensation benchmarking against India market data
- Interview process design — standardised rounds, scorecards, turnaround SLAs
- Employer branding — LinkedIn, Glassdoor, careers page
Governance & Handover
You take control phase by phase — not a cliff-edge transition.
Governance & Handover
What's included
- Every contract in your name from the start
- SOPs documented for every function
- Gradual handover — payroll first, then office management, then recruitment
- Knowledge transfer sessions and vendor introductions
- Quarterly advisory check-ins post-handover if you want them
“Our new hires were onboarded and on payroll within a week. No paperwork headaches, no compliance gaps. Flexiple made it seamless.”
Flexiple vs. the alternatives.
| Capability | Big 4 Consultants | DIY Setup | |
|---|---|---|---|
| Strategic planning | 3-year roadmap, quarterly milestones | Deep regulatory and tax structuring | You figure it out |
| Entity setup | Handled end-to-end | Handled, at premium pricing | You coordinate law firms, CAs |
| Hiring across functions | 100M+ profiles, AI sourcing | Not their business | Build internal TA from scratch |
| Time to first hire | Weeks (via EOR bridge) | Months (entity first) | Months |
| Ongoing cost | Transparent, no per-head markups | Retainer + advisory fees | Internal overhead accumulates |
| Handover built in? | Every contract in your name | Depends on engagement scope | N/A, you're already doing it |
| Best for | Strategy + execution + talent | Complex multinational structures | Existing India experience |
The reason most GCCs stall
isn't entity setup. It's hiring.
Any CA firm can incorporate a company. The part that determines whether your GCC succeeds is whether you can hire 8-12 people a month, consistently, at quality, across functions. That's what we do.
Is a GCC right for you?
Long-term India commitment
You're planning 20+ people in India over 3 years, not a short-term experiment.
India as a strategic market
India is a strategic market in your global expansion, not just a cost play.
Long-term entity ownership
You want to own the entity, the IP, and the culture long-term.
Margin protection at scale
You're thinking about margin protection at scale. EOR fees stop making sense past 10 people.
Cross-functional hiring
You need to hire across multiple functions: engineering, ops, finance, sales, design, not just one role.
Which model fits?
Ideal for Quick Start
Ideal for India Expansion
Full Operational Control
Contractor
Individual entrepreneurs, lean teamsManaged Teams
Growing companies who want zero opsGCC
Scaling companies who want controlIdeal for Quick Start
Contractor
Ideal for India Expansion
Managed Teams
Full Operational Control
GCC
Common questions.
4-6 months for full incorporation, compliance registration, and bank accounts. But your team starts Day 1 through our EOR bridge — you're not waiting.
Entity setup is a one-time fee. During the EOR bridge, you pay a monthly fee per employee. After transfer, your ongoing costs are just salaries + statutory compliance — lower per-head than Managed Teams at scale.
You do — but we provide ongoing advisory support. We'll flag regulatory changes, answer questions, and help you stay compliant. You're not alone.
Yes. Many clients start with Managed Teams to test the waters, then convert to GCC as they scale. We handle the entity setup and employee transfer.
No. Foreign nationals can be directors. We'll advise on the optimal structure for your situation.
We can help arrange co-working desks or dedicated office space during setup and beyond. Optional — many GCC teams work remotely.