For
GCCs
GCCs
Employer branding for Global Capability Centres that need to attract, convert, and retain the talent that makes the difference.
India's GCC landscape has never been more competitive. With over 1,700 centres now operating across the country, the contest for skilled professionals in AI, engineering, analytics, finance, and operations is no longer about who pays the most. It is about who is most believable as a place to build a career.
Pomelo works with GCCs to build employer brands that are grounded in operational truth, differentiated in a crowded market, and built to perform where it matters most: reducing offer drop-offs, cutting cost-per-hire, improving high-performer retention, and making passive talent choose you over the company that messaged them last week.
Recruitment marketing is not a job ad campaign. It is a structured practice that connects the right message, to the right audience, at the right moment.
Stakeholder listening, culture assessment, and gap analysis to understand where the people strategy is limiting business performance.
Co-creating the HR strategy, organisation design, and people frameworks tailored to your business stage and growth objectives.
Hands-on delivery of agreed interventions: restructuring, performance frameworks, leadership programmes, or EVP operationalisation.
Ongoing coaching, leadership capability building, and progress tracking to ensure changes hold and deliver lasting impact.
We work with your leadership and employees to discover what is genuinely distinctive about your centre. Not what the global headquarters says about the company. What it is actually like to work in this centre, in this city, doing this work, with these people, at this stage of the organisation's journey. This involves structured listening with employees across levels, a competitive analysis of how comparable GCCs are positioning themselves, and a diagnostic of the gap between what you currently say and what your people actually experience. The output is a GCC-specific EVP framework with articulated pillars, proof points, and messaging guidance for every candidate-facing and employee-facing channel.
A GCC employer brand lives in the day-to-day: in how managers talk about careers, in how the organisation communicates through change, in whether the onboarding experience reflects the promise made during recruitment, and in whether employees feel proud enough of where they work to refer people from their networks. Pomelo's inside-out activation work addresses each of these touchpoints. We work on internal communications, manager capability in EVP conversations, recognition frameworks that reinforce the culture you want to build, and the structural people practices that make the brand promise real rather than aspirational.
Once the internal reality is strong enough to support the external narrative, we build the outward-facing employer brand presence. This includes careers site content, talent community strategy, social content aligned to the EVP, and recruitment marketing that speaks to the specific talent audiences your centre needs: mid-senior engineers, AI and data professionals, finance and operations specialists, and functional leaders. We also design the candidate experience from first touch to offer acceptance, including communication strategies during the notice period that reduce drop-offs and build commitment before day one.
The most compelling employer brand narratives fail when the internal reality does not match the external promise. Pomelo's HR advisory practice ensures that the operational foundations, the culture, the structures, and the leadership behaviours, are aligned with what you tell the world about working with you. This is the difference between an employer brand that attracts talent and one that also keeps it.
Orkla's distributed teams and fleet staff were unaware of the company's Code of Conduct, leading to inconsistent behavior. The goal was to ensure all employees understood and adhered to unified conduct standards.
Value Oriented Campaigns' to come along, with a deeper connection of values to gets in action.
Identifying gaps in aspirations and expected employee experiences
Evolving an Employer Brand that connected employees to the Corporate Vision and Mission
Mount a charged up internal campaign to onboard the employees to the aggressive vision and inspire them to embrace autonomy.
