If you’re searching “EOR vs GCC in India”, “Employer of Record India vs subsidiary”, or “best way to hire in India”, you’re at a decision fork. This guide compares EOR and GCC the way boards evaluate options—total cost, control, compliance risk, speed, and 5-year ROI—so you can choose the right model for your growth stage.
Executive Summary (Board View)
| Dimension | EOR (Employer of Record) | GCC (Wholly Owned / Partner-Led) |
|---|---|---|
| Time to hire | Fastest (days) | Fast (weeks) |
| Upfront setup | Low | Medium |
| Ongoing cost | High (15–30% premium) | Lowest over time |
| IP ownership | Medium risk | Full ownership |
| Control & governance | Limited | High |
| Scalability (300+ hires) | Poor | Excellent |
| 5-year ROI | Limited | Compounding |
Bottom line: EOR is great for testing. GCC wins for building.
What Is an Employer of Record (EOR) in India?
An EOR hires employees on your behalf using its local entity. The EOR handles payroll, taxes, and compliance while your company manages day-to-day work.
Best for
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Market entry pilots
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1–20 hires
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Short timelines or uncertainty
Trade-offs
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Monthly premium on every salary
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Less control over employment terms
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Hard to scale cost-effectively
What Is a Global Capability Center (GCC) in India?
A GCC is your own offshore center—either a wholly owned subsidiary or a partner-led captive—where you own IP, teams, and outcomes.
Best for
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Product/platform engineering
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Data, AI, cloud, SRE
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50 → 5,000+ headcount plans
Trade-offs
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Initial setup effort
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Requires governance discipline
Cost Comparison (Real Numbers)
Annual Cost per Engineer (USD, Fully Loaded)
| Model | Tier-1 India | Tier-2 India |
|---|---|---|
| EOR | $55k–75k | $40k–55k |
| GCC | $45k–60k | $28k–40k |
Insight: EOR’s convenience tax compounds every year. GCC’s setup cost amortizes quickly.
Control, IP & Compliance Risk
| Area | EOR | GCC |
|---|---|---|
| IP assignment | ⚠️ Contract-dependent | Clear & direct |
| Security posture | Medium | High |
| Audit readiness | Medium | High |
| Policy control | Limited | Full |
If the work touches core IP, GCC is the safer long-term choice.
Hiring Speed vs Hiring Quality
| Factor | EOR | GCC |
|---|---|---|
| Speed to first hire | Very fast | Fast |
| Senior leadership hiring | Limited | Strong |
| Retention | Medium | High (Tier-2 cities) |
| Team cohesion | Medium | High |
Reality: GCCs hire slightly slower at the start—but stabilize faster and retain better.
Scalability Reality Check
| Headcount | EOR | GCC |
|---|---|---|
| 1–10 | ✅ Ideal | ⚠️ Overkill |
| 11–50 | ⚠️ Costly | ✅ Good |
| 51–200 | ❌ Expensive | ✅ Best |
| 200+ | ❌ Not viable | ✅ Only option |
Decision Framework (Use This)
Choose EOR if:
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You’re validating India
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You need speed over savings
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Headcount < 20 for 6–12 months
Choose GCC if:
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The capability is strategic
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You’ll scale beyond 30–50 hires
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You want IP ownership and cost predictability
Hybrid strategy (common):
Start with EOR → transition to GCC in 3–6 months.
Timeline Comparison
| Step | EOR | GCC |
|---|---|---|
| First hire | 3–7 days | 2–4 weeks |
| Compliance ready | Immediate | 30–60 days |
| Cost stabilization | Never | 90–120 days |
| Scale to 100 | Costly | Efficient |
Common Mistakes (Costly)
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Staying on EOR too long
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Scaling EOR past 30 hires
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Ignoring IP clauses
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Choosing Tier-1 cities by default
These erode ROI quietly.
How Supersourcing Helps You Choose—and Execute—the Right Model
Supersourcing helps global companies start fast and scale right in India.
Why enterprises choose Supersourcing
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CMMI Level 5 organization
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Google AI Accelerator Batch participant
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LinkedIn Top 10 company recognition
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Proven EOR → GCC transitions
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Tier-2 GCC specialization (lower cost, higher retention)
They help you pilot without penalty and scale without regret.
Final Verdict (For Searchers)
If you’re deciding between EOR vs GCC in India:
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Use EOR to test the waters
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Move to a GCC to win long-term
For most companies in 2026, the smartest path is:
👉 EOR (pilot) → GCC (scale)
