India’s Global Capability Centres (GCCs) could expand their combined workforce to 3.7 million by 2031, driven by AI adoption, specialised technology skills and increasing global business mandates, according to an Embark report.

India’s Global Capability Centres (GCCs) are expected to generate between 1 million and 1.4 million net jobs by 2031, taking the sector’s total workforce to approximately 3.3 million to 3.7 million, according to a report by Embark.

The report, titled India GCCs in the AI Era: Implications for Workforce Growth and Office Demand, highlights the growing role of India as a strategic destination for multinational companies seeking technology expertise, business operations capabilities and specialised talent.

The projected employment growth is expected to be driven by the expansion of existing GCCs, the establishment of new centres and increasing demand for capabilities in artificial intelligence and other advanced technologies.

Existing GCCs to Drive Majority of Job Creation

Established Global Capability Centres are expected to contribute approximately 80% of the incremental workforce additions by 2031.

As multinational companies expand their operations in India, existing centres are increasingly taking responsibility for higher-value activities, including product development, technology platforms and strategic business functions.

According to the report, the expansion of existing GCCs and the establishment of new centres could collectively generate between 1.2 million and 1.5 million jobs.

AI-related roles are expected to contribute an additional 300,000 positions. However, these employment gains will partly offset an anticipated reduction of 4 lakh to 5 lakh roles due to automation, slower replacement hiring and consolidation of certain job functions.

AI and Emerging Technologies to Drive Skill Demand

The changing responsibilities of GCCs are expected to increase demand for professionals with specialised technical and industry-specific expertise.

Key areas likely to witness growing demand include:

• Artificial intelligence and machine learning.
• Data engineering and analytics.
• Platform engineering.
• Cybersecurity.
• Solution architecture.
• Technology governance.
• Industry-specific digital capabilities.

The report estimates that India’s AI-specialist talent pool could expand to between 8 lakh and 9 lakh professionals by 2031.

This shift is expected to increase the importance of continuous learning, specialised technical training and workforce reskilling as GCCs take on more complex global responsibilities.

AI Adoption Has Yet to Deliver Significant Productivity Gains

Despite increasing investments in artificial intelligence, organisations are still facing challenges in converting AI adoption into measurable productivity improvements.

The report found that 92% of surveyed GCC leaders said their organisations had moved beyond selective AI adoption. However, realised productivity gains remained below 15%.

Challenges such as data readiness, workflow redesign, governance frameworks and employee preparedness continue to affect the effective deployment of AI solutions.

The findings suggest that technology adoption alone may not be sufficient to deliver productivity improvements. Organisations will also need to redesign business processes and prepare employees to work effectively alongside AI systems.

India Could Attract Up to 640 New GCCs by 2031

The report also highlights significant opportunities for India to attract new multinational companies looking to establish global capability operations.

Approximately 3,144 viable companies from the Global 5000 have yet to establish GCCs in India. This represents an opportunity to attract between 590 and 640 additional centres by 2031.

Mid-market companies are expected to account for around 28% of these new establishments.

Smaller operating models, including Nano GCCs employing between five and 100 specialised professionals, could provide multinational companies with a relatively lower-capital entry route into the Indian market.

Tier 1 Cities to Remain Major GCC Destinations

Around 90% of newly established GCCs are projected to be located in Tier 1 cities.

Bengaluru and Hyderabad currently account for approximately 67% of GCC leasing activity across Tier 1 cities, reinforcing their positions as major destinations for multinational operations.

However, selected Tier 2 and Tier 3 cities could also attract new investments as companies explore hub-and-spoke operating models to expand their geographical presence and access additional talent pools.

GCC Expansion Could Generate Up to 170 Million Sq. Ft. of Office Demand

The expected growth in GCC employment is also likely to influence India’s commercial real estate market.

According to the report, GCCs could generate an additional 150 million to 170 million square feet of office space demand by 2031.

Workplace design requirements are also expected to evolve. The allocation of office space for collaboration and shared activities could increase from 27% to 55%, reflecting the growing emphasis on teamwork, innovation and collaborative work environments.

The banking, financial services and insurance (BFSI) sector, along with technology, media and telecommunications (TMT), is expected to account for approximately 54% of incremental GCC office demand.

GCCs to Play a Greater Role in India’s Employment Growth

The projected expansion of India’s GCC ecosystem highlights the country’s growing importance in global business operations and technology development.

While automation is expected to reduce certain routine job functions, the overall employment outlook remains positive, with new opportunities emerging in AI, engineering, cybersecurity, data and strategic business operations.

The next phase of GCC growth will increasingly depend on companies’ ability to move towards higher-value responsibilities, invest in specialised talent and translate technology adoption into measurable business outcomes.

For India’s workforce, this transition could create significant opportunities for professionals equipped with advanced technical skills and the ability to adapt to changing business requirements.

Tata Consultancy Services (TCS) plans to recruit an additional 15,000 employees in the United States over the next five years, reaffirming its local hiring strategy despite the suspension of its access to the Permanent Labour Certification (PERM) programme.

The company said the restriction was unlikely to affect its workforce expansion plans or client engagements, noting that its PERM applications had remained in single digits over the past two years.

The US Department of Labour has suspended eight technology companies, including TCS, Infosys, Wipro, Cognizant, HCL, Capgemini, Microsoft and Adobe, from filing new applications or processing pending applications under the programme. The action comes amid increased scrutiny of alleged misuse of foreign worker programmes.

TCS to Continue Local Recruitment in the US

TCS said it would comply with directives issued by the US Department of Labour. The company’s workforce strategy in the country focuses on recruiting local talent, including through campus hiring initiatives.

TCS has established a presence across 31 offices and delivery centres in the US. Its planned recruitment of 15,000 additional employees over five years signals its intention to continue expanding its local workforce despite the restrictions affecting its access to the PERM process.

The company’s position is that the suspension should have a limited impact on its operations because its recent use of the programme has been minimal.

What the PERM Suspension Means for Technology Companies

The PERM programme is a key step in the US employment-based permanent residency process for many foreign workers. Employers generally use the process to demonstrate that qualified and available US workers are not being displaced before sponsoring an eligible employee for a green card.

The suspension restricts the affected companies’ ability to file new PERM applications or process pending applications, subject to the scope and terms of the government action.

However, the restriction does not automatically prohibit these companies from employing workers on H-1B visas. The PERM process and the H-1B temporary work visa programme serve different purposes.

Nasscom Highlights the Importance of Skilled Talent Mobility

Industry body Nasscom has argued that immigration policy and the movement of skilled professionals should be considered separately. It has also highlighted the efforts of Indian technology companies to increase local recruitment in the US and reduce their dependence on H-1B workers.

According to the industry association, the number of employees moving from H-1B status to permanent residency through the PERM process has been relatively limited.

The debate comes as US authorities increase scrutiny of foreign worker programmes and employers face higher costs associated with certain H-1B applications. While the administration has raised concerns about the potential displacement of American workers, technology industry representatives have emphasised the importance of international talent in meeting specialised skill requirements.

Implications for Workforce Planning

For HR leaders in the technology sector, the development highlights the growing importance of local talent acquisition, campus recruitment and long-term workforce planning.

Companies operating in the US may need to review their recruitment pipelines, immigration processes and talent mobility strategies to account for regulatory changes. Expanding local hiring can help organisations build a sustainable workforce, although the availability of specialised skills and the cost of recruitment will remain important considerations.

TCS’s planned recruitment underscores its stated commitment to expanding its US workforce while adapting to restrictions affecting its access to the permanent residency sponsorship process.

Myntra is preparing to add more than 26,000 seasonal workers ahead of its Big Fashion Festival, more than doubling the temporary workforce it brought on during the previous festive season.

The additional employees will support the company’s fulfilment, logistics and customer-service operations as shopping volumes increase during the festival period.

Hiring across fulfilment and delivery operations

Seasonal workers will be deployed across five Myntra fulfilment centres located in Bengaluru, Mumbai, Kolkata, Bilaspur and Binola.

The temporary roles will cover a range of activities, including:

• Sorting and grading orders
• Packing
• Last-mile delivery
• Customer service
• Fulfilment centre operations

Of the planned seasonal workforce, approximately 8,000 positions will be for delivery partners, while around 2,700 roles will support customer-service operations.

The additional manpower is expected to strengthen Myntra’s ability to handle higher order volumes during the festive shopping period.

Focus on women and persons with disabilities

Myntra said women are expected to account for approximately 30% of its seasonal fulfilment-centre workforce.

The company has also allocated more than 350 seasonal positions for persons with disabilities.

The hiring drive will bring workers from several states, including Odisha, Karnataka, Bihar, Uttar Pradesh, Madhya Pradesh and Jharkhand, along with other parts of the country.

Such interstate movement of workers is common during India’s peak e-commerce periods, when companies increase their temporary workforce to manage higher demand.

‘She Warrior’ initiative at Binola

Myntra is also introducing an employee-focused initiative at its Binola facility called ‘She Warrior’.

The pitch competition gives women working on the shopfloor an opportunity to present ideas and innovations that could improve operations or the workplace.

The initiative forms part of Myntra’s broader focus on involving its seasonal workforce in workplace and operational improvements.

Supporting faster deliveries

The additional workforce will support Myntra’s fulfilment and logistics network during the Big Fashion Festival.

This includes M-Express, the company’s expedited delivery service that offers delivery within 24 to 48 hours in eligible locations.

Myntra CHRO Govindraj MK said the company wanted its seasonal employees to have both employment and income opportunities while also feeling supported and recognised during the festive period.

Seasonal hiring expands with festive demand

Myntra’s plan to bring in more than 26,000 seasonal workers highlights the scale of temporary employment generated by India’s e-commerce sector during the festive shopping season.

The planned workforce is more than twice the number engaged by Myntra during the previous year, reflecting the company’s increased seasonal staffing requirement across fulfilment, delivery and customer-support functions.

India’s white-collar recruitment market recorded a strong year-on-year improvement in August, with hiring activity rising 14 per cent, according to the latest Naukri JobSpeak Index. The growth was led by the automotive, healthcare and retail sectors, signalling broader momentum across the job market.

The Naukri JobSpeak Index climbed to 3,028 in August 2026, compared with 2,664 in the same month last year. Hiring activity improved across both IT and non-IT industries, while demand increased across different experience levels.

Auto, Healthcare and Retail Drive Hiring Growth

The automotive sector recorded the strongest growth among major industries, with hiring increasing 19 per cent year-on-year in August.

Healthcare followed with a 16 per cent rise, while retail recruitment grew 15 per cent. Other sectors also reported positive hiring trends:

Pharma and biotech hiring remained unchanged from a year earlier. Hospitality and travel declined 4 per cent, while education recorded an 8 per cent fall.

Hiring Improves Across Experience Levels

The August recruitment data showed that employers were hiring across junior, mid-level and senior positions.

Fresher hiring increased 15 per cent compared with August last year. Professionals with four to seven years of experience saw a 10 per cent rise in recruitment.

Demand for more experienced professionals also strengthened:

• 8–12 years of experience: 16% growth
• 13–16 years of experience: 18% growth
• More than 16 years of experience: 13% growth

The increase in senior-level hiring points to improved demand for experienced talent, including managerial and leadership positions.

Festive Calendar Could Influence Hiring Trends

Hitesh Oberoi, Managing Director and CEO of Info Edge, said the August hiring figures should be viewed in the context of the festive calendar.

According to Oberoi, a larger part of the festive period fell in August last year, while this year’s festive activity is expected to be concentrated more in September. He indicated that the festive quarter would provide a clearer indication of the underlying recruitment trend.

Outlook for India’s Recruitment Market

The latest JobSpeak figures indicate that India’s white-collar hiring market has gained momentum, supported by strong recruitment in auto, healthcare and retail.

However, sector-specific weakness in education, hospitality and travel suggests that the recovery is not uniform across all industries. The coming festive quarter will be important in determining whether the August improvement translates into sustained hiring growth.

For job seekers, the rise in fresher and experienced hiring offers a positive signal, while employers may continue to focus on acquiring skilled talent across business and technology functions.

Mumbai: Bank of Baroda has announced recruitment for 2,482 Local Bank Officer (LBO) positions in Junior Management Grade/Scale-I (JMG/S-I) across 20 states and Union Territories.

The recruitment drive is aimed at strengthening the bank’s workforce in regional markets while creating career opportunities for banking professionals. The initiative is also expected to help the bank improve customer engagement by deploying officers with knowledge of local markets, languages and regional requirements.

Officers to serve in their selected state

A key feature of the recruitment is the location-based posting policy. Selected candidates will be posted in the state for which they applied for the first 12 years of service, or until they are promoted to Senior Management Grade Scale-IV (SMGS-IV), whichever occurs earlier.

According to the bank, the policy is intended to develop a workforce familiar with local customers, markets, languages and cultural requirements. This could help officers better understand regional banking needs and deliver services at the grassroots level.

The recruitment covers several states, including Gujarat, Karnataka, Maharashtra, Tamil Nadu and Odisha, among others.

Bank of Baroda recruitment eligibility

Candidates applying for the Local Bank Officer posts must be 21 to 30 years old as on August 1, 2026, with applicable age relaxations for eligible categories.

Applicants must have a graduation degree in any discipline from a recognised university.

The bank has also prescribed a minimum of one year of post-qualification experience as an officer in a Scheduled Commercial Bank included in the Second Schedule of the Reserve Bank of India Act.

Candidates must additionally have proficiency in the local language of the state for which they are applying. This includes the ability to read, write, speak and understand the language.

Application deadline

Eligible candidates can submit their applications online through the official Bank of Baroda recruitment portal. The application window will remain open until September 7, 2026.

Bank of Baroda Executive Director Lal Singh said the recruitment drive is intended to strengthen the bank’s workforce while creating opportunities for local talent and supporting economic development in the states where the bank operates.

The recruitment is part of the bank’s broader effort to build a workforce with stronger regional understanding and contribute to inclusive growth through employment and banking services.

Tata Steel has announced plans to invest ₹10,000 crore in Jharkhand over the next three years as part of its expansion strategy. The investment is expected to generate around 2,000 direct and indirect employment opportunities by 2028 while supporting the company’s capacity growth and sustainability goals.

The investment, announced in Ranchi on 20 July 2026, is aligned with Tata Steel’s objective of increasing its steel production capacity in India from the current 27.35 million tonnes per annum (MTPA) to 40 MTPA. The expansion will combine capacity enhancement with the adoption of cleaner and more efficient steelmaking technologies.

A significant portion of the investment, ₹7,000 crore, will be directed towards the development of HIsarna and Easy Melting Technology. HIsarna is Tata Steel’s proprietary low-emission iron-making process that eliminates the need for coke ovens, sinter plants, and pelletisation units, helping reduce carbon emissions and production costs. The technology has been in commercial operation at the company’s Netherlands facility for the past decade, producing approximately 60,000 tonnes of iron annually.

As part of the initiative, Tata Steel will establish a one-million-tonne pilot HIsarna plant at its Jamshedpur complex. The facility will utilise the site’s existing infrastructure and supply hot metal to the steelmaking units. Engineering and feasibility studies for the project are already underway.

The remaining investment will support downstream business expansion. Tata Steel will invest ₹2,600 crore to modernise its Tinplate Division, while ₹1,500 crore has been earmarked for expanding the Combi Mill. According to Sarvesh Kumar, Chief of Corporate Communication at Tata Steel, these projects will enhance production capacity and diversify the company’s product portfolio.

Company officials also highlighted that the HIsarna process can utilise Indian coking coal, reducing dependence on imported raw materials and lowering input costs. The technology also requires lower capital investment than conventional steel plants by eliminating several upstream processing facilities.

Through this investment, Tata Steel aims to strengthen its manufacturing competitiveness, accelerate the transition to low-carbon steel production, and create new employment opportunities in Jharkhand while supporting India’s growing infrastructure and industrial demand.

JPMorgan Chase is planning to recruit around 1,000 technology professionals across its Global Capability Centres (GCCs) in India, reinforcing its commitment to expanding its digital and technology capabilities despite the growing adoption of artificial intelligence (AI).

The hiring drive will primarily target specialists in cloud architecture, cybersecurity, AI data pipelines, and software engineering. As part of the recruitment process, candidates will undergo HackerRank-based assessments to evaluate their coding proficiency, algorithmic thinking, data structures, and system architecture expertise.

The new hires will support JPMorgan’s global technology initiatives while strengthening its expanding GCC operations in India.

The banking giant currently employs approximately 55,000 professionals across its technology centres in Bengaluru, Hyderabad, and Mumbai. The latest recruitment aligns with the company’s long-term investment strategy in India, including plans to develop Asia’s largest Global Capability Centre campus in Mumbai. Scheduled for completion by 2029, the two-million-square-foot facility is expected to accommodate nearly 30,000 technology and operations professionals.

The expansion comes soon after JPMorgan CEO Jamie Dimon stated that AI has reduced staffing requirements by 30–40% in certain business functions by significantly improving productivity. However, he emphasised that AI should not be viewed as a permanent competitive advantage, as its benefits are expected to become widely accessible across the industry.

JPMorgan’s hiring strategy reflects a broader industry trend, where organisations continue to invest in highly skilled technology talent even as AI automates routine tasks. Demand remains particularly strong for professionals with expertise in artificial intelligence, cloud computing, cybersecurity, data engineering, and digital infrastructure, making India an increasingly important hub for global technology and innovation.