Global Capability Centers in India: A Complete Setup Guide

Wondering what it actually takes to set up a global capability center in India, and how long it is before your first engineer is doing real work?

Here is the fact that reframes most India plans: entity registration and hiring do not have to run in that order. Do them in parallel and you start delivering months earlier.

This guide is for founders, COOs, and heads of engineering at US and global companies sizing up an India capability center for the first time.

It covers what a GCC really is, six setup models, honest 2026 costs, the compliance stack, how to pick a city, and the question most guides skip: who ends up owning the entity.

In 6+ years we have helped 300+ global companies launch in India, managing 2,000+ employees and $20M+ in annual payroll. Everything below comes out of that work.

For scale: India now hosts 2,117 GCCs across 3,728 centers, employing about 2.36 million professionals and generating $98.4 billion in annual revenue in FY2026, per our India GCC Landscape Report FY2026. That is roughly half the world's GCCs in one country.

What is a GCC in India?

A Global Capability Center (GCC) is a wholly owned offshore or nearshore entity that a global company builds in India to run strategic business functions, engineering, AI, finance, and product development, directly as part of its parent organization.

You own the team. You own the IP. Your people work exclusively for you, aligned to your roadmap, your culture, and your delivery standards.

GCCs go by several names: global in-house center, captive center, GIC. They all describe the same structure, a dedicated unit fully integrated into the parent company rather than a third-party vendor relationship.

Here is the simplest test: does the person on the other end of the call carry a @yourcompany.com email address? If yes, it is a GCC. If not, it is a vendor.

What shifted in 2026 is the scope. 96% of GCCs launched since FY2021 came with a product or portfolio mandate, and roughly half now run AI-first.

JPMorgan runs core risk analytics from Bengaluru. Goldman Sachs builds trading infrastructure from Hyderabad. Google's India teams own entire product lines. For who else is already here, see our list of global captive centers in India.

This is no longer offshoring to India with extra steps. It is your company, in India, driving innovation at scale inside the world's most established GCC ecosystem.

How is an India GCC different from IT outsourcing?

A GCC gives you full ownership of the team, the IP, and the roadmap. IT outsourcing and staffing agencies give you contracted execution with shared loyalty and contract-based IP.

The GCC versus outsourcing question comes up in almost every conversation we have with US founders, and the answer lives in four dimensions.

GCCs win when you are building for the long term and need your India team to think like owners, not contractors.

IT vendors and staffing agencies win when you need fast execution on a scoped project without the infrastructure investment.

If software development is your immediate need rather than a full GCC, our guide to outsourcing software development to India covers vendor selection and cost benchmarks.

Most global leaders end up using both: a GCC for core product and IP work, and a vendor for commodity execution.

Read our complete outsourcing to India pros and cons guide before making the decision.

If you are exploring what building a dedicated India team looks like before committing to full GCC ownership, our guide on building an offshore team in India covers the models, timelines, and what to do first.

If you are evaluating something smaller than a full captive GCC, an Offshore Development Center is the mid-ground worth understanding before you commit.

You know what a GCC is and how it beats outsourcing. The next question: why India, and why now?

Why is India the top GCC destination in 2026?

India is the top GCC destination because no other country combines talent depth, cost advantage, and ecosystem maturity in a single geography at this scale. India hosts around half of the world's GCCs, and four structural reasons explain why global companies keep choosing it.

• India produces 2.5 million STEM graduates annually and employs around 5.8 million tech professionals, the largest AI-capable workforce outside the US and China, per Wisemonk's India Investment Intelligence 2026 report.
• The cost advantage runs 70 to 85% versus the US at junior levels and 50 to 65% at senior levels, with India's demographics sustaining this through 2040.
• The India AI Summit in February 2026 secured $250 billion in AI infrastructure commitments, directly expanding the talent and technology base every GCC draws from.
• India's GDP is growing at 7.3%, the fastest of any major economy, contributing 17% of global GDP growth in 2026.

India already hosts more than 250,000 AI and ML professionals across 250-plus dedicated AI centres of excellence inside its GCCs.

That is why AI and product teams treat India as an innovation hub rather than a back office. Engineering R&D is the fastest-growing segment of all, now a $63 billion market, as our breakdown of India's engineering R&D market shows.

For the broader signal on how this talent shift is redirecting global hiring, see our analysis of India's expanding talent market.

India is the destination. The next decision is which model gets you there fastest.

Which GCC model is right for your company?

The right GCC model depends on how fast you need to hire and how much upfront capital you want to commit. Six models are on the table: Wholly-Owned Subsidiary, Build-Operate-Transfer, Employer of Record, Managed GCC, Hybrid EOR-to-Captive, and the Fully Operated Entity.

In our experience guiding hundreds of India expansions, US companies almost always underestimate how many paths exist beyond the standard captive setup.

1. Wholly-Owned Subsidiary (Captive Model)

The captive model is the gold standard for global enterprises with a long-term India commitment and a headcount target above 50.

You own the entity, every employee, and every line of IP from day one, with full cultural integration and direct governance. Setup runs 3 to 6 months with experienced local help, and closer to 6 to 12 months if you assemble it yourself.

For how the legal structures compare before you file, see our business setup in India guide.

Best for: Companies committed to India for 5+ years with 50+ headcount in year two.

2. Build-Operate-Transfer (BOT)

A local partner builds and runs your GCC for 18 to 36 months, then transfers full ownership to the parent company.

It reduces early-stage execution risk and gets you operational in 2 to 4 months, without the upfront capital of a full captive.

Read more: Build Operate Transfer India for GCC Setup

Best for: Companies entering India for the first time that want a managed path to captive ownership without execution risk.

3. Employer of Record (EOR)

An Employer of Record legally employs your GCC team on your behalf while you direct all the work, with no entity setup, no upfront capital, and no registration delay.

Wisemonk EOR issues a compliant contract and onboards your hire in under 48 hours, from $99 per employee per month, with statutory compliance across all 28 states and 8 union territories.

Most playbooks treat EOR as a fallback for companies that cannot afford a WOS. The sharper read is the opposite: EOR is the fastest strategic entry point to GCC ownership, not a consolation prize.

Best for: Series A and B startups testing India with 5 to 50 engineers before committing to entity setup.

Read our EOR vs GCC in India guide to see exactly when each model makes sense for your stage.

If you are still building the internal case, our breakdown of why companies set up GCCs in India covers the economics your CFO will ask about.

4. Managed GCC (GCC-as-a-Service)

A specialist partner handles day-to-day operations including infrastructure, recruitment, HR, and compliance, all under your brand and governance.

You get operational efficiency without the administrative burden of running an entity, and can be operational in 2 to 6 weeks with zero CAPEX commitment.

Best for: Mid-sized global companies needing rapid deployment for support functions, shared services, or finance and analytics teams.

5. Hybrid EOR-to-Captive

This is the model most US startups actually choose in 2026, and the one most competitor guides still underexplain.

You start with EOR in week one, onboarding engineers in under 48 hours once selected, while your Private Limited Company registration runs in parallel.

The outcome: zero hiring gap, full IP ownership by month six, and a GCC team that has been executing for you from the very first week. This is the path Wisemonk is built specifically to support end-to-end, from EOR onboarding through to entity transition.

Best for: Growth-stage US companies that need speed now and full ownership later, without sacrificing one for the other.

6. Fully Operated Entity (You Own It, a Partner Runs It)

This is the newest model of the six, and it solves the problem build-operate-transfer was invented for without the ownership gap in the middle.

Your India subsidiary is incorporated in your name from day one. A local partner then operates it: the resident director seat, statutory compliance, payroll, HR, banking, recruiting, equipment, and office space.

You hold 100% of the equity the whole way through. When you want the controls yourself, the director seat, banking, and records hand over for a one-time transition fee.

The difference from BOT matters more than it sounds. In a classic build-operate-transfer deal the partner holds the entity first and hands it over later. Here there is nothing to hand over, because it was never theirs.

Practically, it lands between EOR speed and DIY control: live in weeks rather than months, with local invoicing and IP in your own name from the start.

Best for: Market entrants appointing India sales teams, offshore builders scaling delivery beyond EOR, and companies graduating off an EOR into an entity of their own.

Strip it down to the three choices most teams actually weigh, and the trade-off is speed against control:

That middle column is where most companies land once India is more than a pilot but they are not ready to staff a compliance function of their own.

Weighing the two head to head at startup scale? Read India EOR vs Captive Entity for US Product Startups.

With your model clear, here is exactly how the setup process works from week one to go-live.

How do you set up a GCC in India, step by step?

GCC setup in India takes 8 to 24 weeks if you sequence it right, or one to two weeks to your first working engineer if you start with EOR. The seven steps below are in the order that works, from 300+ India market entries.

1. Define Your Strategic Scope

A cost center and a Center of Excellence for AI, research, and engineering need completely different cities, talent profiles, and leadership. Decide which one you are building before you pick anything else.

Your city answer comes from the work, not the map.

2. Choose Your City and Model in the Same Meeting

Every day you decide one without the other is a day added to your timeline.

Bengaluru leads for AI, analytics, and product engineering. Hyderabad runs about 15% cheaper and is the fastest-growing hub for BFSI, pharma, and finance teams.

Chennai and Pune cover automotive, SaaS, and engineering at lower cost, while tier II cities like Ahmedabad and Coimbatore offer 25 to 30% further savings with lower attrition.

Wondering how these choices stack up week by week? See our timeline to launch a GCC in India.

3. Register Your Legal Entity via SPICe+

Five government registrations, one integrated filing: name reservation, DIN, DSC, PAN, and TAN, all handled through the Ministry of Corporate Affairs (MCA) SPICe+ system.

Foreign nationals cannot use e-MoA or e-AoA and must physically sign and apostille incorporation documents. Registration takes 8 to 12 weeks.

Our company registration in India guide maps every filing and director requirement step by step.

4. File FEMA and Complete Compliance Before You Hire

The FC-GPR filing with the RBI is due within 30 days of share allotment. It is the single most commonly missed deadline in GCC setups, and penalties compound from day 31.

Register for EPF, ESI, and the Shops and Establishments Act in each state where employees work. That last one alone typically takes 1 to 4 weeks per state.

The uniform 15.5% transfer-pricing safe harbour margin from Union Budget 2026 now covers about 80% of financial-services GCCs, which cuts transfer pricing disputes sharply.

Every filing date in one place: our India payroll deadlines calendar.

Want the filing sequence on its own? Our guide on how to set up a GCC in India walks through the models and steps in order.

5. Set Up Infrastructure

Grade A coworking in 2026 is not a fallback. It is a strategy.

Enterprise-grade cybersecurity, VPN, and DPDP-aligned data protocols come standard in major GCC-ready workspaces. Start flexible. Commit to long-term Grade A or SEZ office space when your team crosses 30 to 50 people and the tax savings justify the lease.

6. Hire Your India Head Before Anyone Else

Every underperforming GCC we have seen in 6+ years had the same root cause: the first hire was an operations manager, not a leader.

Your India Head has to be a P&L-accountable senior executive who can run hiring, represent the parent company, and decide without a 12-hour approval loop.

Sourcing and closing a strong one takes 30 to 45 days, so build your pipeline around that appointment rather than before it. For the engineers you need in parallel, our India recruitment team sources across tier I and tier II cities.

7. Activate Governance Before Week One

SLAs signed before your first engineer joins. Not after the first quarter ends. Not after the first attrition spike.

Define reporting structures, KPIs, HQ communication cadence, and performance benchmarks before the team is operational.

From our experience, GCCs with active governance in week one retain 20 to 25% more of their team in year one, and earn strategic status inside the parent company far sooner.

India GCC Setup Timeline

Companies that start with EOR bypass the entity setup window entirely. First engineer working: one to two weeks. Full captive transition: month six.

Setup sequence mapped. So what does it actually cost to run?

How much does it cost to set up a GCC in India?

A 50 to 100 person GCC in India costs $500,000 to $3 million to set up and runs $25,000 to $80,000 per engineer a year, delivering 40 to 60% total operating savings versus the US.

Put differently: the engineer who costs $180,000 in San Francisco costs around $45,000 in Bengaluru for the same output.

One number most cost guides miss: GCCs in India pay 20 to 25% above what local IT firms offer for the same role.

They still deliver 50 to 65% cost efficiency over the US at senior levels and 70 to 85% at junior levels. The premium buys better talent and the arbitrage still wins comfortably.

What drives GCC setup cost in India?

• City tier moves the needle most. Bengaluru commands a 25 to 40% premium over tier II cities like Ahmedabad and Coimbatore, with Hyderabad running 10 to 15% cheaper at comparable talent depth for analytics, BFSI, and engineering.
• Team size changes the per-head math. Fixed overhead including legal, compliance, and HR infrastructure plateaus after 30 people, so expanding firms see meaningfully lower cost per head at 50 than at 20.
• Role mix adds a real premium. AI, ML, and cybersecurity roles command 15 to 25% above standard software development rates across all tier I hubs, reflecting global demand that India's talent pool is uniquely positioned to meet.
• Infrastructure choice shifts the curve. SEZ locations reduce effective total cost by 15 to 30% through tax holidays and duty-free equipment imports, making location selection a financial decision as much as an operational one.
• State incentives lower year-one cost further. Maharashtra's GCC Policy 2025 reimburses 40% of salary above Rs 1 lakh a month in Zone I and 50% in Zone II, capped at Rs 50,000 per employee per month.

That runs for three years and covers up to 100 employees a year. Uttar Pradesh works differently, reimbursing salary up to Rs 1.8 lakh a year for state-domiciled employees and Rs 1.2 lakh for others.

Uttar Pradesh adds a 25% capital subsidy and a 20% subsidy on operating expenses, while Karnataka offers EPF, rent and power subsidies for larger units outside Bengaluru.

Eligibility everywhere is tied to headcount, location and sector, and these policies get revised, so confirm the current terms before you build them into a model.

The EOR-to-entity crossover point sits between 25 and 40 employees for most team profiles. Below that headcount, EOR delivers stronger cost effectiveness than a full subsidiary with zero upfront commitment.

Model your own crossover point with the EOR vs Entity Calculator before you commit to either path.

Full line-item breakdown: GCC cost in India.

Costs are one side of the equation. The legal structure sitting underneath them determines whether every number in that table is protected from regulatory exposure.

What is the legal structure and compliance framework for a GCC in India?

The wholly owned subsidiary, registered as a Private Limited Company, is the clear standard for GCC setup in India.

It gives you 100% foreign direct investment under the automatic route, full IP ownership, and clean permanent establishment protection from day one.

Four entity structures exist in total, and three carry trade-offs most US founders only discover after registration.

Which entity structure should you choose?

A limited liability partnership and a joint venture are both valid alternative structures, but each carries FDI and IP limits that disqualify it for most GCCs. The branch office is the structure that catches US founders off guard most often.

It is not a separate legal entity, which means no PE protection, no retained profits, and no clean IP ownership, a combination that disqualifies it for any GCC running engineering, finance, or accounting operations.

Structure settled, there is one more ownership question worth asking before you sign anything.

Who actually holds the shares in your India entity?

This question decides whether your India entity is genuinely yours, and almost nobody asks it early enough.

Indian company law requires at least one director who is resident in India, defined as 182 days or more in the financial year. That is a genuine obstacle when your whole leadership team sits abroad.

Some setup providers solve it by placing a nominee into your shareholding, not just onto your board. That is where lock-out risk quietly enters the deal.

If the relationship later sours, someone else is holding your equity, and unwinding that is slow, expensive, and entirely avoidable.

The cleaner arrangement is to hold 100% of the shares yourself from incorporation and have a partner supply only the resident director seat and the operations underneath it.

So ask any prospective partner two questions before you sign: whose name goes on the share register, and exactly what it takes to get the director seat and bank mandate back.

What are the key compliance requirements for a Global Capability Center (GCC)?

Five deadlines define your compliance health in year one. Miss any one of them and the consequences range from compounding penalties to frozen operations to enterprise clients removing you from their vendor lists.

• File FC-GPR with the RBI within 30 days of every share allotment, with no exceptions and no extensions, because penalties compound from day 31.
• Register for EPF, ESI, and the Shops and Establishments Act in every state where employees work, not just your primary office location.
• Document all intercompany transactions at arm's length. The uniform 15.5% safe harbour margin now applies under a revised Rs 2,000 crore threshold.

It covers about 80% of financial-services GCCs, and is the single biggest transfer pricing relief the ecosystem has seen in a decade.

• The Income Tax Act 2025 is live from April 1, 2026. TDS on salary moves from Section 192 to Section 392(1) and Form 24Q becomes Form 138, so any GCC running legacy payroll configurations is filing incorrectly right now.
• India's four Labour Codes came into force on 21 November 2025, consolidating 29 central laws on wages, social security, industrial relations and workplace safety.

GCC employment contracts, payroll, and PF and ESI setup all have to reflect the new Codes, with several state-level rules still rolling out.

• The Digital Personal Data Protection Act, with its Rules notified in November 2025, phases in through May 2027.

It covers consent management, 72-hour breach reporting, and cross-border transfer controls that are already showing up in enterprise client contracts ahead of the deadline.

The full statutory compliance calendar is mapped deadline by deadline in our payroll compliance in India guide.

And if you want to confirm your structure is clean before your first hire goes live, our permanent establishment risk guide walks through exactly what triggers PE exposure in India.

How do you protect IP in your India GCC?

Most US founders assume Indian employment law mirrors US work-for-hire doctrine. It does not.

India's Copyright Act 1957 defaults IP ownership to the creator, not the employer, unless the employment contract explicitly assigns it.

One missing clause can invalidate your IP position on years of engineering and digital transformation output.

Three things protect you from this.

Every employment agreement needs an explicit IP assignment clause, not a generic NDA. Our employment agreements in India guide covers exactly how this clause needs to be structured to hold under Indian law.

Contractor agreements need even more explicit language. Indian contractors own their work by default, and a confidentiality agreement alone does not override that.

Our EOR contracts include IP assignment from the first day of onboarding, protecting your code, product, and proprietary data before the first commit is pushed.

Legal structure and compliance are sorted. The decision that most shapes attrition, talent quality, and long-term cost is still ahead: which city you choose.

Where are the best cities to set up a GCC in India?

The best city depends on the function you are building, because that choice shapes your retention curve and real cost per engineer more than any HR policy you write.

Annual attrition runs around 25% in Bengaluru against 12 to 15% in tier II cities like Coimbatore. That gap is the whole argument.

Tier I GCC Hubs

Bengaluru for AI. Hyderabad for BFSI. Chennai for stability. Mumbai for financial services. Choose the function before you choose the city.

By GCC footprint, Bengaluru leads by a wide margin, followed by Hyderabad, Delhi NCR and Pune, per our India IT Services Analyst Report 2026.

It also holds the largest concentration of engineering R&D talent in the country, which is why advanced AI and product teams cluster there.

The Tier II Opportunity Most Companies Miss

This is the number almost nobody talks about: Bengaluru's 25% attrition rate adds 15 to 20% to your real annual cost per engineer once you factor in rehiring cycles, ramp time, and lost institutional knowledge.

Ahmedabad. Jaipur. Coimbatore. Kochi. These cities hold attrition at 12 to 15% and run 25 to 30% cheaper than Bengaluru.

They also have the office infrastructure to back it up, which simply did not exist three years ago.

Tier II is not where you go because you cannot afford Bengaluru. It is where you go because you understand retention math better than your competitors do.

Want the full city-by-city breakdown covering salary ranges, talent depth, and attrition data? Our GCC hubs in India guide compares every major hub in detail.

City chosen. Now the question every founder eventually hits: what actually goes wrong during GCC setup, and how do you stay ahead of it?

What challenges do companies face during GCC setup, and how do you avoid them?

It is never the technology. It is never the city. From our experience helping 300+ global companies build India operations, it is almost always one of these five.

• Multi-state compliance gaps: India runs 28 states with different professional tax rates, minimum wages, and Shops Act rules. One payroll setup does not cover all of them. Fix: bring in an India compliance specialist from week one, not after your first penalty notice.
• Missed RBI deadlines: A single late FC-GPR filing can freeze GCC operations for 90 days while the dispute resolves. Fix: treat the 30-day window as your hardest calendar deadline and opt into the 15.5% safe harbour before your first intercompany transaction.
• Attrition draining your cost arbitrage: Mid-level Bengaluru engineers hold four to five competing offers at once, and winning on salary alone fails by month eight.

Fix: CTC tax optimisation lifts take-home pay without raising your employer cost. It is the fastest retention lever most GCCs never pull.

• Governance built six months too late: GCCs without SLAs and reporting lines default to vendor-mode thinking within 90 days, and rebuilding that takes years.

Fix: sign the governance framework before your first engineer joins, not after your first attrition spike.

• Entity setup blocking six months of hiring: Waiting for your Private Limited Company to clear before hiring anyone is the most avoidable GCC delay there is.

Fix: start with an Employer of Record in week one, run registration in parallel, and migrate the team into the captive when it clears, with no re-hiring.

Companies that bring in the right local expertise launch materially faster. Our guide to the top GCC setup consultants in India covers what to look for before you sign.

Knowing the pitfalls is half the battle. Knowing what success looks like from day one is the other half.

How do you measure GCC success in India?

GCC success tracks across four dimensions: cost efficiency, talent health, operational output, and strategic contribution. Set these key performance indicators before your first engineer joins, not after your first attrition spike.

The fastest way to improve every number in that table is CTC tax optimisation, which raises employee take-home pay without raising your employer cost.

Use our Employee Cost Calculator to model the impact for specific roles before your first hire.

You now know the process, the cost, the legal structure, what goes wrong, and what success looks like. Here is the partner that makes sure all of it goes right.

How does Wisemonk help you set up a GCC in India?

Wisemonk is an India-native EOR and Agent of Record, helping global companies hire, pay, and manage India teams without setting up a local entity.

Across 6+ years we have helped 300+ US and global companies build their India operations, onboarding 2,000+ employees, processing $20M+ in annual payroll, and earning a 4.8/5 rating on G2. That work includes building GCCs in India end to end.

See how global teams have built in India with us: OneReach.ai stood up a high-impact marketing and growth team quickly, and Onform built its India engineering team to accelerate its product roadmap.

Most global companies lose 3 to 6 months waiting for incorporation before they can hire. Once you have chosen your people, we onboard them in under 48 hours while entity registration runs in parallel.

What Wisemonk handles end-to-end for your GCC

• Day-one hiring on our EOR from $99 per employee per month, with compliant contracts, PF, ESI, TDS, gratuity and state-level compliance across all 28 Indian states
• Managed payroll for companies that already have their own entity, aligned with the Income Tax Act 2025 effective April 2026
• Company registration and GCC entity setup covering SPICe+ filing, FEMA, FC-GPR, PAN, TAN, GST and DPDP readiness

A fully operated India entity, incorporated in your name and owned 100% by you from day one, with the resident director seat, banking, compliance and HR run for you until you take over

Managed office space through WeWork and partner providers, plus equipment provisioning, so your team has somewhere to sit from week one

• India-based recruiters who source and place engineering, AI, product, analytics, and operations talent across tier I and tier II cities
• Agent of Record and vendor payments for compliant contractor management and foreign remittances
• CTC tax optimisation that raises employee take-home pay, directly improving retention
• Dedicated HR business partners with named people on your account, not ticket queues or chatbots
• Security and governance built in: MDM-managed devices, SSO with your identity provider, least-privilege access, and data handling aligned to the DPDP Act
• Equipment procurement and delivery of laptops, phones, and peripherals to employees anywhere in India

Wisemonk Entity: your India company, owned by you, operated by us

The EOR is one half of what we do. The other is building and operating an India entity that is yours outright, which runs in four stages:

• Build: the entity incorporated, registered and banked, in weeks rather than months.
• Operate: compliance, payroll, people and banking run for you on our platform.
• Graduate: you take full control whenever you are ready, for a one-time transition fee rather than a penalty.
• Own: you hold 100% of the equity at every stage, from day one onward.

That last stage is the point. Unlike nominee-ownership models, nobody else ever holds your shares, so we operate on your behalf rather than over you.

Three service levels, so you choose how much we run

How much of the operation you hand over is your call, and it sets the level:

1. Nominee and Compliance: we hold the resident director seat and carry statutory compliance, while you run banking yourself.
2. Managed Operations: we operate the entity day to day and you approve the large payments.
3. Fully Operated: we act as your outsourced India COO and finance function.

Most companies start in the middle and move in either direction once the team settles.

What the operating layer includes

Whichever level you pick, one accountable team covers all of it:

• Resident director: the mandatory local seat, filled, so the 182-day rule stops being your problem.
• Statutory compliance: ROC, GST, TDS and every periodic filing.
• Payroll and HR operations: run on our own platform, covering the full lifecycle from hire and onboard through pay, manage, equip, support and offboard.
• Banking operations: executed within authority limits you define.
• Recruiting: hiring your India team across sales, delivery and engineering.
• Equipment and workspace: devices provisioned and managed, plus managed office space through WeWork and partner providers.
• Legal coordination: inter-company MSAs and in-house counsel, with connections to external firms where you need them.

Behind that sit India recruitment expertise and GBS and India-entry transformation experience, and the arrangement carries D&O and professional indemnity cover with defined authority limits.

On pricing, keep the two halves apart. Employer of Record is a published rate from $99 per employee per month, with no hidden fees and no minimum commitment on headcount or contract length.

Entity work is a custom quote instead: a one-time setup fee plus a monthly management fee that combines a base with a per-employee element, where the base scales with the service level you choose.

It suits three situations in particular: market entrants appointing India sales teams, offshore builders scaling delivery beyond an EOR, and companies graduating off an EOR into an entity of their own.

Why do global companies choose Wisemonk over global EOR platforms?

Global EOR platforms cover 90 to 150 countries and spread their India expertise thin. We cover India at a depth those platforms cannot match, from Karnataka GCC Policy filings to Professional Tax slabs in Maharashtra that change mid-year.

Whether you're launching a 10-person pilot or scaling a 500-member GCC, we flex with your growth. Companies that start with our EOR model transition to wholly-owned subsidiaries once India operations stabilize, and we support that shift without re-hiring or contract disruption.

What our clients say:

“I've been working with Wisemonk as an EOR employee for past two years. The onboarding call was really good and they even helped my team onboarding as well. They helped me with the macbook, iphone devices procurement. Their interface is good and I can manage my team in a single interface”
- Felix S. Senior Software Development Engineer Read the full review on G2 →

“Wisemonk was instrumental in identifying and assisting in the recruitment of three successful senior executives. The team took a hands-on approach to solving the client's needs, and Wisemonk iterated multiple approaches to problem-solving based on the client's needs and directional shifts.”
- Hariher B Co-Founder, BuyEazzy Read the full review on Clutch →