Landing a leadership role in a Global Capability Centre (GCC) is no longer just about strong credentials or years of experience. What often tips the scale is who knows you, how they know you, and what they think of you.
According to LinkedIn’s 2025 global findings, more than 80% of professionals say networking directly helped them secure a new job or career opportunity. That’s not just for mid-level roles… It’s even more relevant when you’re aiming for leadership positions in GCCs.
And nearly 70% of GCC hiring managers in India use LinkedIn to source, evaluate, and approach talent. That makes networking not just helpful but a necessity if you want to land a GCC job.
In my earlier blog on how to build future-ready GCC teams, I discussed the leadership skills GCCs require today. This piece goes one level deeper. I’m not just talking about skills but also about networking strategies to secure a job in the GCC.
Here are some practical steps you can take to be seen, heard, and remembered by the people who make hiring decisions.
Why networking matters in GCC hiring?
Unlike traditional corporates with fixed hiring processes, GCCs move faster. For senior and leadership roles, most hiring happens through referrals, trusted introductions, and personal connections.
Think of it this way:
- A resume tells your story.
- But networking gets someone else to say it for you (often in rooms you don’t even know about).
For employees and candidates, the question isn’t, “Should I network?” It’s:
👉 Am I visible where decision-makers are already looking?
That’s where these strategies come in.
Top 10 networking strategies to land a job in GCC
1. Optimise LinkedIn profile
Your LinkedIn is often your first impression. Update your headline to highlight GCC-relevant leadership skills: digital transformation, global operations, and innovation. Use your “About” section to showcase impact. Recruiters use keywords to filter; don’t make them guess.
2. Tap alumni connections
Former classmates or colleagues already working in GCCs can be your warmest bridge. Instead of asking directly about jobs, start with genuine curiosity about their journey. A single conversation can uncover openings that have never been publicly posted.
3. Join industry communities
GCC decision-makers often attend forums, webinars, or niche events. Be present in places like NASSCOM’s GCC Conclave or leadership roundtables. Even virtual participation followed by a thoughtful message helps you stand out.
4. Ask for informational chats
Instead of saying, “Can you refer me?” Try: “I’d love to hear about your experience building teams in a GCC.” These low-pressure conversations often lead to referrals later, but only after you’ve built trust.
5. Leverage peer networks
Many candidates underestimate peer groups. Join curated WhatsApp, Slack, or LinkedIn groups focused on GCC talent. Referrals often flow from peers who hear about openings before HR posts them.
6. Secure warm referrals
Cold applications often struggle to stand out in applicant tracking systems. A warm introduction (even a short line from a mutual contact) dramatically increases your chances. Focus less on sending 100 resumes and more on securing 10 strong introductions.
7. Perfect your elevator pitch
When you do connect with a GCC leader, you have 60 seconds to make it count. Prepare a crisp story: “I’ve led transformation across global teams, and I’m excited to bring that to GCCs, driving end-to-end innovation.” Practise until it feels natural.
8. Build recruiter relationships
Specialist executive search firms like us handle many GCC leadership mandates. Don’t just reach out when you need them. Share career updates every few months. Recruiters remember candidates who stay engaged consistently.
9. Show up in virtual spaces
Webinars and leadership panels are underrated networking goldmines. Leaders notice people who ask insightful, specific questions. A good follow-up message after such events often opens the door to deeper conversations.
10. Follow up with value
Networking isn’t a one-off transaction. Stay on people’s radar with meaningful follow-ups. You can congratulate them on company wins, share a relevant article, or check in respectfully. Decision-makers remember those who add value, not those who only ask.
Common networking mistakes
Even the best candidates slip up. Here are seven networking mistakes to avoid:
These may look small, but they’re the difference between being remembered and being ignored.
Wrapping Up
When you are visible, credible, and connected, you can acquire a role in a GCC with ease. The right networking strategies to land a job in GCC help you cut through the noise, stay top of mind for decision makers, and position yourself as a leader even before the interview.
And remember,
Networking is not about adding 1,000 contacts. It’s about building 10 strong relationships that open 100 doors.
In my earlier article on how to build your talent strategy, I spoke about how organisations hire leadership talent. This article flips the lens, giving you the playbook to be the talent they remember and choose.
So, start today.
Optimise your profile. Reach out with intent. Build consistent visibility.
In GCC hiring, leaders who establish connections before opportunities arise are the first to be called when those opportunities open. Or in case you need help with opportunities, feel free to contact us.
Frequently Asked Questions
FAQs: Quick answers for GCC candidates
Extremely. Over 80% of professionals globally credit networking for job opportunities, and in GCC hiring, it's often the most significant differentiator.
LinkedIn. Nearly 70% of GCC hiring managers in India actively use it to source and evaluate candidates.
Informational chats, alum outreach, referrals, and consistent engagement in professional forums.
Yes, but respectfully. Frame your outreach as curiosity about these leaders' journeys or insights, not as a job request.
Be present in GCC panels or webinars, ask thoughtful questions, and follow up meaningfully.
Corporate Stalwarts is a trusted recruitment firm with 20+ years of expertise in executive search and leadership hiring.
We’ve placed 10,000+ candidates across 600+ companies in FMCG, Manufacturing, IT, Pharma, and more. Our 1M+ candidate pool and 48-hour turnaround enable fast, high-quality hiring solutions.
We help businesses build high-performance teams with precision, speed, and industry expertise.
