Why GCC Hiring Is Slow and How AI Recruiting Software Helps

GCC (Global Capability Center) hiring is slow for several reasons, but one important reason is the delay in identifying the talent for roles related to AI and data. These roles are central to GCC growth.

The 2026 Nasscom-Zinnov report states that 2,117 GCCs in India employ about 2.36 million professionals, and describes them as increasingly leading AI work and owning global products and platforms. Finding the right candidates for these roles is only half the job. Interviewing them relies on senior engineers’ availability, which again slows down the process.

AI recruiting software solves these challenges by automating the recruitment process end to end. The rest of this blog covers where GCCs lose time in hiring and how Berribot’s AI recruiting software reduces those delays so GCCs can hire top talent faster.

Where Do GCCs Lose Time in Hiring?

GCCs generally lose time in finding candidates with the right skills, interviewing them, confirming they are genuine, and retaining them.

1. Finding candidates with the right skills

ManpowerGroup’s 2026 survey found that 82% of employers in India struggle to find skilled talent, against 72% globally. AI skills are now the hardest to find, resulting in delays.

2. Interviews wait on senior engineers

In a manual hiring process, interviews for technical roles are delayed due to senior engineers’ availability. And every hour they spend on interviews is time away from contributing to the work the GCC was set up for. Interviewers are also subject to personal impressions. When teams in different cities interview separately, two equally skilled candidates can get different results.

3. Fraudulent candidates slip through

Gartner research says 6% of candidates admitted to interview fraud. When a fraudulent candidate is found, the role reopens and the hiring process starts again. Here, more than a delay, a fraudulent hire can reach the parent company’s systems and data, creating a security risk.

4. Candidates decline offers and employees leave

Zinnov puts attrition across India’s GCCs at 16% in 2026, and at 18–25% in AI and cloud roles. Additionally, Gartner’s global candidate survey found that only 51% accepted the offer from their most recent application process, down from 74% in 2023. When a candidate declines an offer or a new hire resigns, the recruiter has to restart the search.

The reasons for these delays can be solved by automating the recruitment process with AI recruiting software.

How Does Berribot's AI Recruiting Software Fix Slow GCC Hiring?

Berribot’s AI recruiting software, Berri 360, solves the slow GCC hiring by handling the entire recruitment process automatically without constant recruiter intervention. It has four AI agents that plan and work together to complete screening candidate resumes, contacting candidates and scheduling interviews, conducting first-round interviews, and monitoring the session.

After the interviews, recruiters and hiring managers interact with the candidates and make data-informed hiring decisions.

Here is a breakdown of how each AI agent automates the hiring stages, removing delays:

1. Berri Search & Match screens and ranks resumes

Recruiters share the job description, and Berri Search & Match screens resumes semantically to recommend the top 1% of candidates. Recruiters don’t have to waste time reading resumes one by one. They can directly review the top talent who fit the role.

2. Berri Connect contacts candidates and schedules interviews

Berri Connect contacts candidates through a voice call to ask screening questions, check candidate availability, coordinate panel calendars, and schedule interviews. The candidates are engaged 24/7 across WhatsApp, SMS and email, giving timely reminders to join interviews. This solves the delays occurring when recruiters reach candidates themselves.

3. Berri MasterMind conducts structured first-round interviews

Berri MasterMind conducts structured, two-way conversational interviews 24/7 in 140+ languages. It evaluates candidates’ technical, behavioral, and communication skills against consistent criteria. The evaluations are bias-free and the scoring is explainable. It can conduct 20,000+ interviews in a single day, freeing senior engineers to do their job.

4. Berri Proctor verifies the candidate and flags fraud attempts

Berri Proctor monitors the candidate throughout the interview to flag fraud attempts in real time. It does this through face match, voice match, lip-sync verification, liveness checks, tab-change monitoring and deepfake indicators. Recruitment teams are alerted to fraud attempts with timestamped screenshot evidence, preventing companies from hiring fraudulent candidates and from restarting the search for the role.

After the interview, recruitment teams can review detailed scorecards that show the reasoning behind each candidate’s score. This helps in making informed hiring decisions.

What Results Can GCCs Expect From Automating the Recruitment Process With Berribot?

Berribot customers see the following benefits after automating their hiring process with Berribot’s AI recruiting software.

• Time to offer: from 25+ days to 10 days

• Recruiter time saved: 9.5 hours per offer

• Select-to-offer rate: from 33% to 78%

• Cost-per-hire: 78% lower

• Show-up rate: 2x higher

• Fraud detection accuracy: 99.99%

• ROI: $3M+ reported by one Fortune 200 client

Track time to offer, recruiter hours per offer, select-to-offer rate and show-up rate before and after automating with Berribot. Compare them to see the improvement for yourself.

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What Should a GCC Check Before Adopting AI Recruiting Software?

Before adopting AI recruiting software, GCCs should check the following things:

1. Human in the loop

Your recruitment team should make the final hiring decision and be able to override any AI recommendation. Teams should be able to review a flag before it affects a candidate. Berribot works this way, and every score and flag keeps its reasoning.

2. Candidate trust

Gartner found that only 26% of candidates trust AI to evaluate them fairly. Consistent evaluation and explainable scores address that problem. Candidates rate their interview experience with Berribot 4.7/5. Berribot also provides a bias audit summary on request.

3. Security and compliance

Berribot holds SOC 2 Type II and ISO 27001 certifications, encrypts data at rest and in transit, and does not train models across companies.

4. ATS integration

Berribot integrates natively with ATS platforms such as Workday and SuccessFactors.

5. Pilot scope

Test the software on a small pilot before a full rollout. Pick one job family and run 200 to 500 interviews through the software, and agree beforehand on the numbers you will judge it by.

A vendor that can answer the first four checks clearly is ready for a pilot in your GCC.

Frequently Asked Questions

1. What is AI recruiting software?
It is software that uses AI agents to screen resumes, contact candidates, schedule, conduct, and verify interviews to recommend top talent for the role. Recruitment teams make the final hiring decision based on the scorecards shared.

2. How does AI recruiting software reduce time to offer for GCCs?
It automates everything from shortlisting resumes and reaching out to candidates to scheduling and conducting first-round interviews, which are the stages that take the most hours. Berribot customers report time to offer falling from 25+ days to 10 days.

3. Is AI hiring fair?
It can be, when every candidate is scored against the same rubric, scores are explainable, and a recruitment team reviews flags before any adverse decision. Berribot works this way.

4. Does AI recruiting software replace recruiters?
No. It handles repetitive first-round work, so recruiters can focus on high-value work like building candidate relationships and advising hiring managers.

Tired of slow screening, first rounds that wait on senior engineers, and candidates you can’t verify? Try Berri 360.

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