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Hey {{First Name| there}},

Big news for HR and talent teams this week. Karnataka just signed a two-year MoU with Naukri.com — and if you're setting up a GCC in India, the state is picking up your hiring tab for the first 90 days.

Here's what that actually means for you 👇

In This Edition We Cover

  • What the free 90-day hiring package includes

  • Why this is bigger than just Bengaluru

  • What it means for your talent strategy

💸What You Get — For Free

As reported by People Matters, newly registered GCCs get a zero-cost starter package including:

  • 🎯 Employer branding support

  • 🤝 Assisted hiring services

  • 🔍 Premium talent sourcing tools on Naukri

Just register your GCC with KITS (Karnataka Innovation and Technology Society) to access it.

🎟️This Goes Beyond Bengaluru

According to Economic Times, the partnership is specifically designed to push GCC growth into tier-2 cities — Mysuru, Mangaluru, Hubballi, Belagavi, Tumakuru and Shivamogga.

For HR teams that means:

  • 📉 Lower talent acquisition costs outside Bengaluru

  • 👥 Less competition for candidates

  • 🏛️ Active government support behind your hiring

🤔Why It Matters

  • ✅ 90 days free removes the biggest early barrier — cost of hiring during setup

  • ✅ Two-year MoU means this support isn't going anywhere soon

  • ✅ Tier-2 cities give you a real alternative to Bengaluru's crowded talent market

As Economic Times puts it, Karnataka is competing hard for the wave of GCC investment coming from US and European companies. This is the state making it as easy as possible to say yes.

🎯 While We're Talking Hiring and AI

HR Playbook 7.0 is on May 20 — a full day for HR professionals ready to build AI into how they actually work.

  • 🛠️ Claude Cowork Masterclasses

  • 🎙️ Panel discussion : "AI Can Teach Anyone Anything — So Why Is Your Workforce Still Stuck?"

  • 🔍 Live recruitment case study with Goodfit

  • ⚡ Advanced Claude Cowork session

Show up live👉 Register here

Dr. Udai Pareek centenary series

📌Every organisation says they care about culture. Very few can tell you what that actually means.

Dr. Udai Pareek could. He broke it down into 8 values — Openness, Confrontation, Trust, Autonomy, Proactivity, Authenticity, Collaboration, Experimentation. He called it OCTAPACE.

These aren't aspirational words for a poster. They're diagnostic. You can measure them. Score them. Track them over time. And the results tend to be uncomfortable — because what an organisation says it values and what it actually practises are rarely the same thing.

The one that catches most people off guard is Confrontation. Not conflict — the willingness to name a problem directly instead of routing it through politics. Organisations that score lowest here are the ones that fail quietly. No dramatic blowup. Just a slow erosion of trust that nobody names until it's too late.

And the thing that makes OCTAPACE different from anything else out there: it was built for Indian workplaces. Hierarchy, deference, indirect feedback, family-run dynamics — all accounted for. This isn't an imported model with local branding. This is ground-up Indian organisational psychology.

Next in the series: Role Efficacy — why job satisfaction was never the right question.

— Kartik Mandaville, Founder & CEO, Springworks

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🎉 What’s Coming Up!

Running or planning a GCC? Drop your biggest hiring challenge in #general-qna-forum and our leaders will be ready to answer.

See you next Tuesday!

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