The GCC launch date was fixed. The hiring workload was not.
Translate a multi-role hiring ramp into review capacity and accountable handoffs.
Scenario context
India GCC of a multinational · 180-role ramp · 12-week programme
The problem
Business teams are planning their operating launch around a hiring ramp. The TA head needs weekly visibility across role families, candidate review and assessment capacity. A large applicant count does not tell the business whether the team can produce credible shortlists.
The proposed approach
- Plan for 180 roles and six reviewed shortlist profiles per role: 1,080 candidate-role submissions.
- Process a modelled intake of 12,000 candidate-role applications. Compare ten-minute manual triage with two-minute assisted triage.
- Retain a 20-minute specialist review for every shortlist submission in both cases. Track assessment scheduling and candidate drop-off outside this scoped calculation.
Where people stay involved
Recruiters and hiring managers own specialist review, candidate progression and offers. Candidate-role applications may include the same person against different roles; they are not unique people.
What the model calculates
The model produces the same 1,080 reviewed submissions with 760 recruiter/reviewer hours instead of 2,360: 1,600 hours released within the scoped tasks.
What it does not establish
This is a workload model, not proof that 180 hires occurred or the GCC launched on time. Interview, offer, joining and onboarding work are not included.
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