The people foundation behind growth.
Whether you're launching a new GCC, transforming an existing shared-services centre into one, hiring critical leadership, modernising HR operations and systems, or building leadership capability across your organisation, SOURCEWEB helps build the people foundation that enables sustainable growth.
Growth problems often start as people foundation problems.
Whether you're launching or transforming a GCC, hiring critical leadership, modernising HR operations and systems, or building leadership capability — the constraint is rarely strategy. It's execution capacity in the people function.
- GCC launches and transitions delayed by talent and HR readiness gaps.
- Leadership roles remain open for too long, stalling everything beneath them.
- HR operations struggle to scale with business growth.
- Technology investments struggle to deliver the outcomes they were bought for.
- Employee experience becomes fragmented across systems and teams.
- Leadership capability doesn't get built until a gap is already expensive.
Four practices, one job: build the foundation growth stands on.
GCC & Shared Services Launch and Scale
- Readiness assessment and operating model design — the foundation scoped and designed before day one
- Talent strategy and workforce planning — the people plan for who you need, and when
- HR operations setup and compliance readiness, built to launch rather than patched after
- Shared-services-to-GCC transition and transformation support for centres already running
- Scale-up support that carries the centre from launch into steady-state growth
The three practices that support it, available on their own or alongside a launch
Executive Search
Critical hires where deep market understanding, assessment and discretion matter — from mid-level leadership to niche talent search.
Inside the search processHR Operations & Technology
Process and systems addressed together, not diagnosed separately — operating models, shared services and governance, plus HRMS advisory and people analytics, vendor-agnostic throughout.
Inside the practiceLeadership & Capability Development
Bite-sized, practitioner-led skill-building — read, listen or live — growing from individual sprints into a fixed-price enterprise cohort programme.
Inside the practiceGCC & Shared Services Launch and Scale
What's inside the practice
- GCC Readiness Assessment
- Operating Model Design
- Talent Strategy
- Workforce Planning
- HR Operations Setup
- Compliance Readiness
- Shared Services → GCC Transition
- Scale-Up Support
Building the people foundation before day one for a new centre, or strengthening it in one that's already running — so the centre launches on schedule, or transitions and scales, and keeps working once it's live.
India's GCCs are increasingly built around AI, data and product/portfolio mandates alongside — not instead of — traditional shared-services scope: per the Nasscom-Zinnov India GCC Landscape Report 2026, 96% of centres established since FY2021 launched with a product or portfolio mandate, and nearly half were built with AI as a core focus from inception. We design the talent structure and operating model for centres built this way from day one.
Executive Search
What's inside the practice
- Mid-Level Leadership
- Senior Leadership
- Functional Heads
- GCC Leadership
- Niche Talent Search
- Market Mapping & Intelligence
Critical hires where deep market understanding, assessment and discretion matter — for roles where getting it wrong is expensive and getting it right compounds. Our search scope now includes AI and data leadership — Head of AI, Chief Data Officer, and AI/ML leadership roles — alongside the HR and functional leadership mandates we've always covered.
HR Operations & Technology
What's inside the practice
- Operating Model Design
- Process Redesign & Shared Services
- Governance & Compliance Frameworks
- HRMS / HRIS Advisory & Vendor Evaluation
- Implementation Governance
- People Analytics & Workforce Dashboards
- Employee Experience, Process & Platforms
- Automation Readiness
Process and technology addressed together, not diagnosed separately — because HR service-delivery friction is usually part process, part a poorly configured or wrong-fit system, and treating them as two different practices forced a pre-diagnosis before discovery even started.
Every technology recommendation stays vendor-agnostic — chosen for fit, with any partner economics disclosed openly, never a reseller arrangement dressed up as advice.
Our readiness diagnostic also draws on real, delivered experience: earlier in his career, Neeraj led the process automation and intelligent reporting — including a Power BI–SAP integration — that helped cut one HR function's FTE requirement from 40 to 26, alongside SuccessFactors and an AI chatbot. That experience shapes how we scope automation and AI opportunity in every readiness diagnostic today.
Leadership & Capability Development
What's inside the practice
- Bite-Sized Skill Sprints (Read / Listen / Live)
- Sprint Track: Leading in the Age of AI
- Individual Cohort Programmes
- Enterprise Cohort Programmes
- On-Site & Virtual Capstone Days
- Practitioner-Led Curriculum
- People-Management Skill-Building
Leadership capability built the way skills are actually retained — short, practitioner-led sessions (roughly 30 minutes, one skill at a time) rather than a one-time workshop, growing from individual sprints into a fixed-price enterprise cohort programme once an organisation is ready to commit. One Sprint track — Leading in the Age of AI — covers practical sessions on decision-making, team leadership, and change management as organisations adopt AI, not a technical AI course. Not GCC-specific — this practice stands on its own market logic.
The SOURCEWEB Capability Deck
A closer look at all four practices, how engagements are scoped and delivered, and the outcomes clients can expect at each stage of growth.
What's inside
- All four practices, explained in plain terms
- How a typical engagement is scoped and delivered
- What to ask us before you commit to anything
Not sure where the gaps are? A short readiness conversation across compensation, compliance, leadership and operating model is usually enough to tell you what's solid and what needs attention before it becomes expensive.
Ask for a readiness conversationDeliberately boutique. Deliberately senior.
Who we are
A boutique people foundation advisory operating since 2014, working across four practices with organisations building and transforming GCCs, and strengthening leadership in India — delivered by a senior team of four: a Managing Partner, a Senior Consultant, a Search & Research Associate, and an Operations & Delivery Coordinator, with AI agents handling research, scheduling, and data hygiene underneath every engagement.
Mission
To build the operating foundations — people, process and technology — that let ambitious organisations grow without their own infrastructure becoming the constraint.
Vision
To be the first call for any organisation building a serious people foundation — known for practitioner-led delivery, evidence over opinion, and outcomes that outlast the engagement.
Senior experts stay involved throughout the engagement.
Recommendations supported by diagnostics and market intelligence.
Focused on business outcomes, not HR activity.
Advisory, assessments, project delivery and retained support.
You'll know exactly what's being delivered before a number is discussed.
Your plans, compensation data and candidates stay yours — always.
How SOURCEWEB is different
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Not a staffing agency
Foundation, not headcount
We build the operating model, comp structure and compliance foundation a role sits inside — filling the seat is one part of that, not the whole engagement.
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Not a large generalist consultancy
Four practices, one senior team
No hand-off to a junior bench after the pitch — every engagement is led by a senior practitioner, backed by a vetted team of senior specialists matched to what the work actually needs.
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Not a freelancer roster
One firm, since 2014
A single accountable team across GCC launch and transformation, executive search, HR operations & technology, and leadership development — not four different vendors to coordinate.
"Most HR advice is generic because it's written for a pitch, not a build. Every recommendation on this site — and in how we work — comes from having actually built these functions from zero, not from a slide template."
— Neeraj Kumar, Managing Partner · View LinkedIn profile ↗
Tell us where things stand
Two lines is plenty — what you're building, scaling or hiring for, and where it's stuck.
We reply within one working day
No auto-drip sequence — a direct reply from someone who read what you wrote.
A short, no-obligation conversation
We'll map what's actually needed. A scoped, fixed-fee proposal follows only once that's clear — never before.
Every growth plan depends on execution.
Let's discuss where your organisation is today and what needs to be in place for the next stage of growth. We reply within one working day.
Pricing isn't listed here on purpose — every engagement is scoped to what you actually need first, then priced as a fixed fee against that scope, not before. As a general shape: most engagements run from a focused one-to-two-week diagnostic through to a multi-month retained build — the conversation tells you which one fits, and the fee for it, before you commit to anything. Whatever you share with us about your plans, compensation or candidates stays confidential — see our Privacy Policy for how we handle it.
EMAIL · info@sourceweb.in
PHONE · +91 89208 11733
GURUGRAM · INDIA