How a Global Insurer Redesigned Its GCC and IT Talent Strategy
How a global insurer used Draup to sharpen its workforce strategy
~3500
Employees
~$4B
Revenue
Specialty Insurance & Reinsurance
Industry
Stamford, Connecticut
Headquarters
About the organization
The organization is a global specialty insurance and reinsurance enterprise with operations spanning more than 200 countries and territories. It underwrites complex risks across property, casualty, financial lines, and specialty segments for corporations, financial institutions, and public sector clients worldwide. As the organization evolves its global operating model, two areas of strategic focus have emerged: building scalable offshore delivery capability for People Services, and ensuring its IT talent architecture keeps pace with a rapidly shifting technology landscape.
The Core Challenges
GCC Operating Model Benchmarking
The organization wanted to understand how leading global enterprise’s structure People Services delivery from India GCCs, covering service catalogues, operating models, and the split between onshore and offshore execution across Talent Acquisition and HR operations.
TA Workload Allocation Intelligence
Determining which Talent Acquisition activities could be scaled through offshore delivery, and which required onshore proximity to the business, needed evidence from how comparable organizations had structured their own TA workload splits.
IT Workforce Composition Analysis
The organization sought a peer-benchmarked view of IT talent composition, including the distribution of roles across application development, infrastructure, engineering, and data functions, to evaluate its own capability architecture against comparable operating models.
Emerging Skills and Role Tracking
As automation and AI capabilities reshaped IT workforce demand across the industry, the organization needed a clear view of which roles and skills were growing fastest, and how peers were responding, to inform forward-looking talent planning.
The Solution
Human Resources Administrator
PROFILE
LOCATION ANALYSIS
TALENT MARKET INSIGHTS
CAREER PATHS
DATA INTEGRATION
TECH STACK
The image is for representational purpose only.
01
GCC Landscape & Service Catalogue Mapping
Draup mapped how leading global enterprises, including comparable BFSI firms, deliver People Services from India GCCs, covering the services included in each GCC's catalogue, the operating model structure, and how HR and TA teams are organized and led within those centers.
02
TA Workload Split Analysis
For Talent Acquisition specifically, Draup produced a structured workload breakdown showing which activities, covering sourcing, interviewing, talent mapping, and compliance, were executed offshore versus retained onshore, mapped against strategic business impact to inform delivery model decisions.
03
IT Job Architecture Benchmarking
Draup benchmarked IT job architecture and workforce composition across the organization and two peer enterprises, covering role distribution across IT management, application development, infrastructure, and emerging data and engineering functions, with hiring trend analysis spanning a 12-month window.
04
Emerging Roles & Skills Intelligence
Draup tracked emerging IT roles and skills growing fastest across peer organizations, including AI engineering, MLOps, and data-centric positions, and identified how automation was reshaping role structures, giving the organization a forward-looking view of where IT workforce demand was heading.
Outcome
6,100+
Locations
4M+
Career Paths
1.7M+
Peer Group Companies
28K+
Skills
3,500+
Roles
1B+
Professionals
55K+
Universities
1B+
Job Descriptions
200K+
Courses
66K+
Technology Solutions
900K+
Account Priorities
Labor Market Data Contextualized with Business Intelligence for Every Decision
Analyzing 1B+ data points daily from 100K+ sources
6,100+
Locations
4M+
Career Paths
1.7M+
Peer Group Companies
28K+
Skills
3,500+
Roles
1B+
Professionals
55K+
Universities
1B+
Job Descriptions
200K+
Courses
66K+
Technology Solutions
900K+
Account Priorities
.svg)
.svg)
