Electric mobility companies partnering with Employer of Record providers to hire EV talent for GCC operations in India

Electric mobility is reshaping the global automotive industry, and GCC companies aiming to scale in this space must navigate a fast‑evolving competitive and regulatory environment. As electric vehicle (EV) adoption accelerates, the demand for highly specialized talent from AI engineers to battery experts is surging. For GCC firms, India presents a strategic hiring destination thanks to its growing EV ecosystem and deep technical talent pool. Yet, establishing a local entity in India involves significant legal, payroll, and compliance hurdles.

That’s where Employer of Record (EOR) providers become invaluable. By acting as the legal employer in India, EORs manage payroll, statutory compliance, HR administration, and benefits. This allows GCC companies to quickly and legally staff their operations without the burden of entity setup. Meanwhile, global EV trends strongly influence how companies plan their talent strategy. In China, EV giants such as BYD are scaling rapidly and overtaking traditional players, while in the U.S., companies like Tesla remain crucial drivers of technology and innovation. On the Indian front, homegrown automakers like Tata Motors and Mahindra are significantly increasing EV investments, raising demand for engineers, AI specialists, and operations talent.

Electric mobility trends in China and the U.S

China: Scale, supply chain control, and EV dominance

China remains a powerhouse in the EV space. EV production in the country accounts for a significant share of global output, and automakers like BYD are rapidly scaling their capacity. BYD reportedly surpassed Tesla in global battery‑electric vehicle (BEV) sales in 2024.

Surge is supported by massive R&D investments, government subsidies, and strong vertical integration from battery manufacturing to vehicle assembly.

For GCC companies, this has two implications:

1. The talent market is competitive. Engineers’ familiar with BYD-style scale, fast-charging systems, and large-scale production may be in high demand.
2. GCC operations can learn from China’s model both in how to hire talent and how to benchmark their EV technology roadmap.

U.S.: Innovation, software, and EV infrastructure leadership

On the other side of the world, the U.S. remains a key leader in EV innovation. Tesla despite pressure from China is still a key global innovator in vehicle software, battery management systems, and charging. According to recent EV industry reports, the U.S. saw continued EV market growth, with plug-in vehicles accounting for an increasing share of sales

In addition, U.S. EV policy has prompted innovation in charging infrastructure, AI-based vehicle diagnostics, and vehicle-to-grid systems. A two-sided market model for EV adoption and infrastructure deployment suggests that future growth will heavily depend on both EV sales and charging station deployment.

For GCC companies, the U.S. remains a source of advanced EV talent especially software engineers, AI specialists, and systems architects.

Electric mobility in India: The rise of domestic champions and talent demand

India’s EV market is heating up. Tata Motors announced several billion-dollar investments into EV development, doubling down on its EV and clean‑vehicle portfolio. This signals its long-term commitment to EV scale. Similarly, Mahindra & Mahindra is aggressively expanding its EV and SUV line-up, relying on its manufacturing base to compete not only locally but also globally.

The acceleration by Tata and Mahindra is driving demand for specialized talent:

• EV software engineers for telematics and AI diagnostics
• Battery chemists and thermal specialists
• Operations managers for fleet and charging infrastructure

GCC companies looking to establish or scale operations in India will find a rich pool of talent emerging, but they need flexible, compliant hiring solutions to tap into it.

How EOR partnerships enable GCC EV operations in India

Fast, compliant hiring

EORs act as the legal employer for Indian-based talent on behalf of GCC companies. They cover payroll, benefits, tax compliance, and HR administration. This removes legal friction and helps companies hire without setting up an Indian subsidiary.

Access to specialized EV talent

Given global EV trends—driven by China’s scale and U.S. innovation—GCC firms need access to a variety of roles: AI/ML engineers, battery scientists, embedded software developers, and infrastructure managers. EORs often have recruitment expertise and networks tailored to these niche areas.

Some GCC companies have used EORs to onboard cross-functional teams comprising AI engineers, battery specialists, and operations leads within just eight weeks. The EOR handled all compliance, while the GCC headquarters focused on product roadmap and partnerships.

Scalable teams aligned with market cycles

EORs allow flexible scaling: companies can hire aggressively during pilot or launch phases, then adjust as projects mature. This aligns well with capital cycles in EV deployment, especially in charging infrastructure or fleet operations.

An EV services firm hired around 30-person team in India for its smart charging network. Once their pilot station was live, they scaled to 50+ staff. The EOR managed payroll, labor law filings, and local HR.

Building a future-ready EV workforce with EOR support

To support GCC operations in India, companies should prioritize hiring these roles:

Global mobility often note that the highest-performing teams are those that combine hiring through EORs with structured upskilling programs. This dual approach equips local talent to meet global EV standards.

A GCC-based EV infrastructure provider used an EOR to staff a team of 40 specialists in India. This included software, operations, and QA professionals. Within six months, that team launched a pilot charging hub for its GCC fleet without the company’s leadership needing to navigate local employment law or build a legal entity.

EV talent demand and market context

Risks & considerations for GCC companies using EOR in India

Regulatory complexity

While EORs handle compliance, companies still need to monitor changes in labor laws, tax policy, and EV regulations.

Cultural alignment

Hiring through EOR does not automatically solve cultural or language alignment; GCC firms should build inclusive collaboration models.

Retention risk

Once talent is onboarded, retaining niche EV specialists requires long-term development programs and strong career paths.

Cost modelling

EOR fees, benefits, and salary levels must be factored into project ROI for EV operations.

Strategic talent partnerships drive EV growth

GCC companies seeking to expand in India’s electric mobility space can harness Employer of Record (EOR) providers to build sophisticated and compliant EV teams. By understanding global EV dynamics particularly, the scale of China’s manufacturers like BYD and the innovation driven by U.S. companies like Tesla GCC leaders can align their talent strategy. EOR partnerships help them hire fast, stay compliant, and scale with flexibility as the EV market continues evolving.