A Global Capability Center You Own at the End
Build, operate, transfer. A global capability center is one of five managed HR services we run in Bangladesh. We employ your Dhaka team while you direct the work — then move the same people into your own Bangladeshi company when you are ready.
A global capability center is a team you own, not a vendor you rent. The obstacle is usually the order of operations: most providers want you to incorporate a Bangladeshi company before you know whether the team will work. We reverse that. We become the legal employer for your first hires under our Employer of Record service, you run the work, and the right to move that team into your own entity is written into the agreement before your first hire.
Build · Operate · Transfer — the transfer terms are agreed before anyone is hired, not negotiated when you want to leave.
What Is a Global Capability Center?
A global capability center is an offshore team that belongs to you. You own the entity, the employment relationships and the institutional knowledge. It is defined by ownership rather than by headcount, which is why a fifteen-person center and a fifteen-hundred-person center are both GCCs.
The distinction from outsourcing is commercial, not technical. An outsourcing contract buys capacity from someone else’s business; when it ends, the people, the process documentation and the accumulated understanding of your systems leave with the supplier. A capability center buys capability that stays on your side of the table. That is the whole argument for building one, and it is also why the exit terms matter more than the entry price.
How Does Build-Operate-Transfer Work?
Three phases. The exit is agreed before the first hire.
You are never negotiating your way out from a position of weakness, because the handover terms were fixed before a single employment contract was signed.
Build
We recruit to your bar and employ the people. You approve every hire in writing — no one joins your team without your sign-off.
- Site lead hired first, so the center has local leadership from day one
- Contracts under the Labour Act 2006 as amended in 2026
- Your IP, confidentiality and data-handling terms written in from the first contract
- Desks, equipment and system access provisioned on your instruction
Operate
We are the legal employer and carry the statutory obligations. You direct the work, set priorities and own performance.
- BDT payroll, tax withheld at source and remitted, statutory filings maintained
- A named local HR partner reachable inside your working hours
- Monthly operations reporting against the measures you choose
- Scale up or release seats as the plan changes, without renegotiating the agreement
Transfer
On your written notice, the team moves to your own Bangladeshi company. The trigger is yours alone and there is no minimum term.
- We run the incorporation, or your own counsel does
- Each employee is offered terms no worse than they hold today
- Accrued leave and service dates carried across, not reset
- Personnel files, payroll history and tax records handed over in a usable form
Why Bangladesh for a Team You Will Own?
We are not going to claim Dhaka beats every other offshore location on every measure. It does not, and a page that says so is not worth reading. Three things are specific and checkable.
A working-day overlap that spans both directions
Bangladesh runs on GMT+6. That gives a full overlap with European mornings and the Middle East, and a live hand-off window into US Eastern afternoons on the same working day.
A market that is not already picked over
Bangladesh is absent from most capability-center location shortlists. Your senior hires are not being courted by hundreds of competing captives, which shows up in retention rather than in a rate card.
Contracts already written under the amended law
Your team is employed under the Bangladesh Labour Act 2006 as amended in 2026, so the contracts you inherit at transfer are already drafted against the current position rather than needing rework.
Global Capability Center vs ODC vs Managed Remote Team
All three are staffed and employed the same way. The difference is who owns the team at the end, and that single question should decide which page you are on.
| Decision point | Global Capability Center | Offshore Development Center | Managed Remote Team |
|---|---|---|---|
| Built for | A capability you intend to own | Software engineering under your CTO | Non-technical functions |
| Typical size | 3–30 seats at the start | 5–50 engineers | 3–30 people |
| Who directs the work | Your leadership | Your engineering leads | Our coordinator, or you |
| Who employs the team | EOR BD, then your own entity | EOR BD | EOR BD |
| Entity needed to start | None | None | None |
| What you own at the end | The entity, the team and the contracts | The team, transferable if you incorporate | Nothing — we remain the employer |
| Right page if | You expect to own a Bangladesh company | You want engineers, not an entity | You never want an entity |
Can You Start Before Registering an Entity?
Yes, and we would argue you should. Incorporating first means committing to a registered company, a local director, statutory audit and annual filings before a single person has been hired — paying the running cost of a structure that has nothing in it yet.
- Phase zero — five to ten seats employed through our EOR, proving the model in weeks rather than quarters
- You keep hiring control — every offer is yours to approve, from the first hire to the replacements
- Graduate on evidence — incorporate when the team is working and the case is proven, not on a forecast
- Nothing is stranded — the people you hire in phase zero are the people who transfer, with their service intact
What Transfers to Your Entity?
The agreement lists what moves. Nothing else does — none of our own business liabilities, and no obligation you did not sign.
How Is Your Center Governed?
A capability center that nobody reviews becomes a cost line nobody defends. Governance is what keeps it a capability, and it starts before the first hire rather than at the first problem.
Measures you choose
We report against the measures that matter to your function, agreed at the scoping stage rather than imposed from a template. Delivery, quality, attrition and time-to-hire are the usual four; yours may differ.
A steering cadence that fits
A written monthly operations report and a quarterly review with your sponsor. The site lead attends both, so the person running the office is accountable to you directly rather than through us.
Compliance visible, not assumed
Payroll runs, tax remitted to the National Board of Revenue and statutory filings are reported as completed items, so your risk function can see the position rather than take our word for it.
Transfer readiness tracked
Documented processes, a stable team, local leadership and current filings are what make a transfer straightforward. We track them from the start so the decision to transfer is an assessment, not a leap.
Frequently Asked Questions
What size team justifies a global capability center?
Ownership defines a capability center, not headcount, so there is no floor. In practice the question is when owning an entity costs less than paying an employer-of-record fee, and that crossover depends on your roles, your salary bands and what your own entity would cost to run. We put both columns in your quote so the crossover is your number rather than a figure we borrowed from another market.
How long does build-operate-transfer take?
Hiring runs on our standard Employer of Record timeline, and the pace depends mostly on how quickly you interview. You then operate for as long as you choose, with no minimum term. Incorporation of your subsidiary is quoted case by case and should be planned in months rather than weeks. We would rather commit to a dated plan in your quote than publish a timeline we have not measured.
What do we own at the end of the transfer?
Your own Bangladeshi company, the employment contracts of every person on the team, their service history and accrued leave, the work product and its assigned intellectual property, the equipment, and the personnel and payroll records. Our fee stops on the transfer date. What does not move is any liability of our own business or any obligation you did not sign.
Can we start before registering an entity?
Yes, and it is the point of the model. We employ the first hires through our Employer of Record service, so you need no company, registered address or local lease to begin. You incorporate later, on evidence, and the same people move across with their service intact.
How does this compare with hiring an outsourcing vendor?
An outsourcing contract buys capacity from someone else’s business. When it ends, the people and everything they learned about your systems stay with the supplier. Build-operate-transfer is the opposite arrangement: you direct the work throughout, and the team is designed from the start to end up inside your own company.
Who is the legal employer during the operate phase?
EOR BD, operated by Eicra Soft Limited. We hold the employment contracts and carry the statutory obligations under the Bangladesh Labour Act 2006 as amended in 2026. You direct the work; we carry the employment risk until the day you take it on.
What happens if we never transfer?
Nothing changes and nothing is lost. Your team stays employed by us on the same terms, and the transfer right, the carried-balance commitments and the no-release-fee position all stay in force for as long as you keep the team. If you know from the outset that you will never incorporate, our managed remote teams agreement is the simpler document.
What does a global capability center cost with EOR BD?
Our service fee starts at $299 per employee per month. Salaries, statutory bonuses and provident fund contributions are billed separately at cost, and there is no setup fee, no entity registration cost, no recruitment fee for the initial build and no transfer fee when you take the team. Tell us the roles and you get one all-in monthly figure per person, alongside an indicative running cost for your own entity so you can compare the two. The employer-cost mechanics are broken down in our guide to employer costs in Bangladesh.
Tell us the roles and the headcount you expect at month 30