The demand for top talent is growing fast as the job market shifts from economic uncertainty to a dynamic environment. In this scenario, maintaining a strong employer brand is vital. Organizations prioritizing talent will gain a competitive edge in a landscape where specialized functional and behavioral skills are key differentiators. Global Business Services (GBS) employers have a unique opportunity to attract and retain exceptional professionals by adopting a multi-faceted strategy. By fostering a culture of innovation, growth, and engagement, these companies can position themselves as employers of choice in today’s talent-driven world. The 2025 Top GBS Employers™ – Comprehensive Edition report analyzes how over 400 GBS employers are perceived across India, the Philippines, and Poland. It evaluates them across compensation and benefits, work environment, work-life balance, hybrid work policies, culture and values, leadership, career development, and diversity and inclusion. The report also examines each GBS employer’s perceived performance in local talent markets based on prevailing attrition rates, growth, and employee satisfaction ratings. It assesses best-in-class GBS employers’ initiatives to differentiate themselves in talent markets. GBS employers can leverage these insights and Everest Group’s talent performance framework to optimize their talent management strategies and build future-proof talent models. This analysis is based on publicly available information only to capture prospective employees’ perceptions about these top GBS employers. The assessment reflects market trends as of Q1 2025. We will continue to track this market and update our assessment annually. Scope Industry: all Geography: India, the Philippines, and Poland Source: This analysis is based on various publicly available data sources, such as global, regional, and local employee forums, job posting websites, social media, professional media, and Everest Group (2025) analysis Research methodology: This analysis is not a survey- or interview-based research of employees / target candidates Application: To validate and/or identify gaps in your internal pulse surveys, compare it with your external branding strategy to see what is working and what is not, and leverage this independent outside-in assessment in your branding initiatives Contents In this report, we examine Key employee value proposition drivers, such as compensation and benefits, work environment, work flexibility, remote work, work culture, career development, and diversity and inclusion, and their impact on employer brand perception and perceived success in the talent market An outside-in employer brand perception assessment to identify which GBS employers are perceived as more favorable Key factors enabling top GBS employers in India, the Philippines, and Poland to build a distinctive employer brand Trends and factors shaping employer brand perception across industry segments YoY trends in GBS employers’ employer brand perception

The demand for top talent is growing fast as the job market shifts from economic uncertainty to a dynamic environment. In this scenario, maintaining a strong employer brand is vital. Organizations prioritizing talent will gain a competitive edge in a landscape where specialized functional and behavioral skills are key differentiators. Tech employers have a unique opportunity to attract and retain exceptional professionals by adopting a multi-faceted strategy. By fostering a culture of innovation, growth, and engagement, these companies can position themselves as employers of choice in today’s talent-driven world. The 2025 Top Employers for Tech Talent™ – the Comprehensive Edition report analyzes how 425 tech employers are perceived across India, the US, and the UK. It evaluates them across compensation and benefits, work environment, office ecosystem, work-life balance, hybrid work policies, culture and values, leadership, career development, and diversity and inclusion. The report also examines each tech employer’s perceived performance in local talent markets based on prevailing attrition rates, growth, and employee satisfaction ratings. It assesses best-in-class tech employers’ initiatives to differentiate themselves in talent markets. Leading tech employers can leverage these insights and Everest Group’s talent performance framework to optimize their talent management strategies and build future-proof talent models. This analysis is based on publicly available information only to capture prospective employees’ perceptions about these employers. This assessment reflects market trends as of Q1 2025. We will continue to track this market and refresh this assessment annually. Scope Industry: all Geography: India, the US, and the UK Source: This analysis is based on various publicly available data sources, such as global, regional, and local employee forums, job posting websites, social media, professional media, and Everest Group (2025) analysis Research methodology: This analysis is not a survey- or interview-based research of employees / target candidates Application: To validate and/or identify gaps in your internal pulse surveys, compare it with your external branding strategy to see what is working and what is not, and leverage this independent outside-in assessment in your branding initiatives Contents In this report, we examine Key employee value proposition drivers, such as compensation and benefits, work environment, work flexibility, remote work, work culture, career development, and diversity and inclusion, and their impact on employer brand perception and perceived success in the talent market across geographies An outside-in employer brand perception assessment to identify which tech employers are perceived as more favorable Key factors enabling top tech employers in India, the US, and the UK to build a distinctive employer brand Trends and factors shaping employer brand perception across industry segments YoY changes in tech employers’ employer brand perception

As the job market shifts from economic uncertainty to a dynamic environment, the demand for top talent is growing fast. In this scenario, maintaining a strong employer brand is vital. Organizations that prioritize talent will gain a competitive edge in a landscape where specialized functional and behavioral skills are key differentiators. Tech employers have a unique opportunity to attract and retain exceptional professionals by adopting a multi-faceted strategy. By fostering a culture of innovation, growth, and engagement, these companies can position themselves as employers of choice in today’s talent-driven world. The Top Employers for Tech Talent™ 2025 report analyzes employer brand perceptions for over 425 tech companies across India, the US, and the UK. This report examines performance tech employers in local talent markets based on attrition rates, growth, and employee satisfaction ratings. This executive overview presents key quantitative insights and a preview of current trends (as of Q1 2025). This report will comprehensively assess the leading tech employers across various research dimensions. We will continue to track this market and update our assessment annually. Scope Industry: All industries Geography: India, the US, and the UK Source: This analysis is based on various publicly available data sources, such as global, regional, and local employee forums, job posting websites, social media, professional media, and Everest Group (2025) analysis Research methodology: This analysis is not a survey- or interview-based research of employees / target candidates Application: To validate and/or identify gaps in your internal pulse surveys, compare it with your external branding strategy to see what is working and what is not, and leverage this independent outside-in assessment in your branding initiatives Contents In this report, we examine The 2x2 positioning matrix of top employers for tech talent across geographies Top employers’ detailed scorecards for tech talent by benchmarking performance across key employer brand perception dimensions

As the job market shifts from economic uncertainty to a dynamic environment, the demand for top talent is growing fast. In this scenario, maintaining a strong employer brand is vital. Organizations that prioritize talent will gain a competitive edge in a landscape where specialized functional and behavioral skills are key differentiators. Global Business Services (GBS) employers have a unique opportunity to attract and retain exceptional professionals by adopting a multi-faceted strategy. By fostering a culture of innovation, growth, and engagement, these companies can position themselves as employers of choice in today’s talent-driven world. The Top GBS Employers™ 2025 report analyzes employer brand perceptions for over 400 GBS organizations across India, the Philippines, and Poland. This report also analyzes the perceived performance of GBS employers in local talent markets based on prevailing attrition rates, growth, and employee satisfaction ratings. This executive overview presents key quantitative insights and a preview of current trends (as of Q1 2025). This report will comprehensively assess the leading GBS employers across various research dimensions. We will continue to track this market and update our assessment annually. Scope Industry: All industries Geography: India, the Philippines, and Poland Source: This analysis is based on various publicly available data sources, such as global, regional, and local employee forums, job posting websites, social media, professional media, and Everest Group (2025) analysis Research methodology: This analysis is not a survey- or interview-based research of employees / target candidates Application: To validate and/or identify gaps in your internal pulse surveys, compare it with your external branding strategy to see what is working and what is not, and leverage this independent outside-in assessment in your branding initiatives Contents In this report, we examine The 2x2 positioning matrix of top GBS employers across geographies Top GBS employers’ detailed scorecards by benchmarking performance across key employer brand perception dimensions

This Executive Brief is available only to Outsourcing Excellence members. For information on membership, please contact us Since the inception of Global Business Services (GBS), organizations have been refining their resourcing models, balancing in-house operations, outsourcing, or a hybrid resourcing approach. This hybrid model strategically combines the strengths of in-house and outsourced resources, enabling enterprises to achieve greater agility, cost efficiency, and improved service delivery. In this report, we interview leading GBS organizations to examine the intricacies of managing the hybrid resourcing model. The report highlights enterprise challenges, such as viewing outsourcing providers through a master-servant lens rather than as strategic partners, which limits collaboration. To address these challenges, we recommend adopting a unified service delivery model incorporating a central strategy team, workforce planning through HR, and a unified delivery team. This research offers businesses insights to maximize their hybrid model’s potential, foster sustainable partnerships, and drive long-term success in today’s dynamic global environment. Scope All industries and geographies Contents In this report, we examine: The hybrid model’s combined in-house and outsourced strengths How unified service delivery fosters strategic partnerships Actionable guide for driving business success Note: Everest Group publishes Executive Briefs for senior executives from enterprises. These briefs address hot industry topics and particularly challenging issues of the day in an easy-to-digest format.

The global services industry is rapidly evolving, and amid this dynamic landscape, Egypt is emerging as a strategic service delivery location. Its compelling talent-cost proposition and favorable operating environment are key drivers of this momentum. Everest Group, in collaboration with the Information Technology Industry Development Agency (ITIDA), has assessed the factors shaping Egypt’s services landscape. In this report, we highlight the key pillars of Egypt’s value proposition: economic attractiveness, supportive government initiatives, a young and multilingual talent pool, professional excellence, and a tactical geostrategic advantage. Scope Geography: Egypt Services: IT, BP, and ER&D Content In this report, we examine Egypt’s: Global services value proposition Significant cost savings potential Supportive government initiatives Young and multilingual talent pool Professional excellence Tactical geostrategic advantage Membership(s) Locations Insider™ Sourcing and Vendor Management

The marketing operating model has undergone significant disruption, compelling chief marketing officers to adapt to shifting consumer behavior, digital evolution, and technology trends, all within tight budgetary constraints. This pressure has led them to reassess their marketing sourcing and delivery strategies. In this report, we uncover the factors driving the end-to-end transformation of the marketing operating model and highlight the core elements that are crucial for its success. We discuss marketing delivery and sourcing strategies, with a special focus on offshoring and nearshoring, identifying key geographies with low-cost, talent-rich offerings for marketing activities. We also explore the in-house sourcing landscape by emphasizing the role of marketing global business services centers. A talent sourcing checklist is provided for enterprises considering offshoring marketing activities. Scope Industry: marketing services Geography: global The assessment is based on Everest Group’s annual RFI process, secondary sources of information, interactions with industry experts, and an ongoing analysis of the market Contents In this report, we examine: Elements of the marketing operating model and the factors driving its transformation Globalized marketing delivery and the enterprise implications for its adoption Elements of the marketing sourcing model (in-house and outsourced) Adoption of a balanced shoring mix by locations, buyer size, and industry with key focus geographies Enabling pillars of the marketing operating model – governance, technology, risk mitigation, and underlying operating philosophy Generative AI’s impact on the marketing operating model Membership(s) Marketing and Interactive Experience GBS/SS