Clear, owned outputs.
- An RPO operating model and service levels
- A documented hiring process
- Ongoing sourcing and screening
- Weekly pipeline reports and monthly reviews
- Process improvement recommendations
Recruitment process outsourcing hands all or part of your hiring process to a partner who works as an extension of your team. It suits organizations with ongoing or high-volume hiring that need consistent process, better reporting and the ability to scale up or down.
The problems Recruitment Process Outsourcing solves.
All or part of your recruitment process run as an extension of your team.
Hiring volume has outgrown the in-house recruitment team.
Each department hires differently, with inconsistent quality.
Time-to-hire and candidate experience aren't measured.
Agency spend is high and hard to control.
What Recruitment Process Outsourcing covers.
Process design
A consistent hiring process from requisition to start.
Sourcing at scale
Ongoing pipelines for recurring roles.
Screening and scheduling
High-volume screening and interview coordination.
Employer branding support
Job content and careers messaging with our marketing team.
ATS management
Keeping your applicant tracking system accurate and used.
Reporting
Time-to-hire, source, pipeline and candidate experience measures.
What an RPO takes over.
Recruitment process outsourcing hands part or all of your hiring operation to us. It works best when hiring volume is steady and the scope is clear.
- End-to-end or modular
- We can run the whole process or only sourcing, screening or scheduling.
- Employer brand
- Job adverts, careers content and candidate communication written in your voice.
- ATS and reporting
- We work in your applicant tracking system and report time-to-hire, pipeline and source data monthly.
- Hiring manager support
- Briefs, interview guides and calibration so hiring decisions are consistent.
- Service levels
- Agreed response times for candidates and managers, reviewed each quarter.
Why it's worth it.
Scalable capacity
Hiring capacity flexes with demand.
Consistency
One process and standard across teams.
Visibility
Clear data on how hiring is performing.
When Recruitment Process Outsourcing is the right move.
- A company with recurring hiring across several teams.
- A rapid growth period after funding or a new contract.
- An organization wanting to reduce reliance on many agencies.
Technologies & platforms
- Greenhouse
- Lever
- Workday Recruiting
- iCIMS
- LinkedIn Recruiter
- Calendly
How Recruitment Process Outsourcing work runs.
- 01
Intake
Role, skills, team, compensation range, location, timeline and interview process agreed.
- 02
Source
Targeted search across our network, job boards, communities and direct outreach.
- 03
Screen
Structured screening against the brief before any profile is shared.
- 04
Present and interview
A short, explained shortlist and coordinated interviews.
- 05
Offer and onboard
Offer support, start-date coordination and check-ins after the start.
Recruitment Process Outsourcing questions.
Can RPO cover just part of the process?
Yes. Many organizations outsource sourcing and screening only, keeping interviews and offers in-house. The scope is agreed to fit your needs.
Do your recruiters represent our brand?
Yes. In RPO our team works as part of yours, following your brand guidelines and process, using your systems where you prefer.
How is RPO priced?
Commonly as a monthly management fee, sometimes with per-hire elements. We propose a model after understanding volume and scope.
Talk to us about recruitment process outsourcing.
Tell us about the role — skills, location, timeline and budget range — and we'll reply with how we would run the search.