Recruitment Process Outsourcing
We run hiring at scale. You focus on the business.
Embedded recruiters, sourcing capacity, and offer-management operations delivered from our global footprint, billed against agreed throughput rather than your headcount.
What this is
RPO is for companies hiring 50 to 1,000 roles per year that need consistent recruiting capacity without growing the in-house talent team. Our recruiters work inside your stack, your ATS, your hiring managers. We absorb the volume, the calibration calls, the candidate management, and the offer logistics. You keep brand, decisions, and final approvals.
What we deliver
The work, itemized.
- 01
Embedded recruiters operating in your ATS, brand, and process
- 02
Sourcing infrastructure delivering 80+ qualified candidates per role
- 03
Calibration, screening, and interview coordination at agreed SLAs
- 04
Offer management, background-check coordination, and onboarding handoff
- 05
Weekly KPI reporting against time-to-fill, quality-of-hire, and pipeline health
Who it is for
Mid-market companies between 1,000 and 10,000 employees with 50+ annual hires. Particularly relevant if your in-house talent team is at capacity, your hiring velocity is unpredictable, or you need geographic coverage your in-house team cannot reach.
Engagement-Typ
- Eingebettetes RPO
- MSP
- Projekt / SOW
How the engagement runs
What we own. What you own. What you get back.
01
Intake and calibration
- We own
- Stakeholder interviews, role briefs, market mapping
- You own
- Hiring manager availability, scorecard alignment
- Duration
- 5 to 7 business days
- Deliverable
- Signed-off role brief and sourcing strategy
02
Market mapping
- We own
- Target company lists, persona research, competitive intel
- You own
- Red-flag list, no-go companies
- Duration
- 3 to 5 business days
- Deliverable
- Mapped candidate pool with rationale
03
Sourcing
- We own
- Outbound, inbound triage, candidate engagement
- You own
- Nothing, you focus on interviews
- Duration
- Continuous, with daily pipeline visibility
- Deliverable
- 80+ qualified candidates per role within 30 days
04
Screening
- We own
- Phone screens, technical pre-screens, reference checks
- You own
- Panel scheduling alignment
- Duration
- 2 to 3 business days per candidate from sourced to screened
- Deliverable
- Screen reports with go, hold, or pass recommendation
05
Interview coordination
- We own
- Panel scheduling, candidate prep, debrief facilitation
- You own
- Panel attendance, scorecards
- Duration
- Per your loop length
- Deliverable
- Debrief consensus, hire or no-hire decision
06
Offer management
- We own
- Offer drafting, negotiation support, counter-offer handling
- You own
- Comp band approval, final offer sign-off
- Duration
- 3 to 7 business days
- Deliverable
- Signed offer
07
Onboarding handoff
- We own
- Pre-start engagement, document collection coordination
- You own
- Day-one experience, equipment, systems access
- Duration
- Through day 30
- Deliverable
- 30-day retention check-in report
Recent engagement
From 142-day time-to-fill to 38 days for a Midwest health system.
A 4,500-person health system was averaging 142 days to fill clinical leadership roles, paying locum coverage at three to four times the equivalent permanent salary. We embedded a team of four recruiters and two sourcers, restructured the intake process, and shifted screening to a parallelized model. Within 90 days, time-to-fill on the focus roles dropped to 38 days. Annualized locum savings exceeded $2.4M.
- Days to fill
- 142 to 38
- Annualized locum savings
- $2.4M
- 12-month hire retention
- 92%
FAQ
Questions buyers ask.
What is the minimum engagement size?
Three roles. Below that, our Sourcing and Research service is a better fit. Above 50 annual hires, we recommend a full embedded engagement.
How is pricing structured?
Monthly retainer plus a per-hire success fee, both tied to agreed throughput targets. We send a worked example with our proposal so you can model it against your in-house cost-per-hire.
Where do your recruiters work from?
Our delivery centers in Toronto, Manila, Kampala, Nairobi, and Accra. Each engagement is staffed with time-zone coverage matched to your operating hours. Recruiters work inside your ATS, your tools, and your branded outbound.
Do you work on niche or technical roles?
Yes. Our Active Practice tier covers QA, finance operations, and medical billing at high volume. Senior technical roles such as ML engineers, security leads, and infrastructure architects are Available on Demand with a 1 to 2 week ramp. See our role catalog for tier detail.
Can we hire your recruiters at the end of an engagement?
Conversion is allowed after six months with a buyout fee equivalent to 15% of base salary. Most clients prefer ongoing engagement because the embedded model is more cost-efficient than building an in-house team for variable volume.
Related services
Pair this with.
Sourcing & Research
Pipelines and market intelligence on demand.
Project-based sourcing capacity and named-target research delivered against a defined brief. Best when you have recruiters who need pipeline, not process.
HR Operations
The back-office machinery of your people function, run for you.
Payroll, benefits administration, onboarding, lifecycle changes, and employee data hygiene operated from our delivery centers under SLA.
AI-Augmented
Human judgment, machine throughput.
Our recruiters and operators work with AI-assisted workflows built in-house. Faster turnaround, more candidates evaluated, machine-generated reports your team verifies in minutes rather than builds from scratch.
Recruitment Process Outsourcing. Built to your scope.
Send us the brief. We respond within 48 hours with a worked plan, an indicative price, and a named team.