Scalability and flexibility
Ramp recruiting up for peak seasons or down when hiring slows — without hiring or laying off recruiters.
Recruitment process outsourcing
Recruitment process outsourcing (RPO), powered by AI
Hand us all or part of your hiring. Our recruiters work as an extension of your HR team — under your brand, inside your process — with AI tools that make every stage faster.
What is recruitment process outsourcing (RPO)?
Recruitment process outsourcing (RPO) is a hiring model where a company transfers all or part of its recruitment to an external provider. The RPO provider supplies recruiters, technology and processes, and is measured on outcomes such as time-to-fill, quality of hire and cost per hire, while the employer keeps the final hiring decision.
Benefits
Why companies outsource recruitment
RPO solves the problems that slow hiring down: limited capacity, unpredictable volume and hard-to-find skills.
Access to a wider talent pool
Reach passive candidates and specialist networks that job ads alone never reach.
Faster time-to-hire
AI-driven applicant tracking and resume parsing cut the days each stage takes.
Cost efficiency
One provider replaces scattered agency fees, job ad spend and tool costs.
Better quality of hire
Data analytics and structured screening improve fit with the role and your culture.
Clear reporting
Shared dashboards show pipeline health, bottlenecks and hiring outcomes.
RPO models
Types of RPO engagements
| Model | Scope | Best for | How it's usually priced |
|---|---|---|---|
| Enterprise (end-to-end) RPO | All or most recruitment, from workforce planning to onboarding | Companies hiring continuously across many roles | Monthly management fee + per-hire fee |
| Project RPO | A defined hiring goal with a start and end date | New sites, launches, seasonal peaks | Project fee or per hire |
| Selective / function RPO | One function (e.g. IT) or region | A single bottleneck team | Per hire or monthly fee |
| Recruiter on demand | Embedded recruiters who join your team | Temporary extra capacity | Hourly, daily or monthly rate |
| Hybrid RPO | Provider and in-house team share the work | Teams that want to keep some roles in-house | Mix of the above |
Our RPO process
What happens when you outsource recruitment to us
Discovery & planning
Workforce plan, role profiles, SLAs and success metrics.
Employer brand & sourcing
Job content, channels and AI-powered talent search.
Screening & assessment
AI ranking plus recruiter interviews and skills checks.
Interviews & offers
Scheduling, feedback loops and offer management.
Onboarding & optimization
Onboarding support, reporting and continuous improvement.
Signs you need RPO
When does RPO make sense?
RPO works best when hiring is a strategic priority but your team doesn't have the capacity, tools or niche reach to keep up.
- You need to hire many people in a short time.
- Key roles stay open for months.
- Agency fees are rising and quality is inconsistent.
- Hiring managers spend too much time screening.
- You're entering a new market or opening a new site.
- You have little data on what's slowing hiring down.
FAQ
Frequently asked questions
Short, direct answers to the questions we hear most.
What does RPO stand for?
RPO stands for recruitment process outsourcing — outsourcing all or part of your recruitment function to a specialist provider.
How does recruitment process outsourcing work?
The provider learns your roles and culture, then runs sourcing, screening, interviews, offers and onboarding under your employer brand. You agree on service levels and metrics, and your hiring managers make the final decisions.
What is the difference between RPO and a staffing agency?
An agency fills individual roles and is usually paid a percentage of salary per placement. An RPO provider owns and improves your recruitment process over time, works under your brand and shares accountability for outcomes like time-to-fill and quality of hire.
How much does RPO cost?
It depends on volume, role complexity and scope. Common models include a monthly management fee, a fee per hire, a project fee, or a hybrid. A scoping call is the best way to get an accurate quote.
Is RPO only for large companies?
No. Project RPO and recruiter-on-demand models suit mid-sized and growing companies that need extra hiring capacity without adding permanent headcount.
How long does an RPO engagement last?
Project RPO usually runs for a few months. Enterprise RPO is typically a multi-year partnership, because the value grows as the provider learns your business.
Ready to hire faster, with less effort?
Tell us about your open roles. We'll map out a recruitment plan, timelines and the right engagement model — free, with no obligation.