Recruitment process outsourcing.
We run all or part of your hiring, at scale, under your brand and to service levels agreed up front. We currently run an RPO for a global IT channel business.
When hiring becomes a business in itself.
Scaling a channel business can mean dozens of hires a year across sales, pre-sales, service delivery and operations. Managing several agencies at once gets expensive, inconsistent and hard to control.
An RPO puts one specialist partner in charge of the whole process: attraction, sourcing, screening, interviews, offers and onboarding, reported against agreed service levels and cost per hire.
What an RPO includes
End-to-end delivery
Attraction, sourcing, screening, interview scheduling, offers and onboarding, run as one joined-up process.
Agreed service levels
Time to shortlist, time to hire, quality of hire and hiring manager satisfaction, measured and reported every month.
Predictable cost
A clear commercial model that replaces multiple agency fees and becomes more efficient as volume grows.
Channel specialists
Recruiters who understand vendor, distributor, reseller and MSP roles, working under your employer brand.
How an RPO is set up
Assess
We review your hiring plan, current suppliers, costs and process, then agree the scope and service levels.
Design
We design the process, technology, reporting and team structure, and agree the commercial model.
Launch
We take over live roles, onboard your hiring managers and go live under your brand.
Improve
Monthly reporting and quarterly reviews, with data on cost, speed and quality driving continuous improvement.
An RPO makes sense when
- You are hiring at volume across several teams or countries
- Agency spend is high and hard to control
- You need consistent hiring across the UK, EMEA and USA
- You are scaling after investment, a new vendor partnership or an acquisition
Planning a hiring programme?
Tell us about your hiring plan for the next twelve months and we will show you how an RPO compares with your current approach.