Flexible approach.
Tailored to your requirements.
Every organisation has unique talent challenges, growth patterns, and internal capabilities. Our RPO solutions scale to match your specific needs, from managing your complete talent acquisition function to delivering targeted support for specific hiring initiatives.
Complete talent function management.
We design and operate your entire recruitment capability, including talent strategy development, workforce planning, employer brand positioning, candidate sourcing and assessment, technology implementation, onboarding design, and talent analytics.
Project-based recruitment support.
Focused RPO solutions for specific business needs, graduate recruitment campaigns, major project mobilisation, new market expansion, product launch hiring, or urgent capability gaps.
Modular recruitment components.
Strategic enhancement of specific elements within your existing recruitment function. We integrate seamlessly with your current structure, supplementing your capability where it delivers greatest impact.
How we deliver RPO.
Technology-enabled, not technology-driven
We take a technology-agnostic approach, working with your existing recruitment systems or providing access to our comprehensive technology stack. Our team has expertise across multiple recruitment platforms and recommends solutions based on your specific requirements and objectives, not vendor relationships.
Strategic integration with your business
We operate as an extension of your team, building deep understanding of your business challenges, competitive context, and talent requirements. Our leaders bring firsthand experience solving complex talent challenges across diverse industries.
Evidence-based talent intelligence
Our approach is grounded in data and market analysis. We provide regular talent market insights, competitor intelligence, and performance analytics that inform strategic decision-making. You receive transparency into recruitment metrics, pipeline health, and market trends that impact your ability to attract talent.
Systematic processes that scale
We implement repeatable, quality-assured recruitment processes that deliver consistent outcomes regardless of hiring volume. Our methodologies include structured candidate assessment, bias-minimising selection frameworks, and compliance protocols that reduce risk while improving quality of hire.
Continuous improvement focus
We establish baseline metrics at engagement outset and set improvement targets aligned with industry benchmarks and your specific requirements. Regular performance reporting and quarterly business reviews ensure accountability and identify opportunities to optimise your talent acquisition effectiveness.
Case Study | Enterprise RPO
Enterprise RPO partnership with a national energy business.
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Frequently Asked Questions.
What is recruitment process outsourcing and how does it differ from traditional recruitment agencies?
Recruitment process outsourcing (RPO) involves partnering with a specialist provider to manage part or all of your talent acquisition function. Unlike traditional agencies that focus on filling individual vacancies transactionally, RPO provides systematic recruitment processes, strategic workforce planning, employer brand development, technology solutions, and ongoing talent market intelligence.
We operate as an extension of your organisation, focusing on long-term talent strategies aligned with your business objectives. This approach delivers more consistent quality of hire, greater cost efficiency, and sustainable recruitment capability compared to transactional agency relationships.
How quickly can RPO be implemented?
Implementation timeframes depend on scope and complexity. Targeted recruitment support for specific components can be operational within 2-4 weeks. Project-based solutions for defined hiring initiatives typically mobilise within 1-2 weeks when urgency requires. Complete talent function management usually requires 4-8 weeks for comprehensive transition, technology integration, and team onboarding.
We develop a tailored implementation plan during initial consultation, establishing clear milestones and minimising disruption to ongoing hiring activity.
Do we need to invest in new recruitment technology?
No. Our technology-agnostic approach means we can work with your existing recruitment systems or provide access to our technology stack as part of your RPO solution. Our team has expertise across multiple recruitment platforms and recommends solutions based on your specific requirements and objectives, not technology vendor relationships.
This approach ensures you get effective tools without unnecessary investment or system disruption to your current operations.
How does RPO improve diversity hiring outcomes?
We improve diversity hiring through systematic process design. This includes analyzing your current recruitment processes to identify barriers to diverse candidates, implementing specialised sourcing strategies to access underrepresented talent pools, creating targeted attraction campaigns, and establishing bias-minimising selection frameworks.
Our approach includes regular diversity metrics reporting to track progress and identify opportunities for improvement. We tailor our methodology to your specific diversity objectives, compliance requirements, and organisational context.
What performance guarantees do you provide?
Our RPO partnerships include defined Service Level Agreements (SLAs) tailored to your talent objectives. These typically cover time-to-fill, quality of hire, hiring manager satisfaction, candidate experience ratings, and cost efficiency metrics.
We establish baseline performance at engagement outset and set improvement targets based on industry benchmarks and your specific requirements. Regular performance reporting and quarterly business reviews ensure accountability. Our agreements include remediation processes if SLAs aren't met, including potential service credits depending on partnership structure.
How do you measure quality of hire?
Quality of hire measurement varies based on your organisation's priorities but typically includes new hire performance ratings, hiring manager satisfaction scores, retention rates at defined intervals (90 days, 12 months), time-to-productivity metrics, and cultural fit assessments.
We work with you to define quality metrics that matter most to your business, establish baseline measurements, and track improvements over time. This data informs continuous refinement of sourcing strategies, assessment methodologies, and candidate experience design.
Whitepaper | Recruitment Process Outsourcing
RPO: A flexible talent acquisition model for a changing business environment.
This whitepaper discusses contemporary approaches to recruitment process outsourcing and considers how RPO can reduce fixed costs and provide immediate, strategic support that will ensure your business emerges from the current economic climate in the best possible position for growth.
