Your recruitment function, fully run.
An embedded team that owns your hiring end to end — workforce planning, sourcing, assessment, offer and onboarding — powered by automation and AI, at a predictable cost.
When RPO is the right call.
RPO makes sense when hiring is constant enough that ad-hoc agencies stop adding up — but building a full internal function isn't the answer yet.
Scaling fast
A hiring plan measured in tens of roles, deadlines attached. You need capacity, process and employer brand at once — not another agency in the mix.
Agency spend spiralling
When placement fees across multiple suppliers exceed the cost of a managed function, RPO converts an unpredictable spend into a predictable one.
No internal TA — or a stretched one
We become your talent team, or wrap around the one you have — bringing the process, tooling and bandwidth that's missing.
Project hiring
A new site, market or product team to stand up by a date. Project RPO delivers the burst of capability without permanent overhead.
Embedded in weeks, improving forever.
Audit & design
We map your current hiring — cost, speed, experience — and design the operating model, SLAs and team shape to fix it.
Embed the team
Named recruiters inside your business, on your systems and your employer brand — indistinguishable from in-house to candidates.
Run & report
End-to-end delivery with live dashboards: time-to-hire, cost-per-hire, pipeline health and candidate experience, visible at all times.
Improve & scale
Quarterly reviews sharpen the process, and the model flexes up or down as your hiring plan moves.
An RPO built on better plumbing.
Most RPOs add people to a broken process. Ours rebuilds the process first — then our AI-powered ATS does the heavy lifting on volume, so the embedded team spends its time on candidates, not admin.
Everything measured
Time-to-hire, cost-per-hire, source effectiveness and offer-acceptance — reported live, owned jointly.
AI on the volume
Every applicant triaged and ranked in minutes, so response times stay fast even at hundreds of applications per role.
Your brand, done properly
Careers presence, candidate comms and employer brand handled as part of the service — every applicant treated like a customer.
Common questions.
How is RPO priced compared to agency fees?
Instead of a fee per placement, you pay a predictable monthly cost for an embedded team and an end-to-end service. For sustained hiring it typically works out significantly cheaper per hire than contingent agency spend — and we'll model both against your hiring plan before you decide.
How quickly can an RPO stand up?
A matter of weeks, not months. We audit what exists, agree the operating model and SLAs, and embed the team — often delivering first hires inside the first month.
Do we have to change our ATS or tools?
No. We work inside your stack where it's working, and recommend changes only where they pay for themselves. Our AI screening layer can sit alongside any ATS to handle applicant triage.
What happens if hiring slows down?
The model flexes. RPO engagements are designed to scale up and down with your hiring plan — that elasticity is precisely why companies choose it over fixed internal headcount.
Hiring plan outgrowing the old way?
Share your hiring plan — we'll model RPO against your current agency spend so the decision makes itself.