Engagement Model
Recruitment Process Outsourcing.
An embedded recruiting team that operates as your in-house function: your brand, our process, our AI-augmented tooling, our talent. The model for when hiring volume outpaces your internal team.
An embedded recruiting team that operates as your in-house function: your brand, our process, our AI-augmented tooling, our talent. The model for when hiring volume outpaces your internal team.
RPO is the most strategic engagement model in workforce solutions. It is also the most consequential. Done right, it transforms your recruiting capacity; done wrong, it disrupts your culture for years.
RPO is the most operationally complex engagement model we run. The disciplines below are what separate RPO that creates capacity from RPO that creates friction.
Our recruiters operate under your brand, in your tools (or ours, your choice), and represent your employer value proposition to candidates. The candidate sees one internal recruiting team, because that's what they are, just employed by us.
We calibrate the RPO team mix (sourcers, recruiters, coordinators, program leadership) to your role mix and hiring volume. For diverse-slate goals, we plug in recruiters from our specialized programs (Warrior to Workforce, Returnship, Neuro-Inclusion, Experience Matters): pipelines most RPO competitors can't access.
Our RPO program comes with our intake protocol, TalentMatrix vetting, 100+ tenured recruiters across US + India, and an AI-augmented sourcing stack: 24-hour SLA response, surge capacity, follow-the-sun coverage. AI surfaces and ranks; humans screen and calibrate. where AI shows up, we publish.
Defined SLAs on time-to-shortlist, time-to-fill, candidate quality, hiring manager satisfaction, and diversity metrics. Weekly governance with your program lead, with our own data, surfacing the risks and the wins. We hold ourselves accountable in the open.
Every RPO program ends, either because volume changes, you build internal capacity, or strategy shifts. We invest from day one in documenting the process, training your internal team, and structuring the engagement so we can hand it off cleanly when the time comes.
The right structure depends on the volume, duration, and breadth of the recruiting need.
End-to-end recruiting outsourcing for a defined business unit or geography. Multi-year engagement, embedded team, full SLA framework. Best for sustained high-volume hiring.
Time-bounded RPO engagement for a specific hiring spike: a new product launch, a market expansion, a major program. Embedded team for 6–18 months with defined ramp-down. Best for surge volume.
RPO for a defined slice of your recruiting: a specific function, a geography, or a role family. You keep internal recruiting for everything else. Best when only part of your hiring needs the extra capacity.
The bench, the cadence, and the pipeline access that power our engagement-level metrics. Operating capacity built for enterprise hiring volume. Not just the average week, but the surge week.
Compare Contingent, SOW, Managed Services, Direct Hire, and RPO side by side: what each is, when to use it, and how to choose. One page to forward to your team.
Tell us the volume, the timeline, and the role mix. We'll come back with a team composition, a service-level commitment, and a transition plan calibrated to your situation.