What RPO can cover
- End-to-end recruitment or specific stages.
- Sourcing, screening and interview coordination.
- Employer-brand-aligned candidate experience.
- Reporting and process management.
When RPO tends to fit
- Sustained or scaling hiring volume.
- A need for process consistency and reporting.
- Limited in-house recruiting capacity.
- A defined scope you can govern.
Considerations
- Define scope, roles and decision rights clearly.
- Agree SLAs and a governance cadence.
- Confirm data ownership and candidate-data handling.
- Plan transition in and out.
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