MVP: all your recruitment providers, a single point of control.
Sourcing, contracts, harmonised processes, measured performance: we manage your panel of providers (agencies, consultancies, platforms) while you keep control of strategy, criteria and decisions.
Nobody decided to have fifteen providers. It just happened, that's all.
A consultancy recommended by a manager, an agency inherited from a site, a platform tested during an emergency: over the years, the panel grew all by itself. The result: scattered contracts, different rates for the same service, everyone using their own processes, and every manager calling "their" provider, without anyone seeing the bigger picture.
The most costly part isn't this clutter: it's what it prevents. It's impossible to compare performance, negotiate with leverage, guarantee compliance, or simply answer the question: how much does outsourced recruitment cost us, and for what quality?
The MVP brings everything under one roof: controlled supplier listing, harmonised processes, comparable indicators, a single contact point. Your providers keep on recruiting. You get back to steering.
1
single point of entry for your managers and providers
100%
of the panel under a single framework
20 years
of expertise in RPO
0
allocations without measurement.
From provider selection to performance management
Sourcing & panel
Audit of existing setup, provider selection, framework contracts with harmonised terms: a panel you choose, not one you endure.
Unified processes
A single point of entry for your managers, standardised briefs, clear validation workflows: the same experience, whichever provider is mobilised.
Performance management
Common KPIs, timeframes, quality, conversion, costs, regular reviews, and performance-based assignment of briefs.
Administration & compliance
Consolidated invoicing, contract tracking, regulatory obligations verified and maintained: supplier back-office, sorted.
Continuous optimisation
The panel evolves with performance: renegotiations backed by actual volumes, objective onboarding and offboarding from the approved list.
How does it work?
From inventory to management, in four steps.
Audit the existing setup
Your providers, your contracts, your real costs, your usage: the audit that no one had time to do, and which always holds surprises.
Roll out, smoothly
Framework contracts signed, managers onboarded, providers integrated into the new framework: the transition is carefully managed, site by site if needed.
Design the program
Target panel, common processes, KPIs, governance: the system is designed with your HR and procurement teams, based on your rules.
Manage and optimise
Performance reviews, consolidated reporting, panel adjustments: the program is dynamic, and both your costs and quality improve year after year.
It’s a fair question, so let’s be direct. The program is built on objective criteria defined with you, shared KPIs, and your approval at every stage of allocation. If any of our group's entities are on your panel, they are measured with the exact same yardstick and under the same conditions as everyone else—it is contractually bound. An MVP that plays favourites would lose all credibility at the very first performance review. We know this, and we have no intention of sawing off the branch we're sitting on.
No starting from scratch: the audit judges on evidence. High-performing providers stay, winning volume allocated objectively rather than by affinity. Harmonising processes doesn't mean making the panel uniform: a diversity of expertise is an asset, as long as it is managed.
To be honest: it depends on your starting point, and anyone promising you a percentage before an audit is telling you tales. What the MVP structurally guarantees is: harmonised conditions, consolidated negotiation, performance-based allocations, and zero duplication. The initial audit quantifies your actual potential, before any commitment is made.
You no longer manage service providers. You drive performance.
A dashboard, comparable indicators, consolidated billing: for the first time, you see what outsourced recruitment costs and what it delivers.
Costs finally under control.
Harmonized conditions, consolidated volumes, eliminated duplicates: savings don't come from pressuring providers, but from bringing order back to the system.
Quality driven upwards.
When performance is measured and rewarded, good providers rise, others improve or leave. The sorting happens naturally, based on facts.
Are your needs slightly different?
Handling recruitment yourself instead of managing providers: that's RPO. Extending management to all your external resources, across multiple sites and providers: that's MSP.
Your providers may be excellent, but how would you know?
What isn't measured can't be managed.
Behind every mission assigned to a provider, there is your money, your employer brand, and candidates experiencing your brand in your name. This deserves better than habit: a framework, indicators, shared standards. MVP doesn't add a layer of control, it replaces uncertainty with facts. And facts are our native language.
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