MVP: Outsource the management of your recruitment providers
Preferred vendor listing, contracts, harmonized processes, measured performance, the Managed Vendor Program (MVP), : allows taking over the management of your provider panel : firms, agencies, platforms while you keep the strategy, criteria, and decisions.
A provider panel is rarely the result of a deliberate decision: it is most often built gradually
A firm recommended by a manager, an agency inherited from a site, a platform tested in an emergency: over the years, the panel built itself. The result: scattered contracts, different rates for the same service, individual processes, and every manager calling "their" provider, without anyone seeing the big picture.
What costs the most isn't this mess: it's what it prevents. 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 back under one roof: controlled listing, harmonized processes, comparable KPIs, a single point of contact. Your providers keep recruiting. You get back in the driver's seat.
1
single point of entry for your managers and providers
100%
of the panel under a single framework
20 years
of expertise in outsourcing recruitment management
0
assignment without measurement.
From selecting providers to driving their performance
Listing & panel management
Audit of current operations, selection of providers, framework agreements with harmonized terms: a panel by choice, not by default.
Unified processes
A single point of entry for your managers, standardized briefs, clear validation flows: the same experience regardless of the provider used.
Performance management
Common KPIs, timeframes, quality, conversion, costs, regular reviews, mission allocation based on measured performance.
Administration & compliance
Consolidated invoicing, contract tracking, verified and maintained regulatory obligations: supplier back-office, in order.
Continuous optimization
The panel evolves with results: renegotiations backed by actual volumes, listing entries and exits made objective.
How does it work?
From inventory to steering, in four steps.
Audit current operations
Your providers, your contracts, your actual costs, your usage: the audit no one had time to do, which always brings surprises.
Deploy smoothly
Framework agreements signed, managers onboarded, providers integrated into the new framework: the rollout is managed, site by site if needed.
Design the program
Target panel, shared processes, KPIs, governance: the setup takes shape with your HR and purchasing teams, based on your rules.
Steer and optimize
Performance reviews, consolidated reporting, panel adjustments: the program evolves, and both your costs and quality improve year after year.
That is a fair question, so let's answer it directly. The program relies on objective criteria defined with you, shared indicators, and your validation for every assignment. If entities from our group are in your panel, they are held to the exact same standard and terms as the others—it's contractual. An MVP that favored its own operator would lose all credibility in a single performance review. We know this, and we have no interest in cutting off the branch we're sitting on.
No clean slate: high-performing providers stay and gain objectively allocated volume. Harmonizing processes does not mean standardizing the panel; diverse expertise is an asset, as long as it is actively managed.
That depends on your starting point, and any promise of a percentage prior to the audit would remain speculative. What the MVP structurally guarantees: harmonized conditions, consolidated negotiation, performance-based assignments, zero duplicates. The initial audit quantifies your real potential, before any commitment.
You are no longer managing providers. You are driving performance.
A dashboard, comparable indicators, consolidated invoicing: for the first time, you see what outsourced recruitment costs and delivers.
Costs finally under control.
Harmonized conditions, consolidated volumes, eliminated duplicates: savings do not come from putting pressure on providers, but from bringing order back into the system.
Quality driven upwards.
When performance is measured and rewarded, good providers rise, while others improve or exit. Selection happens naturally, based on objective criteria.
Are your needs a bit different?
Entrusting your recruitment operations to a dedicated team rather than managing multiple providers: that is RPO. Extending this management to all your external resources, across multiple sites and multiple providers: that is MSP.
Your providers may be excellent, but how would you know?
What isn't measured cannot be managed.
Behind every assignment entrusted to a provider, there is your money, your employer brand, and candidates experiencing a process on your behalf. This deserves better than routine: a framework, metrics, shared standards. The MVP doesn't add a layer of control; it replaces vagueness with facts. Our approach is above all based on facts.
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