RPO: delegate all or part of your recruitment process
Full or partial outsourcing for both your high-volume campaigns and recurring needs: a dedicated team, 20 years of proven processes, 24/7 operational coverage, and your indicators finally in the green.
At your company, recruitment is no longer an event. It's a continuous flow.
Structural turnover, continuous growth, annual seasonal spikes: you no longer recruit "when there is a need", you recruit all the time. Yet you still treat every wave like a surprise: exhausted teams, reinforcements hired then left idle, waiting managers, costs no one can make sense of anymore.
Hire more recruiters? You fix costs for volumes that fluctuate. Keep getting by? Your recruitment quality and your employer brand pay the price.
RPO directly addresses this shift: an in-place recruitment capacity, sized to your actual flows, scaling up and down with them. Your process, managed by professionals whose sole job it is — while you keep control of criteria, decisions, and the big picture.
20 years
of RPO expertise
24/7
continuous operational coverage
Full or partial
you choose the delegated scope
1
dedicated team that knows your business
You choose the scope. We take care of the rest.
An RPO isn't just launched. It is established
Scope and design
Your volumes, your roles, your existing processes, your target metrics: the setup is designed around your reality. Governance and reversibility included.
Ramp up
The dedicated team settles in, learns your business and managers, and takes over current processes. Initial hires validate the setup under real conditions.
Operate in steady state
The flow is running: SLAs met, consistent quality, regular reporting. Your managers have a contact person, your candidates a great experience, and you have clear figures.
Continuous improvement
Every quarter, the setup learns: optimized sources, reduced lead times, enriched talent pools. An RPO that doesn't improve year after year is a poorly managed RPO.
FAQ
Answers to your questions
The test is simple: does your need have an end date? A site opening, a dated project: that's a campaign. Our Volume recruitment offer is made for that. But if the need recurs every year or never stops, a permanent organisation will cost less than repeated sprints. And if you are hesitant, describe your need to us: we will advise you on the solution best suited to your needs.
The decision is yours, but in most cases, they win too. With partial RPO, they keep higher-value recruitments while the system absorbs the volume. With full RPO, they lead governance and strategy. RPO replaces overload, not the people who suffered from it.
In all transparency, a three-month RPO makes no sense. By the time the solution learns your business roles, it would already be over. Value is built over time, and the contract sets the framework: service commitments, governance, exit clauses and organised reversibility from day one. You commit to a trajectory, never a dead end.
Recruitment that runs smoothly. At last.
A capacity that keeps up with your volumes.
Peaks absorbed, troughs not billed as fixed costs: your recruitment capacity breathes to the rhythm of your activity.
Costs and timelines that are clear at last.
Cost per hire, time-to-hire, conversion rate: you steer using real numbers and watch them improve.
Quality that no longer depends on workload.
Constant evaluation, consistent candidate experience, managers served: standards no longer drop when volume goes up.
Is your need slightly different?
A one-off, dated campaign, such as a site opening or a specific project: that's the Volume recruitment offer. Several recruitment providers to manage, rather than a single process to operate: that's MVP. External resources spread across multiple sites, managed globally: that's MSP.
Recruitment is no longer an event for you. Stop treating it like one.
An ongoing flow deserves a permanent organisation.
Behind every position left open for too long, there are teams making up for it and candidates waiting for a response. An RPO solution restores order both ways: for your managers, recruitment that delivers; for every candidate, a process that respects them. Industrialising recruitment only makes sense if it serves people, on both sides of the table.
Let's talk about your needs
Meet our teams
