Volume recruitment, without compromising on quality.
Full or partial recruitment process outsourcing (RPO): our teams structure, equip, and operate it, to quickly recruit your top talents in volume.
Full or partial recruitment process outsourcing (RPO): our teams structure, equip, and operate it to quickly recruit your top talents in volume.
Thirty, eighty, two hundred hires in a few months: a site opening, rapid growth, a won contract. Your recruitment team, sized for a normal pace, finds itself sorting through thousands of applications, scheduling hundreds of interviews, following up, and making decisions on top of their daily tasks.
And while the process saturates, the damage builds up: time-to-hire stretches, managers get impatient, and the best candidates, the ones with choices, sign elsewhere, tired of waiting for an answer.
Volume is not a motivation problem. It is an organizational problem. We bring you the two things you are missing: a structured system and the teams to run it.
RPO
full or partial outsourcing, depending on your needs
1
dedicated project team, from scoping to the final hire
ISO 9001
the same certified standards, from the 1st to the 200th hire
600 branches
branches and search firms to source across all your talent pools
Why volume recruitment?
Four situations where volume recruitment is essential
Expansion & growthWe are opening a site: 80 permanent positions to fill.
A factory, a warehouse, a regional office: an entire organization to recruit in a local employment area, with a non-negotiable opening date. The system is built backwards from your launch day.
Contact usEvery vacancy costs us revenue
Understaffed teams mean lost production, waiting customers, and exhausting overtime. Reducing time-to-hire is not an HR luxury: it is a bottom-line issue.
My recruitment team is overwhelmed
Your recruiters are buried under sourcing and pre-screening, to the detriment of the interviews that matter. Hand over the bottleneck stages to us and give your team back their core focus.
Candidate experienceOur candidates drop out along the way
Late replies, dragging stages, radio silence: every friction point drives away the best. A smooth and well-managed process is also about protecting your employer brand.
You stay in control. You decide on what.
Full or partial? It depends on your team, your volumes, and your schedule. We will recommend the setup that is right for your situation, not the biggest contract for us.
Full outsourcing
From job definitions to candidate closing, a dedicated team designs and operates the entire process, working hand-in-hand with your managers. You validate the criteria and make the final decisions. We keep the machine running
Partial outsourcing
Sourcing, pre-screening, scheduling interviews, tests and assessments, administrative onboarding: you outsource the steps of your choice, your team keeps the rest. The reinforcement adapts to your process, not the other way around.
How it works
A recruitment campaign is managed like a project
No, it means taking it back. Your criteria, your validations, your final decisions: governance is defined during scoping and belongs to you. What you delegate is the execution that overwhelms you, not the power to choose.
Through process, not heroism: a systematic and identical evaluation for every candidate, objective criteria established during scoping, and ISO 9001 certified processes. Volume industrializes the method, never lowering standards.
They manage instead of reacting. Under a partial setup, they keep the highest-value stages; under a full setup, they retain governance. And in both cases, they end up with a structured and documented process. The setup goes, the method remains.
Fast, in volume, and done right.
Deadlines met at scale.
A system sized for your volumes, dated milestones, a continuous flow of candidates: your schedule becomes credible again.
The same high standards from the first to the last hire
Systematic assessment, constant criteria: the 80th hire is handled with as much care as the 1st.
A preserved and strengthened HR team
Your recruiters focus on what matters, and the setup leaves them with better processes and tools than before.
Need volume, but not on permanent contracts?
If your peak is seasonal or temporary, you don't need a recruitment campaign: you need high-volume temporary staffing. And for a single permanent position, head over to permanent recruitment.
Volume is no excuse
Fast, in high volume, and well: we will never ask you to choose.
Recruiting 200 people means making 200 decisions that commit your company and each of these individuals. That is why we industrialize the organization, never the relationship: behind every application in the pipeline, there is someone who deserves a serious evaluation and a quick response. It is demanding. That's the job.
Let's talk about your needs
