Reasons to Choose Rpo Over Traditional Recruitment

When experiencing rapid growth, the business case for RPO (Recruitment Process Outsourcing) is almost a dumb-not-to proposition: on-demand recruiters joining as an extension of your team on short notice, flexibility to scale up/down and turn on/off as hiring fluctuates, that's cost-effective compared to agencies, access to technology, etc, to name a few. During periods of uncertainty, like we have today, the use cases for RPO tend to revolve more around flexibility. Many Talent Acquisition Departments had to go through layoffs over the past 2 years and are running very lean. Here are some scenarios that we've been supporting customers with during this time period: - Adding temporary support during Q1 hiring budgets being set and an initial hiring frenzy - Adding fractional support (20hrs/week) for a handful of extra roles - Recruiting team is strong in one area but the team needs support in another area. (IE strong operations recruiters but influx of technical hiring needs) - Unplanned Recruiter turnover: Recruiter quits, fired, etc - Planned Maternity/Paternity Leave - Not wanting to add fixed overhead/full-time recruiters due to build-up/layoff cycles of the past 4 years and find a partner to keep things augmented - Larger organizations needing an external 'floater' team to be allocated as back-up to various departments, worksite locations, or even countries. These are some of the ways dynamic TA/HR Leaders are getting work done including leveraging a unique partner. 2025 is looking brighter, no doubt, but there are many risks to our market that are leaving business leaders in a position that prioritizes flexibility and needing to look at unique ways to operate their TA function. #rpo #chiefpeopleofficer #talentacquisition #chro

Traditional Internal #TalentAcquisition teams appear to be fading away... If the past 12 months have shown us anything, it's the importance of having the ability to quickly reduce your OPEX. Unfortunately, reducing your team size makes the most significant impact. TA teams fall into an interesting category as they are non-revenue generating teams that empower you to hire the greatest revenue-generating #talent. With the market opening back up, we're seeing a lot of companies realize the long-term benefits of partnering with strong #OnCall / #OnDemand and #RPO firms. Why? - Employees (W2) cost on average 1.2% - 1.6% of the compensation you pay them (payroll taxes, benefits, bonuses, equity, etc.). A $150K employee actually costs $180K - $240K - They want to move TA into a variable expense instead of a fixed expense - They don't have the time or resources to build and develop a TA team - They want to have the flexibility to instantly ramp up or down their TA team based on hiring needs We're consistently seeing companies do one of two things: 1) Hiring a small "core" internal TA team (W2) and then augmenting that team with OnCall / RPO partners to handle capacity or 2) Outsourcing their entire internal TA function to OnCall / RPO partners (Head/VP of Talent all the way down to Recruiting Coordinators) I'm excited to see what 2024 has in store for all of us! I'd love hear your thoughts 🤔

Hiring is too important to leave to chance — or to just one person. When companies need extra recruiting help, they often default to hiring a contract recruiter. It seems simple: one person, short-term, fill the roles. But if you're aiming for sustainable, scalable, and strategic hiring — you need more than just extra hands. You need an RPO (Recruitment Process Outsourcing). Here’s why an RPO often outperforms a solo contract recruiter: 🔹 Scale & Capacity – RPOs bring a team, not just one person. More roles, faster results. 🔹 Process Optimization – They don’t just do the work — they improve how it’s done. 🔹 Tech & Tools – RPOs often come with their own sourcing tools, analytics, and dashboards. 🔹 Flexibility – Need to ramp up or slow down? RPOs scale with you. 🔹 Strategic Partnership – RPOs think big picture — employer brand, candidate experience, and long-term hiring health. Yes, a contract recruiter can help in a pinch. But if hiring is critical to your company’s growth — and let’s be honest, it is — then you need a partner, not just a pair of hands. RPO isn’t outsourcing. It’s upgrading. #Hiring #RPO #TalentAcquisition #RecruitmentStrategy #ScalableHiring #PeopleFirst