Recruitment Process Outsourcing (RPO) & Talent Acquisition Outsourcing

End-to-End Talent Acquisition Outsourcing

For organizations that want to outsource most or all of the talent acquisition function, Peopable can manage role intake, sourcing, candidate engagement, screening, interview coordination, hiring-manager communication, pipeline reporting and offer-stage support. The operating model is defined around your internal ownership, ATS, employer brand and approval process so responsibilities remain clear.

Before delivery begins, we define which decisions remain with the employer, what system access the team needs and how candidates move through the process. Final hiring authority stays with the client, and reporting makes the agreed operational responsibilities visible.

Project RPO, Embedded Recruiting and Enterprise RPO

RPO does not need to be an all-or-nothing decision. Project RPO can support a defined hiring wave or market launch, an embedded recruiter can add temporary capacity to an internal team, and a broader enterprise RPO model can manage multiple functions or recurring hiring demand. Capacity can be adjusted as hiring volume changes.

The choice depends on hiring volume, internal capacity and the amount of workflow ownership the client wants to outsource. We scope supported functions and locations before launch and review capacity against changes in the hiring plan.

Fractional / 0.5 FTE Embedded Recruiter

For companies that need consistent recruiting support but not a full-time internal hire, Peopable can provide a fractional embedded recruiter model. A typical 0.5 FTE engagement can provide up to 20 hours of recruiting capacity per week, covering agreed activities such as sourcing, screening, hiring-manager coordination, pipeline reporting and process support. The exact scope, cadence and ownership are agreed with the client.

Dedicated hours are a capacity commitment rather than a guarantee of a fixed number of placements. The workload is prioritized by role complexity, sourcing requirements and the stages assigned to the recruiter.

RPO Strategy and Implementation Timeline

A practical RPO implementation starts with hiring-volume analysis, role segmentation, ownership mapping, workflow and ATS alignment, reporting requirements and service-level expectations. A focused embedded or project model can usually be mobilized faster than a broad enterprise transformation, while larger programs require a phased transition, governance cadence and agreed performance measures.

The launch plan should identify dependencies, system permissions, communication channels and the first review date. An agreed reporting cadence helps surface blockers early and supports a controlled handover between internal and external teams.

Scalability for Growth and Hiring Volatility

The value of an RPO model is its ability to add or reduce recruiting capacity without rebuilding the permanent internal team every time hiring demand changes. This is particularly useful during expansion, new-market entry, backlog reduction, seasonal hiring, acquisitions or periods when internal talent acquisition teams are operating above capacity.

Changes in capacity follow the agreed engagement terms and available delivery resources. Regular reviews help the client decide whether to expand scope, focus on priority roles or reduce activity when demand falls.

RPO Services for US Companies

For US employers, Peopable can support project-based hiring, embedded recruiter capacity, sourcing and screening, or a broader outsourced recruitment function. The delivery model is agreed around hiring volume, role families, locations, internal ownership, systems, compliance responsibilities and reporting requirements.

Communication hours, candidate locations and the division of employment and data-handling responsibilities are defined before launch. The client retains final hiring decisions and arranges local specialist advice where needed.

How RPO Pricing Is Structured

RPO pricing depends on the delivery model rather than one universal placement fee. Common structures include a monthly retainer for dedicated recruiter capacity, a fixed project fee for a defined hiring program, or a blended model tied to scope and hiring volume. The commercial model should be agreed together with recruiter capacity, service levels, reporting and the stages of the process being outsourced.

Cost comparisons should include internal coordination, job advertising, systems and the role mix, rather than compare recruiter fees in isolation. The proposal states what is included and which additional costs remain with the employer.

What an RPO Engagement Can Include

Depending on scope, an RPO engagement can include role intake, market mapping, sourcing, outreach, screening, interview coordination, pipeline reporting, hiring-manager communication, offer-stage support and process improvement. Clients can outsource the full workflow or retain selected stages internally.

The scope also defines what is excluded so the internal team can plan its own workload. Regular pipeline reviews clarify ownership and keep candidate communication and hiring-manager feedback consistent.

RPO across Europe, the Baltics, Canada and Australia

RPO delivery can be scoped for Lithuania, Latvia and Estonia, the Nordics and wider Europe, Canada and Australia as well as the USA. An engagement may focus on one market or several agreed countries, functions and role families.

The operating model is calibrated to communication hours, languages, ATS access, candidate markets and the employer's approval process. Local employment obligations and data-handling responsibilities are clarified with the client before work starts.

RPO performance metrics and reporting

Useful RPO measures include shortlist quality, stage conversion, time to shortlist, time to hire, offer acceptance and recruiting cost within the agreed scope. The baseline and targets should reflect role complexity and the client's decision-making process.

Pipeline reviews should explain why progress changes and what action follows. For example, a weak response rate may require a revised candidate segment, compensation review or clearer role proposition; slow interviews may require faster hiring-manager feedback.

✦ Key Business Benefits

• ✔Dedicated recruiters working within your employer brand and agreed hiring workflow
• ✔Scalable recruiting capacity for hiring spikes, expansion and multi-role programs
• ✔Direct sourcing, talent mapping, structured screening and pipeline reporting
• ✔Clear ownership, governance and cost visibility across the outsourced recruitment scope