Relief for a talent team that’s already stretched

Most talent leaders hesitate before they call an RPO, and the hesitation is usually about what happens to the people already doing the work.

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Manufacturing employees walking through a production facility

What RPO looks like here

How we approach every engagement, from the first week to the way your team experiences it day to day.

1
We listen before we change anything
Onboarding starts with us learning how your team already works, not telling you how it should work. We sit in your meetings, shadow your recruiters, and ask questions before we touch a single process.
1. Listening first
  We spend the early weeks observing your process before recommending a single change.
2. Humble by design
  We treat your existing knowledge as the starting point, not something we’re there to override.
3. Slow to assume, quick to ask
  If something looks broken, we ask why it’s built that way before we fix it.
4. Earn the seat, don’t take it
  Trust with your hiring managers is built meeting by meeting, not assumed on day one.
We shape the engagement around how you already hire
We start with your culture, your systems, and the preferences of the hiring managers your recruiters work with every day. That takes longer up front than dropping in a standard model. It’s also the reason our clients stay with us for years instead of running an RFP every renewal cycle.
3
Pick the model that fits the problem
You don’t have to hand over the whole function to work with us. Most engagements start with one piece. Choose a model to see which steps it covers.
- Dedicated Resource
  Recruiters embedded in your team, working your reqs, in your systems.
- Source & Screen
  We run the top of the funnel and hand you a qualified slate.
- Hybrid RPO
  We take a defined segment of your hiring. You keep the rest in-house.
- End-to-End RPO
  We run the full function, from workforce planning through onboarding.
Project-based work can be used across all four models, which is how most engagements with us start.
Our recruiters show up as your recruiters
We’re branded and represented as your team. Candidates see your name, hiring managers work with people who feel internal, and in some client organizations, the wider organization doesn’t know a third party is involved at all. That’s deliberate. Your employer brand stays yours, and your candidate experience stays consistent.

What this looks like in practice

Celanese brought us in as the SWAT team for the locations their incumbent provider was struggling with. We nearly tripled hiring volume in two years, pulled time to fill down, and moved quality of hire and retention in the right direction.

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Talent leaders gathering at a Caliber Collision event

Caliber's recruiters were buried in volume hiring and losing ground on the roles that drive revenue. We took the volume, branded as their team, and freed more than 70 recruiters to focus on the roles that mattered most.

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Retail worker pushing a loaded shopping cart across a wet parking lot

Follett needed to scale seasonal hiring without disrupting its internal team. We built a dedicated surge program that delivered 8,000 hires in six weeks with zero fulfillment delays.

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Before you talk to us

Straight answers to common questions.

How do I choose an RPO provider?

When choosing an RPO provider, look at the team assigned to your account, recruiting expertise, technology capabilities, flexibility, reporting and how the provider will work within your systems and employer brand. Also ask how success will be measured and whether the model can adapt as your hiring needs change.

What are the top RPO companies?

By revenue the field is led by Korn Ferry, Cielo, PeopleScout, Randstad Sourceright and AMS. Ranking lists tend to measure scale rather than fit. A provider that is right for a company hiring thousands is often wrong for one hiring dozens.

Accessibility preferences

Relief for a talent team that’s already stretched

What RPO looks like here

We listen before we change anything

Listening first

Humble by design

Slow to assume, quick to ask

Earn the seat, don’t take it

We shape the engagement around how you already hire

Pick the model that fits the problem

Dedicated Resource

Source & Screen

Hybrid RPO

End-to-End RPO

Our recruiters show up as your recruiters

What this looks like in practice

Before you talk to us

Tell us what’s slowing you down

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Tell us your hiring problem. We solve it with people, technology, or both.

What kind of support would help the most?

What matters most right now?

Shape your starting mix.

Start the conversation.

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Listening first

Humble by design

Slow to assume, quick to ask

Earn the seat, don’t take it

Dedicated Resource

Source & Screen

Hybrid RPO

End-to-End RPO

What this looks like in practice

Tell us what’s slowing you down