Managed Recruiting
A dedicated team runs your requisitions day to day.
Hiring solutions that work as hard as you do
A dedicated team runs your requisitions day to day, in your systems, under your employer brand.
Why hiring breaks down
Internal headcount is frozen. Recruiter volume isn't.
Your team is stretched across a list of jobs that doesn't shrink just because hiring picks up. Maybe you've already tried an agency, and the moment someone starts, they move on to the next client. So let's address the elephant in the room: your team keeps their jobs.
Recruitment process outsourcing, done right, isn't a handoff. It's an outside team working hand in hand with yours, inside your systems, under your brand, as bandwidth you plug in when you need more. Here's how that actually plays out against building it yourself or hiring an agency.
How we run it
Seven stages. We can do all of them or just the parts you want us to.
We cover the full spectrum, but you don't have to hand over all of it. Keep workforce planning in-house. Plug us in for sourcing, screening, or just the offer conversation, wherever the gap actually is.
01
Discovery / Intake Session
We sit with the hiring manager and get the role right before anyone sources against it.
02
Job Market Analysis
We look at supply and demand and competitor compensation, then design a strategy to help you win.
03
Sourcing & Attraction
Our recruiters learn your language and culture, then hunt through direct approach, referrals, and silver-medal candidates.
04
Screening & Assessment
We screen against the scorecard the hiring manager signed off on, not gut feel.
05
Interview Coordination
We hold the calendar and chase feedback so candidates stay warm while your panel finds a slot.
06
Offer & Negotiation
We keep candidates warm, then run the offer conversation with you.
07
Onboarding
The hire you paid for becomes a hire who stays. We carry them through their first weeks.
Three ways to solve this
Where NXTThing Fits
Build the team yourself, hand it to a staffing agency, or bring in NXTThing. Here's how the three actually compare once you're a few months in.
| Comparison criteria | Internal team | Staffing agency |  |
|---|---|---|---|
| Who's accountable when it slips | You, stretched across everything else on your plate | Nobody, once the invoice clears | We are, for the life of the engagement |
| Speed to fill | Limited by your own headcount | Fast for one role, no faster for ten | A team to scale up quickly |
| Cost model | Fixed salary and overhead either way | A placement fee per hire | Flexes up or down with volume |
| Employer brand | Yours, but stretched thin | Diluted across their whole client roster | Yours. We work inside it |
| After the hire starts | You manage the ramp yourself | The relationship ends | We carry it through onboarding |
The NXTThing difference
More capacity, not just more hands
25+ years of hiring patterns, proprietary technology, and a team sized to the work.
Accessible
Full-scale transformation or targeted support, flexing as your needs change
Experienced
25+ years, a process proven across millions of hires
Tech-Enabled
Proprietary technology, AI, automation, and analytics, standalone or integrated
Results
Faster hiring, a better candidate experience, and numbers you can show the business
25% Burst Capacity
Flex up 25% overnight when volume spikes—no re-contracting.
Global Reach
Worldwide coverage, delivered across multiple locations
What it costs
Quality hire guaranteed
If it's not the right fit, we keep working until it is.
No hidden fees
No retainers, no setup costs, no surprise line items.
Simple pricing: cost per hire
One clear number, paid only when a hire lands.
A truly configurable solution
Blend the hiring solutionsthat fit your situation
Start with one service—or a few—depending on what today’s problem calls for. As you go, add, drop, or shift the mix as your needs change. Same team, same reporting, no new contract.
Executive Search
For senior seats: research and direct approach.
Contingent Labor (MSP)
Governs the workforce that isn't on your payroll.
Recruitment Marketing
Runs upstream, building the pipeline the other four draw from.
Consulting
Keep running hiring yourself, process rebuilt first.
Frequently asked questions
Straight answers to common questions.
What is recruitment process outsourcing (RPO)?
RPO stands for recruitment process outsourcing. Typically, this means that you hire a third-party company to take over all or part of your hiring process—often under their third-party brand. At NXTThing, we embed with you as an extension of your team and fill in gaps to improve your bandwidth. This can include sourcing, screening, interview coordination, offers and/or onboarding, measured by process outcomes rather than per-placement fees.
What are the 7 stages of the recruitment process?
Workforce planning and intake, job design and requisition, sourcing and attraction, screening and assessment, interviewing, offer and negotiation, and onboarding.
What are the 5 C's of recruitment?
Clarity of the role, capability of the candidate, cultural contribution, cost of the hire, and consistency of the process. We use this as a rubric to help us identify and correct any breakdowns in your hiring systems.
What is RPO recruitment?
RPO recruitment is recruiting delivered as a managed service. An external team runs agreed stages of your hiring process using your systems and your employer brand. It is measured on process outcomes such as time to fill and quality of hire rather than on the number of placements made.
What is the difference between RPO and traditional recruitment?
Traditional agency recruiting typically focuses on filling individual roles, while RPO manages agreed parts of the recruiting process over time. That can include how roles are scoped, candidates are sourced and assessed, and pipelines are built. Success is measured across the process rather than only by individual placements.
What is the difference between RPO and outsourcing?
Outsourcing is the general practice of assigning a business function to an external provider. RPO is specifically focused on recruiting. Because recruiting directly affects your employer brand and candidate experience, an RPO partner typically works closely with your internal team, systems and hiring processes rather than operating separately from them.
What is a recruiting firm?
A recruiting firm finds and screens candidates on behalf of an employer. Firms differ widely in how they work. Some fill single roles for a placement fee, while others run whole hiring programs under the client's own brand. The commercial model tells you more about the relationship than the label does.
Is RPO a good fit for my company?
RPO can be a strong fit when hiring is ongoing, volumes change, key roles are difficult to fill, or an internal team needs additional expertise and support. It can cover the full recruiting lifecycle or specific parts of the process, with the delivery model and technology tailored to what the organization needs.
