It’s less about the size of your company and more about the challenges you’re facing and your desire to solve them. RPO works for businesses of all sizes—from a dozen employees to global giants with tens of thousands. If you want to boost candidate quality, speed up hiring, and get better value for money, RPO is worth exploring. Plus, it reduces the risk of maintaining an in-house team, gives you access to experts, tools, and resources, and offers the flexibility to scale as your hiring needs change. If that sounds good, let’s chat!

If you're committed to improving talent acquisition, you're already on the right track—that’s the most important step. You'll also want a clear idea of what you’d like to outsource, what you’re open to discussing with your RPO partner, and what you want to keep in-house. As for the rest—like recruitment tech, policies, or processes—your RPO can handle setting that up once they're on board. In fact, it’s often better to hold off on renewing agreements or making big decisions until you’ve talked it through with your RPO partner.

Think of a Solve RPO solution like the internal TA team you’ve always wanted – expert TA Partners, an always-on Sourcing Hub, the best tools and technology, a suite of subject matter experts at your disposal… the list goes on. All working with you, as you and for you. When managers and candidates interact with our RPO, it looks and feels as though we’re as much a part of your team as your own employees. An RPO is a sustainable, strategic and medium-to-long term investment. The goal is to design, build and manage a high-performing TA function. A recruitment agency is an immediate or short-term investment in specialist support. The goal is to fill the job.

Yes. Our RPO solutions are as tailored as our clients are unique. That’s the beauty of Recruitment Process Outsourcing: it can span the whole process for all recruitment; it can cover the whole process but for specific locations, time periods or role types; or it can be targeted towards specific process steps, to dovetail with the existing TA function.

In many ways. Our RPO model saved a client 72% of their previous spend on recruitment – millions of dollars a year. Often the most immediate saving comes from reduced reliance on external recruitment agencies. Other savings sources include reduce job advertising costs and reduced cost of technology and tools. An RPO model also eliminates the costly burden on hiring manager time by streamlining processes. On top of this, by making better quality hires sooner, the costs of covering resource gaps and of re-hiring and re-training are avoided too. All in all, our RPO solutions generate a return on investment that can exceed 300%.