Hand your entire recruiting function to a dedicated team that runs it like they own it — Recruitment Process Outsourcing (RPO) that scales with your hiring, operates inside your ATS and your brand, and answers to real service-level targets instead of vague promises.
Most outsourcing arrangements hold you at arm's length. RPO does the opposite — it's a strategic partnership where Careerscape becomes your recruiting function. Dedicated recruiters work inside your brand, your ATS, and your hiring rhythms, owning every step from open requisition to signed offer to first day.
RPO is the right move when hiring volume outruns the team you have, when recruiting needs to get sharper rather than just bigger, or when you want predictable hiring performance without carrying a large in-house desk. Our RPO clients typically hire 20 or more roles a quarter and want the polish of an internal team with the reach and tooling of a recruiting firm.
What sets Careerscape's RPO apart is accountability you can read off a dashboard. Every engagement runs against service-level targets for time-to-fill, quality-of-hire, candidate experience, hiring-manager satisfaction, and cost-per-hire — reported weekly, reviewed monthly, and adjusted as your priorities shift.
Recruiting that scales the moment you do. Dedicated recruiters who learn your roles, your tools, and your bar — then run the whole funnel as if they sat on your team.
Most outsourcing keeps the work at a distance. Ours sits inside your team — recruiters assigned only to your account, in your meetings, on your ATS, representing your brand to candidates. From the outside they're indistinguishable from staff you hired, but they arrive with the sourcing tools, training, and pipelines of a recruiting firm.
Plenty of partners run on goodwill. We run on numbers. Every engagement carries written service-level targets — time-to-fill, quality-of-hire, hiring-manager satisfaction, offer-acceptance rate, cost-per-hire — and we report against them every week so the relationship is never a guessing game.
An in-house team is a fixed cost whether you're hiring fifty people or five — salaries, licenses, training, management. RPO flexes instead. Heavy quarter ahead and a quiet one after? We size the team and scope to match, so you pay for hiring capacity when you need it and not when you don't.
We operate your applicant tracking system, sourcing tools, job-board spend, career site, and recruitment marketing as a single coordinated engine. No ATS yet? We'll stand one up. Tools underperforming? We'll tune them or recommend the swap — and run everything in the meantime.
We audit how you hire today — process, tech stack, employer brand, pipeline health — and design an RPO model sized to your volume, budget, and quality bar before anyone touches a requisition.
Recruiters are matched to your industry, roles, and culture, then onboarded into your systems, brand guidelines, and hiring managers so they're productive in weeks, not months.
We run the funnel end to end — sourcing, screening, scheduling, offers, onboarding — and surface it back to you through weekly pipeline dashboards and regular stakeholder check-ins.
Monthly strategic reviews measure performance against the SLAs and surface what to improve. As your plan shifts, we resize the team, refocus the roles, and adjust the tooling to match.
A staffing agency fills individual roles on a transactional basis — similar to our direct hire or contract staffing services. RPO is a strategic partnership where we own your entire recruitment function — from employer branding and sourcing strategy to ATS management and candidate experience. We're measured by SLAs, embedded in your team, and accountable for outcomes.
RPO works best for organizations hiring 20+ roles per quarter, but we also offer project RPO for companies with short-term volume needs (like a new location opening or seasonal ramp).
We establish service-level agreements at engagement kickoff covering time-to-fill, quality-of-hire, candidate experience scores, offer acceptance rates, and cost-per-hire. Performance is reported weekly through dashboards and reviewed monthly in strategic sessions.
A typical RPO launch takes 2-4 weeks from agreement signing to full operational capacity. For urgent needs, we can deploy interim recruiters within one week while the full team ramps.
Yes. Our RPO team is experienced across all major applicant tracking systems and recruitment tools. We'll operate within your existing stack and optimize it.
Our standard RPO engagements start at 6 months, with most clients extending into multi-year partnerships. For short-term needs, we offer project RPO with 3-month minimums.
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