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A hiring peak
A funding round, a new market, a team to build fast: several roles in parallel over a few months.
Outsourced recruitment.
A dedicated recruiter, inside your team.
When a single role is no longer the issue and you have several hires to run at once, we embed a senior recruiter in your organisation. They work as a member of the team, with your tools and your processes. The industry calls this RPO.
What changes
The reach of an agency, the agility of an in-house recruiter.
- Up and running in 72 hoursYour dedicated recruiter is operational in three days, briefed on your roles and your culture.
- Inside your toolsThey work in your ATS, your channels and your team rituals. No friction.
- Weekly reportingPipeline, response rates, interviews, timelines: you see everything, as it happens.
- Flexible commitmentMonthly, adjustable to the workload. You scale up or down without friction.
- Capability you keepWe leave behind processes and a talent pool that remain yours.
When to consider it
The right moment for an RPO.
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No HR team yet
You are hiring yourself and it has outgrown you. We take the wheel, so you do not have to hire in-house under pressure.
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A process to build
Scorecards, interview guides, candidate tracking: we put the foundations in place and hand them over.
Outsourced recruitment, RPO: what are we talking about?
Both terms describe the same thing. Outsourcing your recruitment, in practice, means handing all or part of the process to a provider who works as an extension of your team, rather than a supplier you place orders with. The acronym used in the trade is RPO, short for Recruitment Process Outsourcing.
The difference from a conventional agency comes down to one sentence. A contingency agency delivers candidates for a role; outsourced recruitment delivers hiring capacity for a period. In the first case you buy an outcome, in the second you buy the means.
What the recruiter takes on
Scoping the roles and writing the scorecards, drafting and posting the adverts, sourcing and direct approach, screening and qualification interviews, coordinating interviews with your managers, following candidates through to signature. You keep the final decision, always.
What stays with you
Your tools, your data and your employer brand. The recruiter works inside your ATS, under your name, and the talent pools built during the assignment belong to you. That is the difference from an agency that leaves with its own database.
What does outsourced recruitment cost?
A monthly fee, based on the number of roles running in parallel and the intensity of the search. No placement commission on top: the cost is known in advance and does not depend on the salaries of the people hired, which changes everything when you are hiring several well paid profiles.
The arithmetic turns favourable from three hires in the same period. Below that, contingency recruitment stays cheaper since it is only billed on a hire. The figures for both models are set out in our guide to recruitment agency fees, and the side by side comparison in contingency or RPO, which to choose.
Outsource, or hire a recruiter of your own?
This is the real alternative, and it is decided on volume and on timing. An in-house recruiter costs around €50,000 a year fully loaded, plus sourcing tools, whether they have two roles to fill or fifteen. You also have to recruit them, which takes two to three months, then train them on your sector.
Outsourced recruitment is running within 72 hours, stops when the need stops, and arrives with its own tools and network. In exchange it will never know your company as intimately as someone who has been inside for two years. For a growth spike or a first structuring, outsourcing almost always wins. For a steady, lasting flow, in-house eventually comes out ahead.
Frequently asked questions
What clients ask us most.
How is this different from contingency recruitment?
Contingency covers one specific role, paid on hire. RPO covers several hires over time, with a dedicated recruiter invoiced monthly. We choose together, based on your volume.
Does the recruiter work on site?
Remotely by default, on site in Lyon if you need it. Either way, they take part in your team rituals.
What is the minimum commitment?
We set a realistic duration based on the number of roles, usually a few months, adjustable afterwards.
What is left once the assignment ends?
Your processes, your scorecards and the talent pool built during the assignment. You do not start from scratch.
Let's talk about your role
Several roles to run? Let's talk RPO.
One call to assess your volume and propose the right format.
→ Discuss an RPO