Strategy and target group analysis
For each role we research where your candidates are, what makes them move and which approach fits.
Modern RPO: we take over your hiring and run the whole chain, from attention and talent activation to selection and hire, under your own name. Not extra recruiters on call, but one team with every discipline, for a fixed monthly fee with no placement fees. From the boardroom to the cable crew.
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What is RPO recruitment and what does an RPO agency do?
RPO recruitment stands for Recruitment Process Outsourcing: you outsource your hiring to one partner on a structural basis (not to be confused with the IT term). An RPO agency decides the approach per role and runs the full funnel under your name: strategy, campaigns, sourcing, screening and follow-up. SocialFind does this for a fixed monthly fee, with no placement fees.
Read the full explanation of RPOWho does what in an RPO partnership?
RPO is a partnership, not a takeover. Your team stays in charge of culture and decisions, we deliver the recruitment engine around it.
Your team
- Organizational knowledge, culture and hiring managers
- Interviews and the final selection decision
- Employment terms and the offer
- Internal processes and stakeholders
SocialFind
- Labor market strategy and target group analysis
- Employer branding, content and campaigns
- Sourcing and personal candidate outreach
- Application funnels, screening and fast follow-up
- Data, reporting and continuous optimization
What makes this modern RPO?
Not extra recruiters on call, but one team that first reaches, interests and moves the people who do not respond to vacancies, with advertising, content, sourcing and Thought Leader Recruitment, and takes responsibility all the way to the hire. The difference from traditional RPO is in the questions below, and with the large RPO providers side by side on traditional RPO or modern RPO.
Why outsource your recruitment to SocialFind?
Most recruitment solutions start from a tool: a job board, an agency, a campaign. The problem: the right choice differs per role. You find a production worker in a different place than a commercial director, with a different message and a different funnel. You don't need to know which recruitment solution you need. That is exactly what we figure out for you.
That is why every partnership starts with our approach: we analyze the role, target group and labor market, and use that to determine the recruitment mix. Then we execute. Not a slice of the process, but the complete method from intake to hire, with continuous data-driven adjustments.
Under your name, not ours
Everything we do is white label: campaigns, application pages and personal outreach carry your brand. Candidates get to know you, your employer brand grows stronger with every campaign and the candidate relationship forms around your organization. This is how white-label recruitment works in practice.
Already have recruiters on staff? Great, even if there are ten of them. RPO doesn't automatically replace your team: we give your recruiters a far more powerful recruitment engine. Read how we work alongside an internal recruitment team, or first take your time to compare RPO with other recruitment models.
Two questions come up at the start of every RPO: what the implementation looks like in the first weeks, and which KPIs and reporting you hold us to.
From recruitment challenge to hires
HOW IT WORKSNo standard package. We build the approach each role needs and adjust it weekly based on data.
Analysis
We map your vacancies, target groups and labor market and pinpoint where your funnel is stalling right now.
Strategy and mix
For each role we determine the combination of employer branding, content, media, sourcing and Thought Leader Recruitment.
Execution
One team runs the entire funnel under your name: from campaign and sourcing to screening and follow-up.
Data and optimization
We measure every step, report transparently and continuously improve the approach toward hires.
Your name. Your employer brand. Your candidates.
WHITE-LABEL
Candidates apply with you, not with an agency. Every video, campaign and personal approach strengthens your employer brand. So every vacancy builds recognition in your labor market, instead of someone else's.
How white-label recruitment worksWHAT'S INCLUDED
What do you get with RPO?
You are not buying a single service but a complete recruitment engine. This comes standard with the partnership.
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Employer branding and content
Videos, ads and copy in your brand, made to resonate with your target group. You approve, we make sure it performs.
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Campaigns and media
Targeted campaigns on the channels where your audience really is, from Meta and TikTok to LinkedIn.
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Sourcing and personal outreach
We personally approach latent talent that doesn't apply, under your name.
Funnels, screening and follow-up
Short application funnels, careful screening and fast follow-up, so good candidates don't drop out.
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Reporting and data
Real-time insight into campaigns and pipeline. You know exactly what we know, week after week.
Free diagnosis
Want to know where your recruitment is stalling?
In a short diagnosis we review your vacancies, channels and funnel with you. You get concrete recommendations, even if we don't end up working together.
Dive deeper into RPO
What is RPO?
The definitive explanation of Recruitment Process Outsourcing, with all forms listed.
What is RPO?Our way of working
Step by step from analysis and strategy to hires and optimisation.
Our way of workingRPO alongside your internal team
How we strengthen recruitment teams instead of replacing them.
RPO alongside your internal teamThe business case
What RPO means financially compared to your current recruitment costs.
The business caseWho is RPO for?
The honest fit and no-fit: when RPO suits and when it does not.
Who is RPO for?Outsourcing recruitment
All forms of outsourcing side by side, with pricing model and lead time.
Outsourcing recruitmentTraditional or modern RPO?
The difference between extra recruiters and a team that runs the whole chain.
Traditional or modern RPO?
Let us determine what your vacancies need
Tell us who you need. We determine how to find, convince and hire them. Start with the recruitment diagnosis or book a strategy session right away.
Frequently asked questions about RPO
RPO suits employers with structural hiring needs: multiple or recurring vacancies, a wide range of role types, or target groups that are hard to reach. Even with your own recruitment team, RPO can add a lot, such as extra reach, content, and sourcing power. If you have one straightforward vacancy without time pressure, a lighter solution often makes more sense. On the page about who RPO is right for, you'll find the honest fit and no-fit.
The partnership starts at EUR 6,500 per month, all-inclusive within the agreed scope, with no placement fees. What you pay exactly depends on scope and capacity; we set that out in the quote. Because you pay a fixed monthly rate, your price per hire drops as the system runs better. The three ways of working together sit side by side on our pricing page.
Yes, that's actually one of the most common forms of partnership. Your internal team stays strong in culture, hiring managers, and selection; we add labor market strategy, content, media, sourcing, and funnel optimization. We work in the same systems and by the same working agreements, so candidates are never approached twice.
That depends on your situation and the number of vacancies, but we deliberately keep the setup compact: a kick-off, access to systems and alignment with your hiring managers, and then the first campaigns and sourcing actions go live. In an introductory call we'll give you a realistic picture for your organization.
An RPO agency usually charges a fixed monthly fee, sometimes supplemented with a fee per hire. At SocialFind you pay no placement fees: the partnership starts at EUR 6,500 per month, all-inclusive within the agreed scope. What you get in return is not a standalone service but a complete recruitment engine: strategy, content, campaigns, sourcing, screening, follow-up and reporting, under your name.
A recruitment agency delivers candidates per vacancy for a fee per placement; the knowledge, network and candidates stay with the agency. An RPO agency runs your entire hiring process structurally, under your name and for a fixed monthly fee, and in doing so builds your employer brand, talent pool and data. For a single vacancy an agency can work fine; with structural intake RPO is usually more effective and cheaper per hire.
RPO stands for Recruitment Process Outsourcing: structurally outsourcing your hiring process to one partner. You also come across the same letters as Recovery Point Objective in IT and as the name of the regional public broadcasters in the Netherlands. On this site it is always about RPO in recruitment. The full explanation, including the forms of RPO, is on the page what is RPO.
Yes. SocialFind is based in Tilburg, but campaigns, sourcing, screening and follow-up run online and by phone, and therefore for vacancies throughout the Netherlands. For the kick-off, creating content on your shop floor and coordination with hiring managers, we come to you or work remotely, whatever works best for you.
Traditional RPO often comes down to extra recruitment capacity: recruiters at the client, sourcing, LinkedIn and job boards. Modern RPO, the way we do it, combines recruitment with advertising, content and video, data, application funnels, sourcing, Thought Leader Recruitment, candidate handling and continuous optimisation in one team, under the employer's brand. The difference: we do not just supply hands, we take responsibility for the whole chain from attention to hire.