Alongside your team
Already have ten recruiters on staff? We can still add a lot. SocialFind doesn't automatically replace your recruiters. We give them a far more powerful recruitment engine: labor market strategy, content, media, sourcing and speed, on top of what your team already does well.
Does RPO work alongside an internal recruitment team?
Yes. RPO and an internal recruitment team are not mutually exclusive. The internal team stays strong in organizational knowledge, hiring managers and selection; SocialFind adds labor market strategy, employer branding, media, sourcing, funnel optimization and extra capacity. With a clear division of roles and one shared process, both teams reinforce each other instead of competing.
See the full RPO methodHow we divide the work
Internal recruiters are not the enemy. Your team knows the organization, the culture and the hiring managers better than anyone; we bring what an internal team can rarely take on all at once. We fine-tune the exact division per partnership, this is the starting point.
Your internal team
- Organizational knowledge and culture
- Relationship with hiring managers
- Stakeholder management
- Selection and interviews
- Internal processes and onboarding
SocialFind adds
- Labor market strategy and employer branding
- Recruitment creative and media expertise
- Sourcing and Thought Leader Recruitment
- Funnel optimization and fast follow-up
- Extra capacity and data from many campaigns
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Not a quality problem, but a capacity problem
Capacity and expertise
Many recruitment teams will recognize this: the basics are in place, but vacancy pressure grows faster than the team. Content and campaigns get pushed aside by the daily intake calls, and for some target groups the media expertise simply isn't there. That is exactly where we come in: we add strategy, creative, media, active sourcing and Thought Leader Recruitment, while your recruiters keep control over selection and the relationship with the business.
See how we determine what worksHow we prevent friction
- One ATS, one truth
- We work in your ATS or integrate with it. Everyone sees the same candidates, the same status and the same agreements.
- No duplicate outreach
- Clear agreements on who covers which target groups and channels. Candidates are never approached twice in your name.
- Hiring managers plugged in
- From intake to feedback: your hiring managers know what's running and candidates never wait unnecessarily.
- Shared data and reporting
- Your team sees exactly what campaigns, sourcing and the funnel are doing: the same numbers we manage by.
Further reading
How RPO works at SocialFind
The complete method: from analysis and recruitment mix to hire and optimization.
How RPO works at SocialFindWhite-label recruitment
Why everything happens under your name and what that does for your employer brand.
White-label recruitmentRPO or expand your internal team?
An honest comparison between hiring recruiters yourself and partnering with an RPO provider.
RPO or expand your internal team?Active sourcing
How we reach the candidates who don't respond to your vacancy.
Active sourcing
Discover where we strengthen your team
Tell us how your recruitment is organized today and where it's stuck. You'll get a concrete picture of what a partnership means for your team.
Frequently asked questions from recruitment teams
Everything you're strong at and that sits close to the organization: intake with hiring managers, selection interviews, the hiring decision and internal alignment. We define the exact split together. Some teams also keep part of the sourcing or screening themselves, while others hand over the entire execution.
Our preference is simply to work in your ATS, so there's one system and one view of every candidate. If that's not possible, we set up an integration or a tight handover process. The principle: your team should never have to look in two systems to know what's going on.
By agreeing upfront who approaches which target groups, channels and talent pools, and by working in the same system. Before any personal outreach, we always check whether a candidate is already in your process.
That's exactly why we make the division of roles crystal clear upfront. In practice, teams mostly notice added capacity and expertise: campaigns and sourcing that kept getting pushed back suddenly get done. Your recruiters stay in charge of selection and the relationship with the business.
The candidate experiences one employer: your organization. All communication runs under your name. Who handles the contact in practice, your recruiter or our team, depends on the division of roles we agree together and set down for each partnership.