How RPO works
No standard package, no fixed channel. We analyze your vacancies, determine which approach works for each role and then run the entire funnel. Under your name, with one team focused on hires.
How does RPO work at SocialFind?
SocialFind takes over the recruitment challenge and determines the right approach for each role. After analyzing the role, target group and labor market, we build the recruitment mix, from employer branding and media to sourcing and screening. We then run the full funnel under the client's brand, continuously steering on data.
What exactly is RPO?First understand, then recruit
Most recruitment solutions start from a channel: a job board, a campaign, a resume database. We start from your vacancy. Because you won't find a production worker in Tilburg in the same place you find a commercial director, and certainly not with the same message.
That's why every partnership starts with an analysis. We look at the type of role, scarcity in the market, the region, salary and benefits, your visibility as an employer, the number of hires you need, the required speed and your own team's capacity. Based on that, we determine which recruitment mix your vacancies need.
One team, the whole funnel
Then we execute. Not a slice of the funnel, but all of it: from employer proposition and content to media, sourcing, screening and candidate follow-up. All under your name, so candidates get to know you, not us. Already have an internal recruitment team? Then we work alongside your own recruiters, not instead of them.
Because we manage the whole funnel, we also see where it stalls. Too few applicants? Then it's reach or proposition. Enough applicants, too few hires? Then we look at screening, follow-up or the interview process. That data adjusts what we do every single week.
If you first want to see what the process looks like when you run it yourself, step by step: What does a good hiring process look like, from vacancy to signature?
From analysis to hire, step by step
The complete funnelThis is the chain we run for you. Every step has a clear owner, output and KPI.
Analysis
We map your vacancies, target groups and labor market: where are your candidates, what moves them and where is your current recruitment stalling?
Strategy
For each role we set the approach: which channels, which story, which pace. Practical roles need a different mix than specialists or executives.
Employer proposition
We sharpen why someone would want to work for you specifically. Per target group, not as a generic slogan.
Content & media
We create the content that resonates with your audience and distribute it through the channels where your candidates really are, under your name.
Sourcing
For scarce profiles we approach candidates personally, from targeted sourcing to Thought Leader Recruitment.
Application funnel
We build a funnel that fits the target group: low-threshold and mobile for operational roles, in-depth for specialists.
Screening & follow-up
Candidates get fast, personal follow-up, are screened against your criteria and handed over warm to your hiring managers.
Interview & hire
You conduct the interviews and make the decision; we keep candidates engaged right up to the signature.
Data & optimization
Every week we adjust based on the numbers: what performs, what doesn't, and what we change. The approach gets sharper every month.
Who does what?
RPO only works when the division of roles is crystal clear. This is how we usually set it up; the exact split is agreed per partnership. One rule is fixed: if we see something costing hires, we name it, even when it is on your side.
Your team
- Knowledge of the organization and culture
- Hiring managers and interviews
- The final hiring decision
- Employment terms and contract
- Internal alignment and onboarding
SocialFind
- Labor market analysis and strategy
- Employer proposition, content and media
- Sourcing and personal outreach
- Application funnel and fast follow-up
- Screening, scheduling and reporting
Let us analyze your vacancies
Tell us who you need. We determine how to find, convince and hire them.
Further reading
How SocialFind determines what works
The decision logic behind the recruitment mix: from vacancy and target group to channel choice and funnel.
How SocialFind determines what worksRPO alongside your internal recruitment team
How we strengthen existing recruitment teams instead of replacing them.
RPO alongside your internal recruitment teamWhite-label recruitment
Your name. Your employer brand. Your candidates. This is how it works.
White-label recruitmentWhat does RPO cost?
Our pricing logic and what a partnership includes.
What does RPO cost?Recruitment operations
Intake, ATS, planning and hiring managers on board: a calm process.
Recruitment operations
Solve one vacancy or build a recruitment machine?
Let us determine what your vacancies need. You'll get a concrete picture of the approach before you decide anything.
Frequently asked questions about the method
Based on an analysis of the role, the target group and the labor market. We look at factors like scarcity, region, salary and benefits, your visibility as an employer, the number of hires and the speed you need. From that follows a unique combination of channels, content, sourcing and funnel for each role. So no standard package.
We spot it quickly, because we measure the entire funnel. If a channel performs below expectations, we shift budget and attention to what does work, or we adjust the message, target group or funnel. You're not locked into a channel chosen in advance.
Yes. Some clients have strong recruiters, for example, but lack content, media and sourcing; others prefer to hand over the follow-up and screening. Together we decide which parts sit with us and which with your team.
That depends on your situation and the number of vacancies. After the intake, we jointly set the priorities and the order in which we start. In the first conversation you'll get a realistic picture of the ramp-up phase for your specific needs.
Yes. Campaigns, content and candidate contact all run under your employer brand. Candidates build a connection with your organization, not with an agency. Read more about our white-label approach on the white-label recruitment page.
In the first week we map goals, vacancies, audience, proposition, processes, stakeholders, systems and historical data, and pinpoint where the real problem is. Then we build the approach: campaigns, content, sourcing, funnels, Thought Leader Recruitment where it fits, the candidate process and reporting. The first campaigns usually go live within about two weeks; from then on we collect data and candidate feedback and keep adjusting. Within the first month you should feel that a recruitment machine is running.