A smooth start
A new recruitment partner doesn't mean months of meetings. We keep the start light: one good intake, a sharp setup, then simply going live. This is what that looks like.
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How does an RPO partnership start?
An RPO partnership starts with an introduction and an intake of your vacancies, target groups and current approach. Then we set up the partnership: proposition, content, funnels and systems. Next, the first campaigns go live and we adjust based on what the data shows. The first campaigns are usually running within a few weeks.
See the complete methodFrom first conversation to a running funnel
THE STARTFour phases, without unnecessary in-between steps. We set the pace together, based on your vacancies and how quickly the proposition is sharp.
Introduction and intake
We map your vacancies, target groups, labor market and current approach. This is also where we determine whether RPO is the right solution for you at all.
Setup and proposition
We sharpen your employer story per target group, create the first content and set up funnels, campaigns and the collaboration with your team.
Campaign go-live
The first campaigns go live, sourcing starts and applicants get fast, personal follow-up from day one.
First hires and adjusting
We measure every step in the funnel, share what works and what doesn't, and adjust the mix. From here, the recruitment machine keeps running.
Who does what at the start?
A good start is teamwork. This is the honest division.
What we need from you
- Access to the people who really know the roles, such as hiring managers
- An afternoon on your work floor for content and conversations
- Clarity on employment terms and growth opportunities
- Fast feedback on the candidates we put forward
- Access to your ATS or candidate overview, if you use one
What we take care of
- Target group and labor market analysis per vacancy
- Employer proposition, content and campaigns under your name
- Application funnels, sourcing and talent pool building
- Screening, phone follow-up and interview scheduling
- Reporting and continuous adjustment of the mix
Why the start can be this light
Because we don't start from zero. The method is in place, the funnels and campaign formats are proven and the team is well-practiced. What differs per client is the content: your roles, your target groups, your story. That's where we put the time, not into building processes.
If you already have an internal team, we adapt to how you work instead of the other way around. What that division of roles looks like is covered in RPO alongside your internal recruitment team. And you can track what it delivers from month one in the reporting: no black box, just numbers you can act on.
One team, from day one
WORKING TOGETHER
You won't get an account manager who calls once a quarter, but a team that stands beside your recruiters and hiring managers. Short lines, fast decisions and the same goals: hires, not reports for the sake of reports.
How we work alongside your internal teamFurther reading
The complete method
Every step from intake to hire, including the division of roles.
The complete methodKPIs and reporting
What we manage by and how you stay in the loop.
KPIs and reportingAlongside your internal recruitment team
How we strengthen your own recruiters instead of replacing them.
Alongside your internal recruitment teamOur pricing
One fixed monthly rate, no placement fees.
Our pricing
Frequently asked questions about the start
Usually within a few weeks. The exact pace depends on how many vacancies we take on, whether usable content already exists, and how quickly we sharpen the proposition together. We would rather plan the launch a week later than go live with a story that does not hold up: a sharp start delivers hires faster afterwards.
The basics: which roles are open, what the people in those roles actually do, what you offer in salary and benefits, and why current colleagues stay with you. We gather that in the intake and in conversations with your hiring managers. You do not need to write anything up in advance; we do that work.
Yes, if you use an ATS we connect to it, so candidates and statuses live in one place and no duplicate administration arises. If you do not have an ATS, we set up a clear way of working that your team can use right away.
No. We come to your workplace and create the videos and visuals your target audience wants to see there: real colleagues, real work. We are happy to use existing material if it is good, but it is not a requirement to start.
We are level-headed about that. A full RPO is meant as a longer partnership. Term and notice period are set out upfront in the proposal and the agreement, and we agree on clear evaluation moments. If it is not working, we discuss it openly and wrap up properly under those terms. If you would rather start smaller, a defined project with a fixed term is possible. The campaigns, content and candidate relationships are built around your brand, so you are never left empty-handed.
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.
Ready for a flying start?
Let us determine what your vacancies need. You'll get a concrete picture of the approach before you decide anything.