Is RPO right for you ?
RPO isn't the best choice for everyone, and we'd rather say that upfront than afterwards. Here you'll find the honest checklist: when it fits, when it doesn't, and how to decide.
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Who is RPO suitable for?
RPO fits organizations with a structural staffing need: multiple or recurring vacancies, a variety of role types or hard-to-fill positions. If you have one common vacancy without time pressure, or you're just looking for a resume for a one-off fee, a traditional agency is often the more logical choice.
Compare all recruitment modelsWhy this page exists
The easiest way to end up with a disappointed client is to start a partnership that never should have started. That's why we prefer to do the fit check as early as possible, and out loud. RPO is a structural partnership with a fixed monthly rate: it pays for itself once recruiting is no longer an incident, and not before.
The core is simple: the more often and the harder you recruit, the more a system delivers compared to one-off transactions. If you rarely recruit and there's no urgency, then outsourcing recruitment in a lighter form or a classic agency is simply the better deal. If you like, we'll happily run that math for you in the business case.
The honest checklist
If you mostly recognize yourself on the left, we'd love to talk. Mostly on the right? Then we'd rather save you a disappointment.
RPO is a good fit when
- You structurally need people: multiple or recurring vacancies per year
- You recruit a variety of role types, from operational to specialist
- Vacancies stay open longer than you'd like and the costs keep climbing
- Your internal team lacks capacity or specific expertise
- You want to improve your employer brand and inflow at the same time
- You want to move away from one-off placement fees that build nothing
RPO is a poor fit when
- You have one straightforward, common vacancy without time pressure
- You're only looking for a resume for a one-off fee
- Employment terms are far below market and can't change
- Hiring managers keep candidates waiting for weeks and that won't change
- Nobody internally takes ownership of interviews and decisions
And if you're not sure?
Most organizations sit somewhere in between: a structural need, but also an internal team that already covers a lot. That's exactly when it pays to look at which parts you outsource and which you keep. How that works alongside your own recruiters is covered in RPO alongside your internal recruitment team.
And sometimes the answer is simply: not yet. Then we'll say so, and tell you which model does make sense right now. An honest no today is a better foundation for a yes a year from now.
NOT SURE?
Let us think along, no strings attached
In the recruitment diagnosis we look at your vacancies, target groups and current approach. You get an honest answer, even if that answer is that you don't need us.
Frequently asked questions about the fit
Further reading
Solve one vacancy or build a recruitment machine ?
Tell us who you need. We determine how to find, convince and hire them, or tell you honestly that you don't need us.
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