RPO.

What is RPO?

Recruitment Process Outsourcing (RPO) is a hiring model in which the firm becomes your embedded talent-acquisition function for a defined scope of roles or a defined hiring period. Sourcing, screening, scheduling, candidate experience, ATS hygiene, intake calls, reporting, all run through a dedicated recruiter cohort operating as if they were on your team.

Unlike search, RPO is sized to volume. Instead of paying a percentage per placement, you pay for capacity, and that capacity runs your hiring funnel end-to-end. Most engagements add a small per-hire fee to align incentives on outcome.

RPO is the right model when you need to hire ten or more people inside ninety days, the in-house TA team is at capacity (or doesn't exist), and the roles repeat. If you are hiring one CFO, choose retained or engaged. If you are hiring thirty nurses, choose RPO.

1. Plan & cohort sizing

   We map your 90-to-180-day hiring plan, calibrate role libraries and intake protocols, and size the recruiter cohort to volume. Retainer and per-hire fee quoted to scope.

2. Embed & ATS handshake

   Cohort onboards into your ATS, your hiring-manager calendar cadence, and your candidate-experience standards. ProHireHQ AI sourcing layer goes live underneath.

3. Run the funnel

   Sourcing, screening, scheduling, intake calls, candidate communications, ATS hygiene, hiring-manager debriefs, weekly pipeline reporting. Run as if they were your team.

4. Hires & replacement window

   Each placement carries a replacement guarantee window scoped to role tier. Per-hire fee billed at start. Reporting cadence keeps the numbers visible.

5. Adjust monthly

   Cohort grows or shrinks against your actual hiring volume on 30 days notice. Most engagements adjust at least once across the year as priorities shift.