Recruitment Process Outsourcing, or RPO, is an arrangement in which an employer assigns defined recruiting activities or a broader hiring process to an external partner. Scope may include sourcing, screening, coordination, pipeline management and reporting.
Add recruiting capacity without building another layer of chaos
Entrustech Recruitment Process Outsourcing gives employers structured recruiting support across recurring or higher-volume hiring. We can strengthen a defined part of the process or operate a broader workflow, with agreed ownership, service levels, reporting and communication
A recruiter will review your request and follow up within one business day.
BEST-FIT SNAPSHOT
RPO
Use it when
Recurring hiring, multiple openings, recruiting surges or internal teams that need dependable added capacity.
Consider another model when
If the need is one position, direct hire may be more focused. If the gap is delivery talent rather than recruiting operations, use staff augmentation.
Not sure?
We will help you compare the options before recommending a search.
The hiring reality
More recruiters do not automatically create a better recruiting process
When intake is inconsistent, approvals are unclear and feedback disappears, adding sourcing volume creates a larger queue rather than more hires. RPO works when ownership and workflow are designed before activity begins.
Entrustech maps what your internal team already does well, where candidates stall and which part of the process needs reinforcement. Scope can include sourcing, screening, scheduling, pipeline management, reporting or a wider recruiting program. The boundaries must stay visible.
Entrustech’s point of view:
The hiring model should fit the work. It should not be chosen because it is the only service a vendor knows how to sell.
What this service changes
1
Flexible scope:
Support one recruiting stage, a hiring campaign or a broader program based on the real bottleneck.
2
Consistent workflow:
Use defined intake, candidate stages, feedback expectations and handoffs across openings.
3
Pipeline visibility:
Track activity, aging, conversion and blockers with reporting that helps decisions rather than decorating meetings.
4
Internal-team alignment:
Add capacity while preserving the employer’s decision rights, brand, systems and subject-matter expertise.
Why employers use it
Build the engagement around the outcome.
This service works when expectations are specific enough to recruit against and honest enough for a candidate to evaluate. Entrustech aligns the business need, the market and the selection process before activity starts.
1
Flexible scope
Support one recruiting stage, a hiring campaign or a broader program based on the real bottleneck.
2
Consistent workflow
Use defined intake, candidate stages, feedback expectations and handoffs across openings.
3
Pipeline visibility
Track activity, aging, conversion and blockers with reporting that helps decisions rather than decorating meetings.
4
Internal-team alignment
Add capacity while preserving the employer’s decision rights, brand, systems and subject-matter expertise.
How it works
A visible process from intake through follow-up
Employers should know what is happening with the search, who owns the next decision and where the process is stuck.
Diagnose the workflow
Review demand, roles, systems, stakeholders, bottlenecks and current recruiting capacity.
Design the scope
Define ownership, service expectations, tools, reporting, handoffs and escalation.
Launch and operate
Build pipelines, screen candidates and manage the agreed workflow with visible communication.
Measure and improve
Review conversion, aging, quality signals and blockers, then adjust the process where evidence supports it.
Proof module
“RPO should make the system easier to see.”
Add approved program evidence such as hiring volume, stage conversion, recruiter capacity recovered or aging reduction. Show the baseline and measurement period; do not publish unsupported percentage improvements.
What strong intake covers
The questions behind the job description.
A useful intake defines the work, decision authority, manager, compensation, location, schedule, interview stages and realistic start window. It also identifies which requirements are truly non-negotiable and which are preferences that can be learned.
We ask why the role is open, what happened in earlier searches and what a strong candidate will find compelling. That is where positioning becomes credible. Candidates can tell when flexibility, authority or advancement has been added to the description but does not exist in practice.
Related employer services
Compare before you commit.
Hiring needs change. Start with the structure that matches the current business condition, and revisit it when the role or timeline changes.
Employer FAQ
Questions to settle before the search begins
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What is Recruitment Process Outsourcing?
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Does RPO replace an internal recruiting team?
Not necessarily. RPO can extend an internal team, support a hiring surge, own selected job families or manage a larger program. The model should preserve clear decision rights and avoid duplicate work.
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What parts of recruiting can Entrustech support?
Potential scope includes job intake, sourcing, outreach, initial screening, interview coordination, candidate communication, pipeline administration and reporting. Final scope depends on the employer’s systems and needs.
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How is RPO priced?
RPO pricing depends on scope, hiring volume, role complexity, program length, service levels and technology requirements. It may be structured as a project, monthly program, per-hire arrangement or combination.
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What metrics should an RPO program track?
Useful metrics may include requisition aging, stage conversion, interview turnaround, offer acceptance, source performance, hiring-manager responsiveness and retention where data is available. Metrics should connect to program goals.
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Can Entrustech work inside our ATS?
Potentially, subject to system access, security review, training and the agreed workflow. Permissions, data ownership and offboarding access should be documented before launch.
Start the conversation
Tell us what the role needs to accomplish
Share the position, location and ideal start date. We will review the request and follow up with the questions needed to recommend a sensible search.