So, you’ve decided that an RPO is the right model for your business. The next challenge is choosing the right partner.

On paper, most RPO providers sound the same: embedded recruiters, scalable hiring, better candidate experience… The real differences emerge in track record, approach, and execution.

Tom Mackintosh, Solve’s Managing Director, advises leaders to look beyond the sales pitch. “Ask them how they’ll take your business from where you are today to where you need to be, and make sure they can show proof they’ve done it before,” he says.

Here are the key considerations he highlights:

1. Market and industry expertise

Every sector has nuances. Hiring engineers in Sydney isn’t the same as hiring salespeople in Auckland or developers in Brisbane. “You want an RPO that has demonstrable experience in your market, otherwise they’ll be learning on your time,” Tom notes.

2. Geographic reach

Global players aren’t always the best fit. What matters is whether they understand your local market dynamics, salary bands, competitor activity, and sourcing channels.

3. Realistic hiring metrics

The right RPO will help you set achievable expectations. “There are hundreds of recruitment metrics, but the ones that matter are quality of hire, hiring manager satisfaction, and retention,” says Tom. “Ask them what hiring volume and quality they’ve delivered for similar businesses.”

4. A clear roadmap

It’s not enough for a provider to say they’ll “fix” your recruitment. They should be able to map out the journey, including:

• Process design and improvement

• Technology implementation and optimisation

• Employer brand positioning

• Data and reporting

“A good RPO will show you the step-by-step path from where you are now to a scalable hiring function. That’s the difference between filling jobs and transforming your recruitment capability,” Tom explains.

5. People consistency

Finally, look at the RPO team itself. What’s their recruiter retention like? Who will actually be embedded in your business? High turnover within the provider often translates to inconsistency in your results.

Key takeaway

Choosing the right RPO is about finding a partner that understands your market, can prove their results, and has a clear plan to take your hiring to the next level.

As Tom sums it up: “RPO isn’t just outsourced recruitment. The best providers help you build a stronger, more resilient hiring function that continues to deliver long after the first roles are filled.”

If you’re exploring RPO and want to see what a tailored roadmap looks like, we’d love to walk you through it. Reach out today.

‍