It’s less about the size of your company and more about the challenges you’re facing and your desire to solve them. RPO works for businesses of all sizes—from a dozen employees to global giants with tens of thousands. If you want to boost candidate quality, speed up hiring, and get better value for money, RPO is worth exploring. Plus, it reduces the risk of maintaining an in-house team, gives you access to experts, tools, and resources, and offers the flexibility to scale as your hiring needs change. If that sounds good, let’s chat!

Think of a Solve RPO solution like the internal TA team you’ve always wanted – expert TA Partners, an always-on Sourcing Hub, the best tools and technology, a suite of subject matter experts at your disposal… the list goes on. All working with you, as you and for you. When managers and candidates interact with our RPO, it looks and feels as though we’re as much a part of your team as your own employees. An RPO is a sustainable, strategic and medium-to-long term investment. The goal is to design, build and manage a high-performing TA function. A recruitment agency is an immediate or short-term investment in specialist support. The goal is to fill the job.

Think of a Solve RPO solution like the internal TA team you’ve always wanted – expert TA Partners, an always-on Sourcing Hub, the best tools and technology, a suite of subject matter experts at your disposal… the list goes on. All working with you, as you and for you. When managers and candidates interact with our RPO, it looks and feels as though we’re as much a part of your team as your own employees. An RPO is a sustainable, strategic and medium-to-long term investment. The goal is to design, build and manage a high-performing TA function. A recruitment agency is an immediate or short-term investment in specialist support. The goal is to fill the job.

Yes. Our RPO solutions are as tailored as our clients are unique. That’s the beauty of Recruitment Process Outsourcing: it can span the whole process for all recruitment; it can cover the whole process but for specific locations, time periods or role types; or it can be targeted towards specific process steps, to dovetail with the existing TA function.

In many ways. Our RPO model saved a client 72% of their previous spend on recruitment – millions of dollars a year. Often the most immediate saving comes from reduced reliance on external recruitment agencies. Other savings sources include reduce job advertising costs and reduced cost of technology and tools. An RPO model also eliminates the costly burden on hiring manager time by streamlining processes. On top of this, by making better quality hires sooner, the costs of covering resource gaps and of re-hiring and re-training are avoided too. All in all, our RPO solutions generate a return on investment that can exceed 300%.

There are two flexible ways to price your RPO:

1. Flat monthly fee:

One simple, predictable fee each month. No extra costs for hires made. The fee is based on factors such as the size of our team and the scope of the services we’re delivering.
Best for: Budget certainty, consistent and reliable monthly charges and long-term planning, without any surprise costs.

2. Cost-plus:

A reduced monthly retainer is applied each month to keep your RPO running, with small add-on fees for hiring activity.
Best for: Lower upfront costs and flexibility, especially if hiring volumes might fluctuate.

Both models are designed to give you more value - and cost much less - than traditional pay-as-you-go or fee-per-placement models.