01
Dedicated recruiters
A named team that works only on your roles, learns your business, and builds institutional knowledge instead of restarting each search.
Recruitment & Talent Acquisition
Your hiring function, run by us, on your systems
If you are hiring continuously, paying per-placement fees is the expensive way to do it. RPO gives you a dedicated team at a predictable monthly cost.
In short
What is recruitment process outsourcing?
Recruitment process outsourcing (RPO) is an arrangement where BridgePoint takes ownership of part or all of your hiring process using a dedicated, embedded team. Recruiters work in your ATS, represent your employer brand, and operate against agreed service levels. It suits organisations hiring continuously — typically fifteen or more roles a year — where per-placement agency fees become uneconomical.
What's included
What you actually get
Every item below is part of the standard engagement, not an upsell.
02
Your systems and brand
We work inside your ATS and communicate as your team. Candidates experience your organisation, not an agency.
03
Defined service levels
Time-to-shortlist, time-to-fill, submission-to-interview ratio and offer-acceptance targets, reviewed monthly.
04
Process design
Interview structure, scorecards, stage definitions and rejection templates — built once, applied consistently.
05
Hiring-manager enablement
Short, practical training for the people running interviews, because most hiring problems are interview problems.
06
Reporting and analytics
Funnel conversion, source effectiveness, cost per hire and drop-off analysis in a monthly review.
Scope
How engagements are shaped
One function
Selective RPO
We take a single function or region — often engineering or sales — while your team keeps the rest.
Fixed term
Project RPO
A defined ramp: a funding round, a new site, a product launch.
Whole function
Full RPO
End-to-end ownership of hiring operations with your leadership setting direction.
Overflow model
Hybrid
Your team handles core roles; we absorb overflow and hard-to-fill mandates.
Deliverables
- Named embedded recruitment team with defined capacity
- Documented process, scorecards and stage definitions
- Agreed SLAs with monthly performance review
- Work performed in your ATS under your employer brand
- Monthly analytics: funnel, sources, cost per hire, drop-off
- Hiring-manager interview training
Scope and deliverables are confirmed in writing before work begins. If something here does not apply to your situation, we take it out rather than bill for it.
Process
How the work runs
01
Understand
A working session on what you actually need — the role, the mandate or the outcome. We put the brief in writing and you sign it off before work starts.
02
Plan
A scoped plan with owners, timelines and the numbers we will report against. If the brief is unrealistic on budget, market or timeline, we say so here.
03
Execute
Delivery against the plan, with a weekly written update whether or not there is good news. Silence is not a status report.
04
Review
Results measured against what we agreed at the start, with an honest read on what worked, what did not, and what we would change next cycle.
FAQ
Recruitment Process Outsourcing — questions
When does RPO make more sense than agency hiring?
Roughly above fifteen hires a year, or when the same role families reopen continuously. At that point a dedicated team costs less than per-placement fees and builds knowledge agencies cannot retain between mandates.
Will candidates know they are talking to an outsourced team?
Our recruiters represent your employer brand and work in your systems. We are transparent when candidates ask directly, but the candidate experience is yours.
What SLAs do you commit to?
Typically time-to-shortlist, time-to-fill, submission-to-interview ratio and offer-acceptance rate. Exact numbers are set during discovery against your historical baseline, then reviewed monthly.
Can we start small?
Yes. Most engagements begin as selective RPO on one function or region for a quarter, then expand once the numbers are visible.
Do you replace our internal recruiters?
Usually not. The common pattern is that internal recruiters move to stakeholder management and closing while we own sourcing and screening volume.
Related services
Often needed alongside this
Talk to us about recruitment process outsourcing
Tell us the situation and we will give you a straight read on scope, timeline and whether we are the right firm for it.