Service
Recruitment Process Outsourcing
Hiring stalls in the same two places: nobody has time to work the top of the funnel, and nobody has time to schedule. We take the volume work — sourcing to your role profile, first-pass screening against agreed criteria, interview coordination and candidate follow-up — so your hiring managers spend their time on the shortlist instead of the pipeline.
What the team handles
Recruitment Process Outsourcing
- Role profile and scorecard drafting with your hiring manager
- Sourcing across job boards, your existing pipeline and direct outreach
- CV screening and structured first-round calls against agreed criteria
- Interview scheduling, panel coordination and candidate communication
- Offer-stage administration and documentation
- Pipeline reporting — where candidates drop out, and why
We confirm scope with you during the design stage and write it into the operating plan before the team goes live.
Measurement
Metrics usually agreed for this service
We set targets with you before launch. These are the measures the conversation usually starts from — the numbers attached to them are yours to define.
- 01
Time from role opened to shortlist
Target set per client
- 02
Screened-to-interview conversion
Target set per client
- 03
Interview-to-offer ratio
Target set per client
- 04
Candidate drop-out rate by stage
Target set per client
- 05
Hiring manager rating of shortlist quality
Target set per client
Reporting cadence, escalation thresholds and the review meeting rhythm are agreed alongside the targets themselves.
Before you commit
Practical questions about recruitment process outsourcing
The questions buyers ask once the brochure stage is over.
- Are you a recruitment agency?
- No, and the difference matters. An agency sends you candidates and earns on the placement. We run your process, in your systems, under your employer brand, staffed like every other team here — so there's no placement fee riding on whether a marginal candidate gets pushed over the line.
- Who makes the hiring decision?
- You do, always. The team's job ends at a shortlist you can act on, with the screening notes attached so you can see why someone made it through — and why someone didn't.
- Can you hire for specialist or senior roles?
- High-volume and mid-level hiring is where this works best. For a niche engineering lead or an executive search, a headhunter with a real network in that field will beat us, and we'd tell you so rather than take the work.
- How does the team represent us to candidates?
- Under your name, in your tone, with a script you approve — including what they say when a candidate asks why the role is open. Candidates talk to each other and review employers publicly, so a screening call that oversells the job costs you more than the hire was worth. Rejections go out too, which sounds obvious until you look at how many pipelines just go quiet.
Next step
Talk through recruitment process outsourcing for your business.
Bring your current volume, your tools and your response targets. We'll tell you what a workable team looks like — including when that's a smaller one than you expected.