Hiring that hits the numbers without losing the candidate experience.
Need full-time hires? Hand us parts of the process, like sourcing, screening, or scheduling, or the whole thing. Dedicated recruiters who know your industry, a candidate experience held to a written SLA, and capacity that scales up for a launch and down when the plan shifts, without re-contracting. Quality-of-hire measured alongside time-to-fill. If we only hit the speed metric, we failed.
Dedicated recruiters who know your industry.
Every RPO engagement is staffed with three roles from kickoff: an RPO Lead as your primary point of contact, a Senior Sourcer matched to your industry, and a Candidate Experience Manager accountable for the SLA. We plan for continuity on your program. They learn your business and stay with it.
RPO Lead
Owns the outcome. Your primary contact, the person who runs the weekly review and writes the monthly executive report. Responsible for recruiter capacity planning, hiring-manager satisfaction, and the commercial relationship. When a requisition is at risk, the RPO Lead owns the plan to save it.
Senior Sourcer
Matched to your industry, not generically assigned. Builds and maintains the talent pipeline ahead of the requisition, not after it opens. Owns source-channel strategy, Boolean engineering, and the quiet work that makes the recruiter side look fast. The person who makes the difference on your hardest roles.
Candidate Experience Manager
Accountable for the candidate-side of the program. Response-time SLAs, interview debrief standards, rejection communication, offer negotiation coaching for hiring managers, and the candidate NPS that's reported quarterly. The person who makes sure the people you didn't hire this year still speak well of you.
What working with us is actually like.
We run RPO like consulting, not staffing. That means we tell you when a requisition isn't well-defined enough to recruit against. We tell hiring managers when their interview loop is filtering for the wrong signal. We tell you when compensation is below market and the role won't close at the posted band. These are uncomfortable conversations the first time they happen, and they're the reason our average client tenure is measured in years.
As a Service-Disabled Veteran-Owned Business Enterprise, accountability isn't a marketing word. Delivery dates are commitments. SLAs are enforceable, and we hold ourselves to them first.
Why speed alone is the wrong RPO metric.
The industry defaults are unambiguous: most RPO contracts pay per hire, measure on time-to-fill, and staff with generalist recruiters rotated through a shared queue. Your hiring manager calls a different person every week, your candidates hear from whoever is least busy, and quality-of-hire becomes somebody else's problem the day after the offer is signed.
That model made sense when recruiting was a volume game. It stopped making sense when labor markets tightened, employer brand started showing up in Glassdoor reviews, and every rejected candidate became a public data point about what it's like to apply to work at your company. The old model still dominates RFPs. These are the four things it systematically breaks.
Your hiring manager talks to a new recruiter every month
Incumbent RPOs rotate recruiters through requisitions to balance workload, which means nobody on the provider side builds context about your hiring manager's preferences, your interview loops, or the specific profiles that work in your environment. We plan for recruiter continuity on your account, so context accumulates instead of resetting.
The person sourcing your staff engineer also sourced a pharmacist yesterday
Specialist work demands specialist sourcers. Our recruiters are matched by vertical: aerospace, manufacturing, healthcare, financial services, technology, and regulated industries. The person finding your candidates speaks the language of the role, which is why our screening ratio is 3-to-1 interviews per offer, not the industry-default 7-to-1.
Rejected candidates hear silence, or worse, a form email
Most RPOs treat candidate experience as a variable cost, the last thing to add when budget permits, the first to cut when it doesn't. We hold it as a written SLA: response time targets, interview debrief standards, and a candidate NPS measured quarterly. The people you don't hire this year are the people you hire next year.
The fee structure rewards volume, not durability
Per-hire fees incentivize velocity over fit. Our commercial model uses monthly retainer plus quality-tied commitments, we get paid for recruiter capacity, and a portion of the fee is tied to 90-day retention and hiring-manager satisfaction. When a hire doesn't stick, neither do we stay whole on the fee.
Partial or full RPO.
Choose how much we take on. Then pick the way to scale it. We contract once and flex between models as the business requires, no re-paper, no new MSA, no renegotiation.
Partial RPO
Pick the areas you want to offload, like sourcing, screening, scheduling, or offer management. Your recruiters keep the rest. We plug into your ATS and your process, and report on the steps we own.
Full RPO
We run your recruiting end to end, from first search to signed offer. Dedicated RPO Lead, industry-specialized recruiters and sourcers, candidate experience held to SLA, full reporting, and hiring-manager training.
Three ways to scale Partial or Full RPO
Full-function RPO: your recruiting operation, delivered
We take end-to-end ownership of your TA function or a well-defined slice of it. Dedicated RPO Lead, industry-specialized recruiters and sourcers, full reporting and analytics, hiring-manager training, and candidate experience held to SLA. Typical scope: 200+ hires annually across multiple functions. Monthly retainer pricing.
Time-boxed capacity for launches and ramps
For product launches, new-site stand-ups, acquisitions, or seasonal surges. Defined scope, defined timeline, defined headcount outcome. Typically 30–180 days, 25–300 hires. Recruiter capacity matched to the volume, disbanded or reassigned at project close.
Targeted reinforcement inside your existing TA team
Your internal recruiters stay on your critical requisitions. We pick up overflow, hard-to-fill specialist roles, or specific geographies and functions. Typical deployment: senior engineering, sales, specialist sciences, or international hires your team doesn't have capacity for. Flex-up and flex-down on 30-day notice.
How we launch and run your RPO.
RPO programs live or die in the first 45 days. We have a four-phase deployment plan tuned for that window, and an operating cadence your TA leadership gets to weigh in on before day one.
Four-phase deployment
Kickoff
Week 1
Intake with every hiring manager. ATS integration confirmed. Scorecards and interview loops documented. Candidate communication templates reviewed. Success metrics written down jointly.
Ramp
Weeks 2–3
First requisition submissions and first slates delivered. Recruiter-to-manager matching confirmed. Source channels calibrated to role mix. First weekly operating review with your TA leadership.
Run
Weeks 4–12
Full hiring cadence. Time-to-fill targets tightened. Candidate NPS begins reporting. First monthly executive report at day 30. Source-channel performance reviewed and re-weighted.
Optimize
Month 4 onward
90-day retention begins reporting on first cohort. Hiring-manager satisfaction surveys go live. Diversity-of-slate metrics reviewed. First QBR with structured findings and improvement plan.
Operating cadence
Four rhythms, clear ownership on every one. Hiring managers know exactly when to expect us, and exactly what they owe us to keep the pipeline moving.
Recruiter standup
Internal recruiter huddle on active requisitions, submit velocity, stuck candidates, and any hiring-manager blockers. 15 minutes, every morning, no exceptions.
Hiring-manager review
Per-requisition pipeline walk with each hiring manager. Pipeline health, interviewed/offered, predicted fill date, offer-risk flags. Decisions needed from the hiring manager identified and owned.
Executive report
Written report to your VP TA: hires closed, time-to-fill trending, quality indicators, candidate NPS, diversity-of-slate, hiring-manager satisfaction. Day 5 of every month.
Business review
Strategic review with your People leadership: employer brand signal, labor market read, offer-accept rate trends, compensation-benchmark pressure tests, and 90-day forward plan.
You pay for the people on your team, not per hire.
The fee covers a team you know by name: an RPO Lead, recruiters and sourcers matched to your roles, and a Candidate Experience Manager. We don't get paid to fill requisitions. We get paid to run a recruiting operation that hits the metrics you care about, and the structure below reflects that.
Monthly retainer scaled to recruiter capacity
You buy recruiter capacity per month, not outcomes per hire. The retainer reflects the team size we've agreed to (RPO Lead, recruiters, sourcers, and the Candidate Experience Manager) and scales up or down on 30-day notice as your hiring plan shifts.
Quality-tied fee component
A portion of the monthly fee is tied to 90-day retention and hiring-manager satisfaction. We measure both every quarter. When the numbers are below target, we don't fully earn the fee, written into the MSA, reviewed at QBR.
No placement fees, no success fees, no surprises
We don't charge per hire. We don't bill for "research" or "deep sourcing" as separate line items. The fee is the fee, the capacity is the capacity, and if you need more, we price it openly.
Flex-up, flex-down without re-contracting
Hiring plans change. The MSA accommodates that. Add a project wave. Shift from Hybrid to Enterprise. Drop capacity when the plan pauses. All handled with 30-day notice, documented in writing, no new negotiation.
How we measure results.
Pair RPO with MSP, EOR, and IC Compliance.
Most of our RPO clients eventually add MSP for their contingent program, EOR for international hiring, or IC Compliance for 1099 defensibility. When the disciplines stay under one partner, the integration is invisible. When they don't, the seams are where the work falls through.
One hiring pipeline, contingent and permanent
Unified hiring across direct-hire and contingent requisitions: one view of demand, one candidate experience, one set of SLAs. Most of our largest accounts run both, and the integration is where the real savings live.
Explore MSPHire anywhere, employ anywhere
RPO recruits the candidate, EOR employs them. Hire into the UK, Germany, Brazil, or Singapore without entity stand-up or local-law risk transfer. One invoice, one governance layer.
Explore EORClassification before the hire, not after
When a hiring manager asks for a 1099 contractor instead of a W-2 employee, we score the engagement against the strictest applicable jurisdiction before offer, so reclassification risk doesn't show up 18 months later.
Explore IC ComplianceContingent and permanent hiring in one view, alongside your ATS
Your ATS stays the system of record for permanent hires. When you also run an MSP program with us, Altitude Workspace dashboards show both pipelines side by side, and Ask MEL answers status questions across both populations.
See the technologyFrequently asked questions.
How fast can you deploy?
Our standard deployment is 45 days from signed MSA to first requisition in full cadence, structured as Kickoff (week 1), Ramp (weeks 2–3), Run (weeks 4+). Project RPO can deploy faster (2–3 weeks for a defined-scope engagement), Enterprise deployments with ATS integration and multiple business-unit intake typically land at 45–60 days.
Do you work inside our ATS, or bring your own?
Your ATS. We integrate with Workday Recruiting, Greenhouse, Lever, iCIMS, SmartRecruiters, and most of the mid-market platforms. Candidates and requisitions live in your system of record; our recruiters operate inside it. We do not run parallel systems or ask candidates to submit anywhere other than the front door of your careers site.
How is quality-of-hire actually measured?
Three metrics, all reported quarterly: (1) 90-day retention: the percent of hires still employed at day 90. (2) Hiring-manager satisfaction: survey at day 30 and day 90 per hire. (3) Performance-rating correlation where you have performance data, the hires we make should perform at the same distribution as the rest of your workforce. A portion of our fee is tied to the first two; the third is reported but not fee-bearing.
Can you guarantee diversity outcomes?
We guarantee diversity-of-slate, the composition of the candidates we present, not hiring outcomes. That distinction matters legally in the US and ethically everywhere. Our SLA is a documented slate-composition target per role family, reviewed quarterly. Hiring decisions stay with your team and your interview loop. We report on slate composition, offer composition, and accept rate transparently in every monthly executive report.
What happens if a hire doesn't work out in the first 90 days?
Our quality-tied fee component absorbs that outcome: below-target 90-day retention reduces the fee we earn. Separately, if a hire leaves in the first 30 days for reasons within our control (bad match to the role, misrepresented expectations, failed reference we missed), we replace the search without re-fee. Written into the MSA, not a case-by-case goodwill gesture.
Can we use your recruiters for internal mobility as well?
Yes, and many of our clients do. Internal mobility is a different motion than external recruiting (different sourcing surface, different compensation conversations, different political dynamics) and we scope it separately in the SOW. Usually runs as a Hybrid engagement where your internal TA handles external and we handle internal mobility, or vice versa.
How do you handle confidential or executive searches?
Executive and confidential searches are scoped as Project engagements with a senior recruiter and a separately-documented confidentiality protocol. Named short-list review, off-ATS candidate tracking where required, and direct PM-to-executive reporting rather than through your standard TA leadership. Priced on a retained-search basis rather than monthly retainer.
Let’s talk about your hiring plan.
Tell us about your hiring plan: headcount ambitions, the functions that are hardest to fill, the metrics you're being measured on. A program lead, not a sales queue, replies within one business day. Within five, you'll have a written RPO program review.